Introduction:

Company Culture is a shared set of workplace beliefs, values, attitudes, standards, purpose, behavior. It reflects both the written and unwritten rules that people in an organization follow. Your organization’s culture is the sum of all that you and your colleagues think, say, and do as your work together.

The first few days and months at a new job can be unnerving even for the seasoned professional HR teams sometimes go out of the way to make the new hire comfortable. Systems are put in place, procedures are followed and checked, tolls are provided and training is given, for the new employee to ease into his rules. “In order to compete in the war for talent’, Companies can strengthen their company brand by Making a good first impression through onboarding software”. Let’s start with the most important reason for adopting an onboarding solution: the direct time & cost saving associated with the onboarding process. With modern best-in-class technologies, the onboarding cost is reduced by almost 50%.

Why Company Culture is Important?

Company culture is the foundation of every business. When employees’ needs and goals align with their company culture, they’re more likely to enjoy their work. This can make employees feel like they’re at the coolest party in town: they love where they are, they’re surrounded by great people who do interesting things, and they don’t want to leave. A strong culture indicates that the people are the priority in the company—not the output or revenue that it generates. The potential business benefits of a strong culture don’t end there.

Some of them are:

1. Higher Engagement & Productivity – When employees are happy, they are more engaged at work and hence automatically productivity increases. According to Gallup analysis companies with great company culture and engaged employees score 20% more profit.

2. Greater Ability to attract top Talent – Company culture plays a large role in attracting top talent. As candidates conduct research on your organization, if they feel that your company has strong values and encourages growth, they will be excited to apply and retain in organization for a longer time.

3. Higher Retention – When you show your employees that you care about them, they’ll feel more valued and committed to your organization. After all, engaged employees are 87 percent less likely to leave an organization. This also means lower recruiting and training costs associated with turnover.

Best Practices to build company culture remotely:

Even if you’ve managed remote workers previously, I encourage you to apply three digital culture strategies to improve the way you navigate your team’s collaborative efforts:

1. Balance your methods and frequency of communication

Most leaders are disproportionately segmenting their methods of communication. They’re likely not spending enough time with their key leaders. For example, one-on-one meetings are great, but too many will spread Digital Onboarding: How to Build your Company Culture Remotely you too thin. And community communication is handy, but it’s not always the most appropriate method. How do you find a balance? Figure out who needs to hear what. You’ll know you’ve found it when your direct reports are saying what you say even when you’re not around. I screenshot the text conversations I have with my boss so that I know we’re aligned. This practice is beneficial to your company and employees because it helps them develop valuable managerial soft skills.

2. Codify digital working dos and don’ts

Every company needs a list of unbreakable digital workplace culture commandments. People left comments and suggestions, and the most valuable ones became law. Over time, our rule book has grown to 25 pages, providing a road map for new and existing workers. Topics covered include everything from remote work tool requirements to pay guidelines to manager-employee teleworking recommendations. When everyone knows what to do, you get high-quality work with less hand-holding.

3. Problem-solve and reflect in a different environment

Innovation fails if you’re only staring at screens. You need time to work on the business, not just in it. Even during quarantine, people are heading to their patios and balconies to breathe in the fresh air and relax in the backyard. Take some time to get outside or go to your quiet place. While you’re there, ask yourself questions such as, “What is annoying me regarding our remote work culture?” and “How can I permanently fix departmental issues through stronger one-on-one communication methods?” Name your biggest challenges, then prepare to overcome them with unique solutions courtesy of your private brainstorm.

4. Engaged preonboarding phase

It is very important to attract and engage candidates and proffer and preonboarding space. HR can gain the attention of new hires while transferring the company culture to them and showcasing how it is beneficial.

Conclusion:

Building a company culture remotely is fundamentally similar to building a company culture for a co-located team. Being intentional about it from the beginning can help you build a more cohesive team that shares the same values. However, it’s important to be more explicit about your values, and desired behaviors and attitudes, with a remote team. Without the physical office environment, communication becomes more important to building a strong company culture that will guide your team toward your mission and vision.

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