Berger Leadership Blog

Over the past several years, almost everyone has experienced the ups and downs of remote work. Studies and professional recommendations on how to manage this new reality are helpful, but not “one size fits all.” One thing that we need to prioritize is how we can make meaningful connections and nurture our organization’s culture through the computer.

In this case, it starts at the top. Leaders: it’s up to us to clearly define and communicate the mission of our organization and demonstrate the purpose of each employee’s role in helping us work toward that mission. Our executive and HR teams help us spread that message throughout the organization.

We must also remain accessible and responsive to the team, whether that’s through Zoom meetings, phone calls, emails, or text messages. Without the ability to “stop by” your office to chat, people might feel isolated and uncomfortable reaching out. Be intentional about checking in on your employees – and listen to them.

For new employees who onboard in a remote work environment, having a strong cultural foundation is critical. Gallup research has found that 40% of employees believe their company’s mission and purpose makes their job feel important – which boosts fulfillment, productivity, engagement, and more. If your new hires don’t feel connected, it’s safe to say they won’t last very long.

At NAFCU, we firmly believe our employees are our greatest asset. We hire for attitude and aptitude, which helps defend against toxic behaviors and encourages teamwork, information sharing, and celebrating each other’s wins. So when we hold one-on-ones, team, and all-staff meetings – even in a virtual setting – we highlight the good work being done and recognize contributions.

We also believe it’s important to have a diversified staff who represent different ways of thinking, experiences, and beliefs, and we promote diversity, equity, and inclusion. Respect and tolerance for your colleagues is a nonnegotiable. These characteristics are fortified through team bonding – our Culture Committee does a great job of highlighting staff, holding fun competitions that help us get to know each other better, and being a “spokesperson” for workplace needs. There are opportunities to do all of this through e-newsletters, digital chats, and surveys.

Just as you personally identify with a culture that makes you feel part of a larger community, culture in the workplace is no different. Don’t use virtual or remote work as an excuse to drop culture from your priorities – give your employees a mission they believe in, an environment where they feel appreciated and respected, and honor the work they do.