Having a strong company culture, both onsite and remotely, with clear lines of communication, can help a team do much more than simply implement their projects. It can be the catalyst for higher-quality work, greater efficiency, and improved morale.

Remote teams with a positive culture will have a greater sense of accountability – a benefit that cannot be understated when considering working environments where supervision is more challenging.

Let’s break down a few ways to help build a better culture with a remote workforce:

Tip 1: Build Team Communications and Working Relationships

Even when geographically separated, teams can still develop excellent communication by extending their office cultures into the virtual environment. Several of the most popular remote team collaboration technologies available today – such as Zoom and Slack – have features built into their interfaces that are expressly designed to facilitate this process.

In order to maintain a positive culture it is important to remind everyone that they are still part of the same team as they were before the switch to remote work was made.

Tip 2: Support Team Collaboration

Employees become stronger and more cohesive when they can freely collaborate on a platform that is accessible by all of the team’s members. The feeling is akin to that of being on the same boat, all working on the same problem that, if solved, will benefit them all equally.

This connection motivates employees to collaborate in order to achieve their common objectives. Physical distance creates hurdles and gaps that must be bridged, and this is made easier by allowing them to interact.

Tip 3: Control Your Message Volume

Do you follow up on an assignment using an email, a text message, or a phone call? Do you have a habit of checking in with individuals to see if they received your last message?

In many cases, oversaturating these points of communication can be seen as an act of digital dominance, a relentless and unpleasant type of harassment that can hinder the team by placing distinct demands on the time of the receiver.

Be careful not to overwhelm the team with communications. Make an informed decision about your digital volume and review it regularly with everyone to prevent issues from arising.

Tip 4: Reduce Virtual Distance

Virtual distance is a feeling of psychological and emotional detachment. It develops gradually and unknowingly when our in-person experiences are replaced with digital experiences – and it can have a negative effect on team culture.

As a manager, you need to reduce this virtual distance. Try substituting more of your phone calls and emails with video chats. Seeing the people you’re talking to is much better for establishing rapport and creating empathy among team members.

Tip 5: Be a Proactive Facilitator

It is critical to be proactive when bringing your team together remotely. Encourage virtual guests to actively participate to keep everyone interested. You might even try keeping a running tally to ensure that everyone is contributing and that everyone’s viewpoint is heard.

Avoid asking the cliched question, “Does anyone have any further points to add?” Instead, make a specific appeal to individuals.

Finally, don’t allow people to ramble or veer off course. It’s your responsibility as the meeting facilitator to politely intervene when required so that it doesn’t turn into a “one-man show”.

Losing key employees is never ideal. The after-effects of such losses can have far-reaching consequences for any company’s operations. Accounting for the initial decrease in work output, lowered workplace morale, and the need to hire and train new staff, research indicates that employee replacement costs U.S. businesses a trillion dollars a year.

Conflicts with management and employee disagreements are frequently at the top of the list of reasons why employees quit their jobs.

To assist in navigating the murky waters of workplace conflict, consider the points below as best practices in preventing and resolving tension within the workplace.

How to Address Internal Conflict

Be Decisive: It’s important to address conflicts directly and as early as possible to have the best chance at preventing escalation and workplace toxicity. Rather than avoiding conflict altogether, learn to manage it effectively.

As a top executive or manager, it’s your responsibility to address the concerns fairly and expeditiously. The sooner you act, the easier it will be to resolve a disagreement at your company.

Put Yourself in Their Shoes: It’s critical that you empathize with all parties so you can fully understand the motivations and circumstances of a disagreement. When dealing with a problem, actively listen to both parties and pay close attention to what they have to say.

Use Facts and Fairness to Arbitrate: When you are in a position where it is not possible to reach a mutually accepted conclusion, make your decision based on fairness and understanding. While we would all like to resolve conflicts amicably, it isn’t always possible. Consequently, it’s critical to remain objective to ensure that no personal feelings or agendas are brought into the discussion.

Concentrate on the Lesson: After resolving a conflict, think about what the parties could do differently next time to prevent it from happening again. Consider a disagreement to be an opportunity for constructive growth, development, and improvement. What is the point of convergence for both parties? What can you take away from this experience? Should company policy changes be made?

How to Prevent Conflict

Communicate Company Values: Company values serve to anchor decision-making, inspire constructive behavior, and aid in the recruitment and retention of personnel who share the company’s values. Not effectively communicating this is one of the most common causes of conflict in the workplace. If there’s any ambiguity in the way that a company is managed, employees become less confident in policies, rules, procedures – which inevitably leads to conflict.

Promote Positivity: It’s important to acknowledge the ability to foster positive employee relations as a valuable, intangible, and long-lasting asset for your company. This involves being open, implementing equitable management practices, and treating all employees with decency and respect. Encourage a culture of positivity to help maintain a productive workplace environment.

Lead the Way: Being able to confront and handle uncomfortable topics between employees is a critical asset for company leaders. While some people are born with innate management abilities, most are not. Consider investing in training programs for your management team. Having well-trained, well-supported leaders can pay dividends.

Celebrate Your Success: Ensure that all teams are provided with realistic incentives to fulfill group objectives — and make sure you recognize the efforts they make in accomplishing them. Group events, outings, well-being workshops, and team meals can all contribute to this endeavor.