Putting people first in a remote culture

How you adopt or continue a people-first culture in a remote work environment? I’ve been getting this question a lot lately, and it’s a fair one.  There are some very simple steps organizations can take to support a people-first culture in the virtual arena.

Communication.  Yep, always at the top of the list. Communication is vital because a lack of it tells employees that they have been forgotten.  Organizations need to find effective ways to engage employees 24/7.  A strong communication cadence includes a weekly video message or broadcast from leadership, monthly newsletters that are emailed and posted on the company’s intranet, quarterly town hall meetings or ‘fireside’ chats that can be held in person at a venue or via Zoom with two-way communication allowing for employee’s to ask questions. There is no such thing as too much communication.

Career Growth. It is more important than ever that organizations put together tangible plans for   career growth.  Leadership should be encouraged to work with HR to work on career ladder / succession planning for their groups and individual employees. Share career growth plans  with employees and encourage them to participate and help them grow.

Learning & Development.  Provide opportunities for employees to develop current skills or learn new ones by utilizing online tools for L&D.  Cross training opportunities should also be provided in order to give employees a broader view in other areas of the organization.

Support.  Organizations can still have an ‘open door’ policy virtually. Make sure employees know how to reach out if they need assistance. Human Resources must also be accessible via email, chat, Zoom (or similar), etc.  Also consider investing in an Employee Assistance Program (EAP).  EAPs provide confidential resources for employees outside of the employment relationship in the areas of counseling, legal, and financial advice.