Prior to the crisis, some employees worked remotely one or two days a week.
It is no surprise that remote work – digital culture strategies – have gained momentum.
By Mike Monroe, Entrepreneur Magazine / As posted by Fortis Lux Financial
photo: Getty Images
Now, because of shelter-in-place and stay-at-home orders, countless more measure their commutes in steps, not miles. And they like it: A getAbstract survey shows that almost 43 percent of employees would like to telecommute more often after they’re no longer quarantined.
It is no surprise that remote work cultures have gained momentum. Under normal circumstances, telework offers autonomy and freedom. In the stay-at-home era, people can decide what constitutes the perfect work-life balance (something that 53 percent of employees value, according to Gallup research ).
A new future of work has arrived. If your business is operating remotely, then you need to embrace and invest in your digital culture strategies. I’ve been doing this for a decade, so I know it won’t be easy. Building a thriving remote company culture involves more than ensuring that teleworkers have access to computers and Wi-Fi. But with extra effort, you can improve productivity and loyalty even after the novel pandemic ends.
Embracing the best remote communication styles
Managers tasked with supervising remote teams must evolve the way they communicate. In a digital culture, all you have is virtual communication to keep you connected. The margin of error shifts, so you have to be more exact through those mediums.
When you’re in person, you can easily build or repair a relationship because you’ll see them the next day. If you’re remote, everything is segmented and scheduled. That’s why leaders typically rely on three types of communication: broadcast (sending a message en masse), community (via group chats) and one-on-one (which builds relationships).
You need to be hyper-intentional when using each method. Broadcast, for example, is the easiest to abuse. Relay information via companywide emails or meetings only when it’s necessary to alert everyone of important updates, questions or directions. All too often, leaders forget that their employees are people and send out blanket notifications. But our staff also have kitchens to clean and kids to entertain — they deserve personal consideration and empathy .