# 7 tips for building a positive remote work culture
Author:  Pal Sinha, Barnali 
Author URL: https://financedigest.com/author/pal-sinha-barnali
Published: 2021-07-26
Category: BUSINESS
Category URL: https://financedigest.com/category/business
Meta Title: Top Strategies for Nurturing a Thriving Remote Workplace Culture
Meta Description: Discover key strategies from Addition's Chief Growth Officer on how to successfully nurture a remote workplace culture, including adaptability,
URL: https://financedigest.com/7-tips-for-building-a-positive-remote-work-culturehtml

![undefined](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/2-2-1736838139702-compressed.jpg)

**_By:_** _Liesa Stecher-Chief Growth Officer at_ [_Addition_](https://www.additionfinance.co/) _._

The global pandemic presented many challenges to the business landscape. Companies have had to pivot quickly to stay afloat. For many, this included transitioning from brick-and-mortar to ecommerce, boosting online presence, and supporting staff with working from home.

[Working remotely has lessened commuting time](https://www.financedigest.com/time-management-strategies-that-work.html "Time management strategies that work") and office utility bills. And according to the vast majority of feedback, [it’s actively boosted productivity](https://www.finder.com/uk/working-from-home-statistics#:~:text=Increased%20productivity&text=65%25%20of%20workers%20said%20they,office%20than%20a%20normal%20office.&text=83%25%20of%20employees%20feel%20they,compared%20to%20in%2Doffice%20workers.)– or at the very least, it hasn’t had a significant negative impact on employee ability to deliver.

With the success of the vaccine programme, pandemic restrictions are beginning to ease. And while some employers are eager to haul their staff back to the office (and some employees are just as eager to be hauled), others will be keeping their [remote working](https://www.financedigest.com/shoring-up-cyber-defences-in-the-remote-working-era.html "Shoring up cyber defences in the remote working era") model in place. After all, if it works, it works (pun intended).

The benefits of working from home for both [employee and employer have been covered extensively – as have the potential challenges](https://www.financedigest.com/how-to-deal-with-challenging-employees.html "How to Deal With Challenging Employees?"). However, it’s entirely possible to foster a positive company culture, whilst keeping a [hybrid or fully remote work model](https://www.financedigest.com/how-collaboration-technologies-are-helping-organisations-to-embrace-a-hybrid-working-model.html "How collaboration technologies are helping organisations to embrace a hybrid working model") in place.

At [Addition](https://www.additionfinance.co/), our team of 10+ employees have benefited from hybrid working even before the pandemic hit.

Here are some of our top strategies for nurturing a thriving remote [workplace culture](https://www.financedigest.com/promoting-a-learning-culture-in-the-workplace.html "Promoting a learning culture in the workplace").

**1\. Be Adaptable**

Adaptability is the soft skill of the future. This applies to employees and employers alike. In a team member, you’ll want someone who takes a flexible approach to their [job role](https://www.financedigest.com/amazon-ceo-says-job-cuts-to-exceed-18000-roles.html "Amazon CEO says job cuts to exceed 18,000 roles"). That’s not to say you should expect them to be a jack of all trades. But an ability to ‘think fast’ and roll with unexpected [changes is a must in today’s unstable climate](https://www.financedigest.com/deloitte-research-reveals-inaction-on-climate-change-could-cost-the-worlds-economy-us178-trillion-by-2070.html "Deloitte research reveals inaction on climate change could cost the world’s economy US8 trillion by 2070"). As an employer, you should do the same. Restrictions are still present, and the rules are still in flux. Understand how this could affect your employees, and adapt your approach accordingly.

**2.Be Available**

There’s nothing worse than a micromanager. However, the opposite – an absent one – is just as harmful. Regardless of where you’re working from, make sure you check in regularly with your team. Ask them how they’re getting on, if they need anything from you, and even update them as to what you’re currently working on. It’s important that your team knows where and how to reach you, if needed, as well as that you’re pulling your weight and contributing to the workload too.

**3.Be Trusting**

Perhaps the leading discussion point around [remote working](https://www.financedigest.com/how-to-protect-your-employees-mental-health-while-remote-working.html "How to protect your employees’ mental health while remote working") is the factor of trust. Employers who struggle with placing full confidence in their [team will have a tough time creating a positive remote](https://www.financedigest.com/build-a-strong-remote-team-with-these-5-steps.html "Build A Strong Remote Team With These 5 Steps") work culture. Avoid hyper-vigilant and intrusive measures such as screen activity apps or other monitoring software where possible. This is a surefire way to turn your workplace culture toxic, fast. If productivity is lagging, bring your [team into the discussion](https://www.financedigest.com/finland-sweden-to-send-teams-to-turkey-to-discuss-nato-bids-haavisto-says.html "Finland, Sweden to send teams to Turkey to discuss NATO bids, Haavisto says") to solve the issue. But if you don’t trust your [employees to work without constant management](https://www.financedigest.com/how-to-manage-burnout-and-how-leaders-should-support-employee-wellbeing-tom-keya.html "How to manage burnout and how leaders should support employee wellbeing | Tom Keya"), why did you hire them to begin with?

**4.Be Target-Driven**

The word ‘presenteeism’ now leaves a sour taste in the mouth of most employees. The rigid approach to 8 hour workdays is swiftly losing relevance. Instead, employers are focusing on output-driven work models. Results – not hours at a desk – are what should matter. [Set clear goals](https://www.financedigest.com/norways-wealth-fund-tells-firms-to-set-net-zero-emission-goals.html "Norway’s wealth fund tells firms to set net zero emission goals") for the day, week and month (involving your employees in this process as much as possible) and then let your team crack on with it. If the goals are met by their deadline, and the work is completed to a satisfactory level, it really shouldn’t matter how long they were glued to their desks.

**5.Be Inclusive**

The [importance of including employees](https://www.financedigest.com/why-is-employee-reward-and-recognition-so-important.html "Why is employee reward and recognition so important?") in decision-making has already been touched on. Without face-to-face interaction, it can be harder to assess how someone is really feeling about a situation. Touch base with your team frequently – both as a unit and individually – to see what’s working and what isn’t. Schedule 15-minute catch-ups with each team member that are non work-related, to stay connected on a personal level. [Set targets](https://www.financedigest.com/big-brands-set-to-miss-plastic-sustainability-targets.html "Big brands set to miss plastic sustainability targets") together as much as possible. Your employees will be much more motivated to reach [goals that they have been involved in creating](https://www.financedigest.com/how-to-create-financial-goals-for-your-business-in-2021.html "How To Create Financial Goals For Your Business In 2021").

**6.Be Flexible**

No two situations – or people – are the same. Do your best to understand and accommodate the challenges of your team wherever possible. Some may have childcare or caring responsibilities. Others might have [mental or physical health](https://www.financedigest.com/supporting-your-employees-mental-health-wfh.html "Supporting Your Employees Mental Health WFH") issues. Access to quiet workspaces or high-speed internet is another factor to consider. If you’re able to [offer the choice between coming into work](https://www.financedigest.com/spain-offers-to-pay-companies-testing-a-4-day-work-week.html "Spain offers to pay companies testing a 4-day work week") or working from home, do so. Flexible hours also make a big difference to those with care commitments, and for those suffering with health conditions, they often have some idea of steps that could be taken. Knowing they can come to you with potential issues will encourage loyalty, productivity and job satisfaction in your team.

**7.Be Sociable**

Examining popular aspects of ‘office culture’, social interaction tends to [top the list](https://www.financedigest.com/the-secret-to-academic-success-colouring-in-oxford-and-cambridge-residents-top-the-list-of-crayon-wielding-adults.html "The secret to academic success? Colouring in! Oxford and Cambridge residents top the list of crayon wielding adults"). Many people who are otherwise happy [working from home](https://www.financedigest.com/working-from-home-everyone-is-different.html "Working from home, everyone is different.") admit to missing after-work drinks, lunch with coworkers, company social events and just general ‘banter’. Create a space where your team can interact socially, such as a Whatsapp group or Slack channel. Keep them connected through virtual events such as online quiz nights and competitions. Celebrate successes as a team. If you’ve [saved money](https://www.financedigest.com/6-tips-to-save-money-on-your-next-used-car-purchase.html "6 Tips to Save Money on Your Next Used Car Purchase") on costs due to remote working, why not allocate that portion of your budget to rewarding your employees? For example, at Addition, we send monthly gifts to each team member. Show appreciation and keep that bond engaged.

**In Conclusion:**

Pandemic restrictions will continue to ease, but an en-masse [return to full-time office work](https://www.financedigest.com/despite-return-to-work-virtual-meetings-will-continue-to-disrupt-business-as-usual-in-finance.html "Despite Return to Work, Virtual Meetings Will Continue to Disrupt Business as Usual in Finance") is unlikely to happen. The myth that [hybrid and remote work](https://www.financedigest.com/how-has-hybrid-working-impacted-the-gender-gap.html "How has hybrid working impacted the gender gap?") models are hotbeds of complacency has been dispelled. [Employees will look for workplaces](https://www.financedigest.com/norway-wealth-fund-employee-sues-for-workplace-gender-discrimination.html "Norway wealth fund employee sues for workplace gender discrimination") that are flexible, results-driven and engaging. Applying the [tips listed in this article will not only help your current team to thrive – it will help your business](https://www.financedigest.com/tips-on-how-startups-can-turn-their-business-into-a-success.html "Tips on how startups can turn their business into a success") attract (and retain) high-quality performers who will make your company a success!

**_Author Bio:_**

_Liesa Stecher is Chief Growth Officer at_ [_Addition_](https://www.additionfinance.co/) _, a London-based financial services firm giving small businesses the insights of big corporations. Liesa has worked in top-tier roles for brands including Conde Nast International and Zara, as well as [startups like Lumen and Spring](https://www.financedigest.com/startups-spring-from-ashes-of-big-tech-purge.html "Startups spring from ashes of Big Tech purge"). She is committed to fostering a progressive, [flexible remote work](https://www.financedigest.com/the-flexible-working-revolution-is-here-so-why-arent-you-tracking-expenses-on-the-go.html "‘The flexible working revolution is here – so why aren’t you tracking expenses on the go?’") culture._


---
This blog is powered by Superblog. Visit https://superblog.ai to know more.
---