What do you do if your remote team is struggling with a negative work culture?

Remote work works best when work is broken down into components which people can work on independently while being apart of a support group into which their work must integrate with. Creating team culture is greatly enhanced by interacting person to person. All business and no social interaction does not create long term success.

• Find out what’s happening. • Reestablish trust. People need to feel psychologicals safety. • Improve communication. You can’t have good collaboration without communication. • As time passes, make sure people not only trust you, or the organization, but also that they begin to feel recognition and appreciation. One of the best way to do this is to support personal (in terms of work-life balance) and professional growth. • Last, but not least, be open to feedback and act on it.

Team members can become reticent when their feedback is not engaged meaningfully. After assessing your team's culture and gathering feedback, it's crucial to turn these insights into action. Prioritize the issues raised, focusing first on those that have a significant impact and are feasible to address quickly. Develop a clear, step-by-step action plan outlining how each issue will be tackled. Communicate this plan transparently to your team, showing your commitment to change and the value you place on their input. This process addresses immediate concerns and sets a precedent for a responsive and adaptive team culture.

It is a tricky subject, but a possible action plan would be: Identify issues: Pinpoint specific aspects contributing to negativity, such as poor communication or lack of trust. Foster open communication: Encourage team members to express concerns and provide feedback openly and constructively. Lead by example: Demonstrate positive behaviors and attitudes, promoting empathy, transparency, and respect. Provide support and resources: Ensure team members have the necessary resources and support to perform effectively, offering training and mentorship as needed. Monitor progress and adapt: Continuously evaluate progress in improving the work culture, adjusting strategies based on feedback and evolving needs.

We must analize the rules and process for remote work, the number one objetive is at all times to bring a benefit of productivity and well-beingfor both parties. We must ask ourselves if we are providing feedback on knowledge in a timely manner and if the support towards the collaborator is being effective, in a word it is about adapting leadership to this new form of remote work.

Transparency in setting expectations AND establishing accountability mechanisms is pivotal for fostering trust and clarity in a remote team. It's essential to communicate the 'what' and the 'how' of expectations and the 'why' behind them, ensuring every team member understands their purpose. Moreover, clear consequences for not meeting expectations and a fair and consistent approach to accountability ensure that standards are maintained. This transparency helps avoid misunderstandings and promotes a culture of open communication, mutual respect, and shared responsibility for the team's success.

In my experience, misaligned expectations often arise from unclear directives, whether from leaders or my own oversight. This underscores the need for meticulous planning in professional settings. Effective project management demands comprehensive planning, covering communication, document control, and change management. This is particularly crucial in remote work scenarios, where teams are dispersed, necessitating clear guidelines to maintain productivity. Prevelance of tight deadlines and the imperative to minimize misunderstandings, formalized expectations, outlined in charters or detailed plans, are essential for fostering cohesive collaboration.

Emphasizing diversity and inclusion in your team-building efforts enriches your team's culture and strengthens connections. Creating safe spaces for members to share their cultural experiences and perspectives fosters a sense of belonging and understanding. Celebrating your team's diverse backgrounds and views can lead to more creative solutions and a more supportive work environment. This approach ensures that all team members feel valued and understood, which is crucial for building a strong, cohesive remote team.

Creating strong connections between members of a remote team is challenging and requires continuous effort from the team leader. That is why it must create opportunities for social interaction through virtual meetings, instant messaging platforms, video conferences, virtual social events such as coffee forums, contests, games and all types of strategies that encourage collaboration, open communication and respect. within the team.

Encouraging personal development plans that encompass wellbeing goals showcases a commitment to "well-being well done." This approach signals that the organization prioritizes not just its members' professional growth but also their mental and physical health. Integrating wellbeing into personal development plans can provide a structured path for individuals to pursue a balanced lifestyle, addressing the unique challenges of remote work. It's a testament to a culture that values holistic growth, ensuring every team member feels supported in achieving their career and personal health objectives.

One of the main characteristics of a good leader is to promote balance between work and personal life, to guarantee the physical, mental and emotional well-being of their collaborators. In fact, in remote teams it is very important to delimit work spaces and moments of disconnection, so that team members can balance their professional and personal responsibilities, and have distraction spaces that avoid exhaustion.

Since there isn't a one-size-fits-all approach, I have evaluated team cultures using the following methodology on several engagements: • Invest in tools to help you assess organizational culture i.e. Organizational Culture Assessment Instrument (OCAI) • Understand the role of collaboration in assessing culture - Foster community for collaboration. • Collect upward and peer-to-peer employee feedback and surveys • Check recognition programs to reward your Teams • Utilize cross-functional metrics for better assessment • Ask the right assessment questions • Implement a multi-step plan to create a solid culture

As a leader it is vital to take ownership for the work culture you created for your team. It takes strength and courage to admit your shortcomings, your team will be more open to change if you connect with them in a human manner, by admitting the mistakes that lead to creating this work environment.

Encourage open communication channels to address concerns and promote transparency. Organize regular team meetings to build rapport and connection among team members. Provide opportunities for feedback and recognition to boost morale and motivation. Offer support and resources for skill development and stress management. Lead by example by demonstrating positivity, empathy, and resilience. By prioritizing communication, support, and a positive leadership approach, remote teams can overcome challenges and cultivate a healthier work culture.