Do you want to create a corporate culture that will attract top tech recruits, even if they are working remotely? This article will discuss how to create a corporate culture that will work for remote tech recruits, no matter where they are located. We will discuss how to create an attractive company culture, how to use technology to bridge the gap, and how to make sure that remote workers feel included in the company culture. With the right strategy, you can create a corporate culture that will attract the best tech recruits.
You see, it’s pretty different when you have to build values and ensure they reach different locations as well. Recruiters must foster a culture of productivity and belonging that draws the entire team together, even if they are spread around the globe.
According to a popular survey, solid company culture is more important to 56 percent of employees than a good income. Knowing about the business, its values, goals, and mission help employees align their values with that of the company.
And where does this lead to both parties being involved? A better future it is!
Read on to find out how you can help your tech recruits feel the company culture while working remotely.
Why Should You Promote Company Culture Remotely?
Companies and employees alike were scrambling to figure out how to make working from home really work. Initially, many people were attracted to remote employment because of the imagined “freedom” it provided.
But gradually, its downsides crept in, and many began to realize the challenges of working from home.
So it’s imperative remote tech recruits in your company get to vent out their frustrations somewhere. And this is where company culture can save us from the horrors.
Moreover, presenting a robust remote culture to your tech recruits from the beginning provides them with an idea of what it’s like to work for your company.
They should go elsewhere before wasting either party’s time if they are not comfortable in that setting.
Additionally, a healthy work environment and company culture boost job satisfaction and staff engagement.
In this article, we’ll explore further practical strategies for cultivating a healthy business culture for remote tech recruits.
Best Practices to Sustain Business Culture in Remote Team
Here are some of the best practices to foster a strong company culture for the remote tech talent:
Improve ways of communication
Establish communication norms such as best practices for online communication, response time frames, and email etiquette to ensure clarity. It is important to set communication standards so that people are not bombarded with messages, interruptions are reduced, and communication is easier.
You can start by developing a company-wide newsletter. This will allow you to communicate the activities, goals, and accomplishments of many departments and bring the entire organization together.
Another way is to survey for feedback. Generating surveys will help you know what your recruits do and don’t like about the working environment and also suggest methods to improve it.
Did you know?
The pandemic has been a boon when it comes to company culture ratings from employees worldwide.
As per a mega survey by the MIT Solan Management Review, involving 1.4 million employee-written reviews on Glassdoor, the average culture rating across the Culture 500 companies sharply jumped between March and April 2020, a.k.a the early pandemic days.
The effect was so intense and positive that company culture reviews recorded on Glassdoor were the best in the past five years!
And do you know what theme stood out amongst those rave reviews given by employees during the pandemic? Leader communication.
During the first six months of the coronavirus outbreak, employees of Culture 500 firms gave their corporate leaders substantially higher grades in terms of honest communication and transparency than the previous year.
Employees (88% of them), per the review, were all ga-ga over their leader’s communication skills during the pandemic days.
Welcome recruits in front of the team
If you were all in one big open-plan workplace, you would not have hesitated to spend a few minutes introducing a new hire n front of the team. However, a remote team, like in this example, is not an excuse to overlook this.
Another option to creatively recreate this task is to ask them five questions and then send their responses to the entire team through email, along with a welcome.
You should encourage any new employees to schedule one-on-one meetings with as many team members as they feel comfortable with, especially those who do not report to them or work in different departments.
These meetings will allow them to directly connect with the experts and learn about the company culture more than any single document or manager speech can tell.
These meetings are an excellent way to get to know everyone personally while also understanding who is accountable for what on your team.
Recognizing that social interaction is limited in a remote team, you can devote more time to familiarising and team bonding with the new employee.
Prioritise face-to-face meetings
There is no substitute for seeing your coworkers face to face, even if it is through a screen. Seeing and hearing others allows you to catch up on subtle indications such as speech inflection and body language, which aids in identifying problems and connecting with colleagues. In addition, it builds trust and makes people feel like they are a member of the team.
Here’s how you can go about it:
Weekly 1:1 Meetings: Set aside time for managers to meet with employees individually through audio/video to establish trust, build connections, and recognize individual accomplishments.
Video Meetings are a must: When you see your coworkers face to face, you may promote teamwork and reinforce ethics. To learn from coworkers, assign a theme to each meeting, such as presenting skills, negotiating, coding or programming 101, and so on.
Create company-wide initiatives
Coordination of company-wide initiatives, as well as department-specific retreats, offsites, training seminars, and so on, aids in the promotion of your company culture.
Here’s how you can do it:
Keep the entire organization informed about major events and milestones. You can also organize weekly virtual background contests, host trivia nights, or even start a work-from-home bingo game with interesting rewards.
Define your policy for working from homeÂ
To different people, remote work or flexible employment might mean a lot of activities. As a result, you should be as detailed and clear about your company’s remote work policy as possible so that employees always know what to expect.
Some of those things may be-
- The number of hours your employees need to dedicate every day, the flexibility available as per the schedule, whether they need to be in the office from time to time, and much more.
- Hold these tactics throughout the year to keep your employees’ spirit alive and virtually bring remote recruits from different departments and locations together.
Final Words
Creating a strong remote culture in which employees feel empowered and trusted to finish their work is an ongoing process that takes time and effort.
Whether you’re adding a new remote team or moving your organization to a remote model, recruiters must be prepared to serve as a point of contact for employees.
Make the most of your culture and develop transparency to establish a trusting environment so that your remote tech recruit can continue to move the business ahead.
If you are interested in learning how CodeQuotient can help you know more about hiring tech talent, contact us now.
