How we work and where we work will never return to the days pre-COVID-19. More and more companies are going to continue to offer remote or hybrid work environments, and for good reason. The flexibility is more attractive to talent, with 96% of workers saying they want some form of work from home, be that hybrid work environment or completely a remote work environment.
Company culture is not just brick and mortar. All in all, your company culture can remain the same- but the way it is woven into your day to day is what may need adjusting. Whether you are in person, virtual, or hybrid, your company culture must remain consistent through all facets topromote collaboration among your employees.
If you have a culture of learning, host a virtual book club. Create small groups that get together and have a virtual lunch regularly. Create small groups that meet together on a weekly basis! Have virtual team building events that foster connection and fun!
Here at Wejungo we just finished our first book club of the year. We ready Atomic Habits and met three times to discuss it as a team!
There is a trend where employees tend to look for a culture where the acknowledgment of mental health is normalized, and employees are provided a safe space to discuss it. Managers can encourage this environment by speaking candidly about mental health and encourage virtual collaboration, giving your team the opportunities to be more connected. Consider how open this topic has already become more openly discussed through Instagram, Facebook, LinkedIn, YouTube, and other social media outlets.
Here at Wejungo, the expectations are that every manager holds a 1-1 check in with their direct reports each month. We also have a weekly team meeting of 30 mins where people share what’s on their desk, their wins, and the challenges.The goal of these meetings is to make sure the team feels supported in their work!
Nurture Collaboration Virtually
Collaboration may have been easier when you could lean over your desk and ask Becky her opinion of a presentation layout or walk down the hall and ask Jim a quick question. Virtual collaboration doesn’t have to be much different. Here are some tips on how to nurture virtual collaboration:
Tip# 1 Make sure your technology is working for you.
COVID-19 has pushed more and more companies into automation and technology usage and to no surprise, it helps improves productivity. An ICP survey showed Slack increased productivity by 32% and cut down on meetings by 25%.
While there are so many technologies for collaboration out there, it is important to listen to your team and adjust to what works in your
industry and your virtual office.
Here at Wejungo we were using email and google drive for our communication and organizational process. We recognized that this was too chaotic and moved to a project management software called Asana! We also utilize good old-fashioned calling and texting.
Tip #2 Establish standard operating processes.
Working virtually comes with its setbacks. Immediate communication is a thing of the past. This is why clearly documented processes are so important.
Proper documentation of your standard procedures, technology usage, and company guidelines can help facilitate productivity.Not only will these documents help set expectations, but they can also cut down on the back and forth of solving an issue.
Here at Wejungo we create documented processes and templates for everything we do! Whether it is creating a new project in our system or starting a client engagement. Ensuring everyone is 100% clear on expectations and the processes saves us time and frustration in our daily work, training, and transferring workloads.
Tip #3 Set clear expectations.
Set expectations for collaboration the same way you set performance expectations.If a new technology is introduced in your virtual workplace, send a notification to everyone about the new technology and hold trainings.
Here at Wejungo we create Talent Profiles for hundreds of positions for our clients per year. We also create these internal documents at
Wejungo for our team. Talent profiles outline what your ideal candidate needs to DO to be successful in the job by going into very crisp details regarding the objectives and measurable criteria when it comes to excellent performance. This allows hiring managers to be on the same page when it comes to what the person needs to DO to be successful when they recruit, interview and hire. Talent Profiles can also be used for onboarding and performance reviews!
Tip #4 Foster a supporting environment.
Facilitate an environment where your team wants to help each other. These tips can be helpful, but it is always best to have a team that wants to help each other without being forced to do so.
At Wejungo, we meet in person for lunch, outside, with yummy food every other week! We also have quarterly team building events; beer tasting, chocolate making, virtual escape room, and more! These
Wejungo team gatherings help build a sense of community that flows into our collaborative culture.
What are some ways your team has been staying connected?
Tell us about it!
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Anna joined Wejungo after 10 years of recruiting high school students to go to college. Throughout her career, Anna found that she loved talking with people and learning about their life and accomplishments. She wanted to find a career where she could learn from inspiring and accomplished business owners and leaders as well as impressive candidates with unique background, interests and successful careers that span 20+ years!
Workplace trust is a fundamental building block of any professional relationship. No matter your level of seniority in a company, trust reflects your character, and company members will only experience cohesion with the people that they trust. We review some practical ways for you to build and or maintain your workplace’s culture of trust.
Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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