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Remote Work and Feeling Connected to an Organization's Culture

As leaders, we've always been told that the physical workplace is the heart of our organization's culture. However, a recent Gallup study has challenged this long-standing belief. According to their findings, hybrid workers feel closer to their organization's culture than their entirely on-site counterparts. This is a game-changing discovery that has significant implications for leaders in the new hybrid workplace.

This shift in how we think about workplace culture means that leaders must reinvent the meaning, purpose, and experience of their organization's culture. We must adapt to the new reality by creating a culture that is inclusive, engaging, and flexible enough to accommodate the needs of both on-site and remote workers. This requires a shift in mindset and a willingness to embrace change.

Helping Remote Workers to Feel Connected to the Organization's Culture

Ensuring that remote workers feel connected to the organization's culture is a critical challenge that leaders must address in the new hybrid workplace. Here are some strategies that can help:

  1. Communicate regularly and transparently: Regular communication is essential to keeping remote workers connected to the organization's culture. Leaders should make an effort to communicate regularly with remote workers through multiple channels, such as video conferences, messaging apps, and email. It's also essential to be transparent about the organization's goals, values, and priorities.

  2. Foster a sense of belonging: Remote workers can feel isolated and disconnected from their colleagues, which can lead to disengagement and turnover. Leaders should make an effort to foster a sense of belonging by creating opportunities for remote workers to connect with their colleagues. For example, virtual team-building activities or online social events can help remote workers feel part of the team.

  3. Provide access to resources and support: Remote workers may face unique challenges, such as difficulty accessing information or feeling disconnected from the organization's support systems. Leaders should provide remote workers with access to the same resources and support as on-site workers. This can include access to training and development opportunities, technology tools, and mental health support.

  4. Create a culture of trust: Trust is essential for building strong relationships between leaders and remote workers. Leaders should trust their remote workers to do their jobs effectively, and remote workers should trust their leaders to provide them with the resources and support they need. Creating a culture of trust requires open and honest communication, setting clear expectations, and recognizing and rewarding good performance.

By implementing these strategies, leaders can help ensure that remote workers feel connected to the organization's culture and are engaged and productive members of the team.

Effective Virtual Team-Building Activities

Effective virtual team-building activities are essential for keeping remote workers connected and engaged with their colleagues. Here are some ideas for virtual team-building activities that can help:

  1. Virtual coffee breaks: Encourage team members to take a break and have a virtual coffee break together. This can be an informal way to connect, chat and catch up with each other.

  2. Virtual game nights: Hosting virtual game nights is a fun way to build relationships and foster team spirit. There are many online games that can be played together, such as trivia, Pictionary, and charades.

  3. Virtual team lunches: Encourage team members to have a virtual lunch together. This can be a great opportunity to connect, share a meal, and talk about non-work-related topics.

  4. Virtual team-building challenges: Organize virtual team-building challenges, such as a virtual scavenger hunt or a virtual escape room. These challenges can be a fun way to build teamwork and problem-solving skills.

  5. Virtual book club: Start a virtual book club where team members can read and discuss books related to their work or personal interests.

  6. Virtual fitness challenges: Encourage team members to participate in virtual fitness challenges, such as a step challenge or a yoga challenge. This can be a great way to promote physical and mental wellness while building team spirit.

  7. Virtual volunteering: Organize a virtual volunteering event where team members can volunteer for a cause they care about. This can be a great way to build connections while giving back to the community.

Overall, virtual team-building activities should be inclusive, engaging, and fun. They should create opportunities for team members to connect, collaborate, and build relationships with each other.


If you're interested in learning more about this and other important workplace findings, I highly recommend checking out the article linked above. It's full of valuable insights that can help you navigate the challenges of the new hybrid workplace. Join me in taking action and reimagining the future of work for our organizations and teams.


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