Key Takeaways
- Remote and hybrid work environments have become popular for good reason, but they can weaken team bonds.
- Organizations can still build a strong company culture while working in remote teams by testing out diverse, connection-based initiatives and adapting to feedback.
- Incorporate one-on-one meetings, teamwide virtual events, asynchronous engagement on messaging platforms, and intentional onboarding to help teams stay connected virtually with coworkers.
- When organizations consistently invest in culture-building, it can lead to better interdepartmental collaboration, employee satisfaction, and talent retention.
Company Culture Is the Key to Success in a Remote Workplace
Due to the slew of benefits they offer, remote and hybrid work models have surged in popularity. Astoundingly, the number of Americans working from home grew from roughly 9 million in 2019 to more than 22 million in 2023, and this dramatic shift has been influencing how teams collaborate and connect ever since.
With fewer shared offices, spontaneous hallway conversations are becoming a thing of the past. Now, it is harder for company culture to develop organically; it takes intention to stay connected virtually with coworkers.
Maintaining a strong culture builds trust, supports communication, and reinforces a sense of belonging, even when people are spread across different time zones. In fact, 83% of employees who rate their workplace culture as good or excellent feel motivated to produce high-quality work, while only 45% of those in poor cultures are encouraged to do the same.
This guide explores how to strengthen company culture and provides practical, real-world strategies that have worked for Kewl Committee, collystring’s employee engagement and event-planning team.
The Unique Challenges of Building Culture Remotely
There is much to celebrate about hybrid and remote environments, but we must also be mindful of the challenges they present. For example, when teams aren’t physically together, culture gaps can form quickly. Some issues that can pop up without conventional in-person interaction at a workplace are:
- Employees may feel isolated and disconnected from the bigger picture
- Trust can take longer to build
- Communication may require greater clarity
- Small problems can quietly grow into larger problems
At collystring, we experienced some of these issues firsthand when we transitioned fully to remote work a few years ago. While the flexibility of working from home was a clear win, we noticed that some teams and individuals unintentionally became siloed. People were still productive, but not always connected. Without intervention, that disconnect could have led to disengagement, dissatisfaction, and weaker collaboration.
Thankfully, we recognized these issues early and, in response, the Kewl Committee was formed to introduce intentional touchpoints that emulated some of the human moments that happen in a shared office. Since then, we have carried the strong belief that remote culture doesn’t thrive on spontaneity alone. Instead, it requires structure, consistency, and ongoing care.
Create Consistent Opportunities for Human Connection
One of the most effective ways to build culture in remote environments is to schedule regular, low-pressure opportunities for connection that aren’t tied to work deliverables or employee performance.
At collystring, monthly virtual events have become a cornerstone of how we stay connected virtually with coworkers. These entertainment-focused interactions create a sense of familiarity and trust that naturally carry over into day-to-day work.
As you implement something like this, lean on variety. Try rotating between 1:1 conversations, small groups, and full-team activities to keep things fresh and inclusive. Read through the ideas below to identify formats that work for different personalities and comfort levels.
Use Donut Pairings to Break Down Silos
While team meetings are important, 1:1 conversations often create the strongest connections because they give people the opportunity to speak freely, build empathy, and get to know colleagues beyond their job-related roles.
For 1:1 pairings, we use Donut, an employee experience tool built specifically for Slack, a leading collaboration platform. This software strengthens teams and eliminates organizational silos by randomly pairing employees who may not typically work together, encouraging them to schedule a casual, relationship-first chat.
Small Group and Team-Wide Culture-Building Activities
Even though 1:1s may be best for communication, small-group and team-wide activities can be effective for creating shared experiences that reinforce a sense of belonging.
Small groups strike a balance between connection and comfort. We use online games and activities, such as WikiRacing and TimeGuessr, to encourage collaboration without putting anyone on the spot.
For larger teams, events like virtual trivia, show-and-tell sessions, or one of collystring’s favorites, “teach me something in two minutes,” create moments of collective engagement.
Regardless of format, these activities should always feel low-stakes and connection-focused. Keep in mind, company culture thrives when participation feels inviting rather than obligatory.
Some tips for encouraging engagement without pressure are:
- Keeping activities relatively short
- Rotating facilitators to distribute a sense of ownership
- Asking for informal feedback and adjusting over time
Leverage Slack as a Culture-Building Tool
You shouldn’t rely solely on the events mentioned above, as they must occur in real time. Instead, you should blend synchronous and asynchronous communication to cultivate a strong remote work culture, and Slack, the aforementioned messaging platform, can play a major role in making that possible.
Many people use Slack for work-specific project channels, but it can also be effective for things like:
- Dedicated social channels
- Text-based 1:1 check-ins
- Week-long or month-long submission-based challenges
- Celebratory shoutouts
As to the last bullet point, the Kewl Committee uses a dedicated Slack channel for employee recognition. Every peer shoutout serves as an entry into a monthly raffle. Each entrant is added to the Wheel of Names, the spin is screen-recorded and sent out, and the winner gets a cash prize!
With so many ways to use it, Slack’s flexibility allows employees to interact at their convenience. When used intentionally, this platform can become more than just a place to send project-specific messages; it can become a digital workplace where culture lives day-to-day.
Encourage Open Communication and Psychological Safety
Although event ideation can be fun, company culture requires you to do more than create engaging initiatives. Organizations must go a step further by cultivating an environment where people feel safe speaking up.
Employees are more engaged when they feel heard, supported, and respected. To encourage this, leaders should conduct regular check-ins that go beyond task updates to reinforce trust and demonstrate that they care.
Some characteristics that leaders should model during conversations like these are:
- Transparency
- Approachability
- Openness to change
Open communication is especially important during onboarding, when new hires are forming their first impressions.
Support New Hires With Intentional Onboarding Touchpoints
First impressions matter even more in remote environments. Without office cues, new hires rely heavily on structured touchpoints to understand expectations and acclimate to the existing company culture.
At collystring, we use a short questionnaire to learn about a new employee’s interests so that other team members can find things they share in common and reach out. This questionnaire is quickly followed by casual video chat meetings that introduce them to the team in a relaxed, welcoming way.
This approach has worked particularly well for our small-sized organization, helping new hires feel seen and supported from day one.
Measure, Adapt, and Reinforce Your Culture Over Time
Company culture shouldn’t be viewed as static. As teams grow and change, culture initiatives should evolve alongside them.
You should regularly solicit feedback to ensure your efforts remain relevant and effective. Sending out Google Forms surveys or scheduling informal video conversations can provide valuable insights into what’s working and what needs improvement.
I have learned that consistency matters more than perfection. By treating culture-building as a shared responsibility rather than a leadership-only task, our organization has been able to create sustainable habits.
Building a Remote Culture That Supports Long-Term Success
Intentionally creating moments for connection is imperative when working in remote teams. By implementing some of the initiatives outlined in this guide, you can fortify team strength and help your remote employees feel valued and connected.
Still, you should start small. Build new habits, assess their success, and then iterate. Over time, those efforts will compound into a workplace where people want to show up, contribute, and grow together.
At collystring, investing in company culture has resulted in better collaboration, creativity, and trust across our boutique marketing agency. Kewl Committee’s efforts have reinforced the belief that strong internal relationships lead to better client work and better outcomes, as illustrated by our recent case studies.
If you need help with digital marketing, rely on collystring’s strong team. Even though we are spread across the U.S., our team members fluidly work together to deliver the best possible results.
To learn how we can help you with your digital presence, schedule a discovery call today!