How to Create a Remote Company from Scratch

The world has adjusted to remote work, and it is here to stay long after the lockdowns of 2020. Over the past few years, businesses have also adapted their methodology. Entrepreneurs have adapted to create entire companies, including hiring employees and onboarding without offices.

In a traditional office, teamwork grows through daily activities and spending time in a shared space. Management of employees at all levels differs; depending on your new employee’s experience level, you may need to offer different forms of time and attention to get them involved in the team and engaged with the company.

Traditionally, it is hard enough to be ‘the new human’ at work in an office, but how can employers make sure their employees are comfortable and fit into the culture remotely?

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When establishing a remote company, the main challenge is to create a company culture and connection to keep employees engaged. The ADP Research Institute found that U.S. workers who feel strongly connected with their employer are 75 times more likely to be engaged in their work than those who do not have that tie. Employee disengagement promotes less productivity and turnover- people unsatisfied with their work experience leave.

Entry-level employees 

When onboarding entry-level employees, it is good to start with the basics.

Do they have access to what they need to do their primary jobs? Also, do they have what they need to succeed at their jobs?

According to Qualtrics, employees are 230% more engaged and 85% more likely to stay beyond three years in their jobs if they feel they have the technology that supports them at work.

Laptops and technology are one aspect of this, but when employees start remote, you will want to ensure they have the proper setup as you would in an office. If your entry-level employees just graduated college, they may not yet have a desk or the means for purchase. Thus, an office supply budget is a nice way to make them feel welcome and prepared.

In a remote company, another vital thing for entry-level employees is to have a work buddy that they are paired with who will be their first point of contact. At the office, they could just turn around and ask anyone when they are stuck. However, in the virtual world, it is important to have a clear partner they can work with to make progress.

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Finally, at this level, it is important to be cognizant that the way you communicate with your newest employees has the potential to set a precedent for their professional lives at your company and beyond. Be understanding as they are learning the ropes of a new career. As this may be their first introduction to the industry, your company, and potentially the working environment, remember to be patient and try to expect questions. Encourage them to communicate with you and your team, be honest about their workload, and remember to let them make mistakes.

Mid-level  

While mid-level employees may have a greater hold on the work world, or their career trajectory, starting at a new place will mean they will still need to properly join the team.

Some roles, such as developers, may have their technologies and office set up and may have taken their new position to stay in their familiar setting. At all levels, ensure people have what they need. You can offer a stipend for office supplies. Sending a “swag bag” of company-related gifts is a welcoming gesture and lets your newest member know you are excited to have them on the team.

Consider creating a culture where cameras are turned on so everyone knows what people look like, as you would if you were all in an office together.

The caveat to this is that Zoom fatigue can become an issue. You can ask others to have their cameras on when it is their first time meeting the newest face. Our remote team does not turn their camera on as a general rule. We are all given the understanding and compassion of choosing when to “be on.” But the exception is at our regular staff meeting, titled “Staff Meeting – Video On,” so everyone comes prepared with the expectation that they must have the camera on.

To help your mid-level people get to know those they oversee and report to, promote a culture of one-on-ones. Not only does this allow your employees to get to know each other, but it also gives newer people a way to understand where everyone fits into the company and who they can go to with which questions. In an office setting, this happens in break rooms, on run-ins in a hallway, or by passing people at their desks. This is why in remote workplaces, regular one-on-ones become very important. More so, it helps newer people connect back to the company and gives them a place to talk about and address any issues.

Finally, the mid-level is a place to consider implementing a Mentorship program. This means designating one person or team for others to go to with questions. As a company, this is beneficial to boost morale and connection across the team and has been proven to be effective in creating a culture of belonging.

Executives 

Since they will have more work experience, hiring new leaders who will be a good fit for the workplace culture you want to create is essential. These people serve as examples in the workplace and can change the workplace culture the most. All eyes from all other employees will be on them, and the way they communicate and the others will emulate their behaviors.

Provide your new executives with clarity on the ideals and values of the organization’s culture. How do you hope all of your employees feel in work mode? Give your team’s new leaders the ideals and values you want to promote within the workplace in a few words.

Secondly, it is important early on to ensure that your executive team is making themselves available to the mid and entry-level employees with questions and mentorship. As with mid-level employees, promote a culture of one on ones, asking questions, and open communication. Ensure that they understand what their job in management entails and whether they are up for the challenge. This is only going to benefit your entire team in the long run.

Promoting a Culture for All Levels

Finally, everyone can benefit as a team at all levels from bonding. If all members of your team are local, consider a monthly happy hour meetup. Getting everyone to volunteer together by doing an activity with a local group is an excellent way for people to get to know each other in a cohesive setting. If you are dispersed remotely, consider a virtual event in a workday, whether it’s company trivia once a month or a challenge all employees can participate in. Consider getting a meeting room to work together now and then if they prefer working in a more social setting.

Even if you have a team, who prefers to stick to their own, promoting discussion within the organization will benefit your company by ensuring everyone feels like they belong. Encourage having your employees meet to discuss projects they are working on when applicable. If there is a question, make sure people can know they can “hop on a call” or phone to talk about roadblocks.

And to honestly and comprehensively promote a workplace culture your people enjoy, be receptive to Zoom fatigue or culture overload. If these events are not landing with the team, check-in and get feedback on why or what they would be interested in doing. If they would prefer to just stick to on-the-clock meetings, respect that. The culture will come when everyone’s needs are truly met, and they are seen as people first, not just employees who owe it to your team.

According to Microsoft’s 2022 Work Trend Index, 76 percent of workers feel bonded to each other. Yet, over 60 percent say their company could do more to prioritize culture and communication from the top. In addition, 51 percent of those in non-management positions on the front-line don’t feel valued as employees. This proves that the culture of a workplace, from how leaders communicate to whether someone is given the materials to do their job, can make or break the job for someone. Creating a company with a culture of caring and open communication creates a better experience for all, a better team, and a company.