As reported recently by the U.S. Census Bureau, between 2019 and 2021, the number of people working from home tripled from 5.7 percent (about 9 million) of all workers to 17.9 percent (or 27.6 million). And regardless of their circumstances pre-pandemic, many workers remain remote. It’s not only a leading trend for today, it’s the wave of the future.

Remote work has numerous benefits, both for employees and employers, but it also comes with its own challenges – not least among them, the need to keep off-site workers engaged and feeling a true part of their company and its culture.

How do you best achieve this all-important goal?  

How to Continue Developing Company Culture Alongside Your Remote Employees

Hire for Cultural Fit

Whether a person works from your site or not, their vision, mission, and goals must align with yours. Right from the start, they need a sense of ownership and to feel like they’re a natural part of the team.

• Build cultural fit into your hiring process. Ask the right questions of candidates, listen actively, and drill down as deeply as needed until you have that aha moment where you know for sure it’s there. Cultural fit is critical for every team member; among its benefits: it strengthens the foundation for remote inclusiveness.

Leverage the Latest Technology

Hundreds of project management and employee engagement tools are available, with tech updates constantly being launched. Putting them to the best use for all your employees is key to achieving desired business results and keeping people motivated and connected.

• Increase the ways you communicate and the channels you use to connect with remote workers. These might include video calls, team meetings, recorded audio messages, chat apps, and FaceTime. Take things beyond the Zoom-fest that became second nature during Covid. Nothing wrong with Zoom, of course. But kick things up a notch or two.

Include Remote Workers in Everything

Aside from the obvious reality that remote workers aren’t physically there, make the difference between their work experience and that of their on-site peers the same in all possible ways. This includes dialoguing with them and gathering their feedback, rewarding and recognizing them, celebrating their milestones and achievements, prioritizing their health and well-being, and personal and professional development.

• When people feel like they matter to their company personally, they are more likely to stay there longer and be more productive. This is true no matter where they are. It’s a constant task to nurture your employees and help them grow and feel valued. Engagement is never a one-and-done task or flavor of the month.

Looking to Find or Further Develop Your Talent?

Whether it’s evaluating and updating your HR technology, recognition and employee development, revamping your recruitment and retention strategies, or whichever aspects of talent management are weighing on your mind, Key HR can help – with the right outsourcing partnership to meet your unique business needs. Reach out to us today to learn more.