That’s why your employees don’t want to come back to the office. Here’s How to Build Purpose and Culture in Remote Teams

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As the world economy continues to expand into remote work, many teams are struggling to adjust. Adaptability and flexibility are the keys to success and bring new opportunities for growth. But how can remote teams optimize with purpose and drive?

Remote teams bring a lot of benefits. One of these benefits is that you can attract skills and talent from all over the world. In fact, you may attract talent who won’t accept a job unless remote work is allowed. recently Survey It was found that one in two people will not return to jobs that do not offer remote work after COVID-19. Seventy percent of respondents said they would be less happy if remote working was not an option, and many also said they would look for another role if remote work was not allowed.

The world is changing rapidly.

But how do you build culture in a remote team when people are coming from such diverse backgrounds and places? How do you mobilize your team for a common purpose?

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Figuring out how to build company culture in remote teams

Since remote working has been more common for freelancers and independent contractors in the past, not much is yet known about building a great company culture within remote teams. How can we translate the way we work across time zones and countries to the ways we build culture in an office?

It’s going to take a combination of people, technology, and new ways to make it all work. The technical side goes beyond just setting up Zoom or Slack and hoping for the best. We need to keep up with the systems that are available and implement those that best suit each team. As remote work becomes more and more popular, there are sure to be new resources, but we need to create systems that work for every team.

When it comes to building a connected remote team, it’s important to build trust with each other.

Trust your people and encourage work-life balance

It has been popular in the remote world that companies require freelancers to install tracking tools that monitor hours worked by screen capture. This can leave team members feeling flustered, watched, and bewildered. It doesn’t build trust or a great remote culture.

We have to hire people we can trust to do the work. Allow team members to work at their own pace and time as long as the work is done within the required time frame. Employers often worry that there will not be enough work if they allow this freedom. However, it is the opposite problem that often takes root – employees work too much.

Encouraging teams to take breaks increases creativity, work satisfaction, loyalty and trust. Let them choose to take a creative break during the day for an exercise class, a walk outside or a visit to the cafe. They will be refreshed upon their return.

Think of ways to encourage team members to be skilled workers, but also live their lives to the fullest in healthy ways.

RELATED: Will Company Culture Be Affected by the Rise of Remote Work?

Train people on how to build relationships remotely

Distance relationships don’t progress the same way they do in person and in an office. The way you work remotely is different and requires new skill sets. There is vulnerability in making connections, and it starts with leaders. Encourage teams to put their personalities and themselves to work by being an example. Everyone can connect with each other better when they understand each other.

When problems arise, entrepreneurs can train on how to resolve conflict. Leaders especially need training to manage remote teams – skills such as checking in more often and taking the time to connect on an individual level. When people feel cared about, they will care about the team and the company.

The training culture and good values ​​empower people to explore things on their own. Remember that people do better when they are refreshed and lead balanced lives.

Know and express that people deserve to be happy

Do team members deserve to be happy and fulfilling at work? Team leaders who believe in these ideals will have team members who feel complete. Build a culture and system to create an environment where people can find joy and fulfillment while doing their jobs. After all, work is a big part of our life.

The systems and culture we create can make our teams more fulfilled and happier. Empower team members to pursue their individual interests and passions.

Team members need to feel good about the contribution they are making. They want to feel like they are a good fit for the job and the team. Now more than ever it is time to rethink work and how we manage our teams.

With remote work, it’s more challenging because everyone is scattered. It is important that we work to create a sense of closeness with our team by staying in touch and present, no matter where in the world they are. Be responsive and available as a leader and help team members connect with each other. Work to keep things fresh.

People want to work to help each other, not just one company. When employees feel that sense of community, they work harder and are more loyal. Then everyone feels more complete. It’s a win-win.

Remember, times are tough and many people get tired. Yet there are many opportunities. If we can rediscover compassion and bring it to remote work teams while integrating with new technologies and methodologies, there may be a better remote world in the future.