I’m sure every entrepreneur out there agrees, developing a company culture is not easy especially if you are running a remote team.

Truth is there’s no easy and quick path to developing one as it takes time, planning and patience.

And the task gets even trickier when the company is made up of remote teams whether partially or fully.

However, it’s important for a company to have a unique character defined by a strong set of values and principles. Despite the decentralization of the team, it is possible to grow a company culture. You just have to work a little harder at it.

1. Write a Mission Statement

First things first, take out time to write a perfect mission statement, one that captures the character and philosophy of your company.

It’s impossible to start building company culture without a mission statement. The mission statement is the bedrock of communication as you continually orientate employees into the kind of culture you want your business to have.

This mission statement must not be vague. It should also be short and memorable. In addition to sharing it with staff during the initiation process, put the statement on your company website for all to see and refer to at any time.

Also, you should internally share company goals for the future in clear and simple terms.

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2. Hire the Right People

The purpose of company culture is to have everyone aligned as regards attitude, goals and purpose. But some people aren’t just the right fit. It’s easy to tell when you encounter someone who’s a poor fit. They stick out like square pegs in round holes.

The only way you can identify those who won’t fit in is to  be clear on what the company culture is and should look like (if you’re just starting out). Add questions into your interview process to determine whether candidates are on the same wavelength as the company.

This is especially important for remote workers, seeing as they’ll have minimal supervision. By employing people with the right values from the get-go, you’ll have a lot less work ahead of you.

3. Create a Close-Knit Team

A close team with shared values is always going to be more motivated than a loose collection of loners. The challenge is trying to get your remote team as tight-knit as possible, despite the distance between them.

Nobody likes to feel excluded from the team, not even remote workers (especially remote workers). There are a number of ways this can be done, the most impactful being doing stuff together. Get the whole team together occasionally, how often is entirely up to you, and talk, hangout, attend retreats etc.

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4. Give Your Staff Independence

Don’t micro-manage.

By giving your staff as much autonomy as possible, you help them to internalize the company philosophy and principles. The performance of remote workers should be measured on productivity. Are they getting the work done? If the answer is yes, then leave them alone. If the remote worker is the type of person who needs micro-managing, then you made a poor choice in that employee.

5. Trust your remote workers

Remote teams have to trust their teammates. There is simply no way around it. In a remote team, there aren’t any hard rules about working during certain hours of the day. This means when time comes to turn in your work, you either have something to show or not. So there is a two-way transaction taking place – you’re trusting your teammates are working and you’re trying to earn and keep your teammates’ trust by not letting them down either.

It’s during these transactions that company culture is fortified and established.

6. Recognize and Reward

If one of your staff does something that is a great example of your company culture, then be sure to highlight this action. You could mention it on a team call, write about it on the company blog or just send a group email. Think of it as behavior modification through positive reinforcement. By recognizing and rewarding this kind of

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Think of it as behavior modification through positive reinforcement. By recognizing and rewarding this kind of

By recognizing and rewarding this kind of behaviour, you boost morale and help employees to internalize your company culture faster.

Feature image via The Next Web