Did you know that according to recent data, around 46% of companies across the world have adopted teleworking as a measure to combat the coronavirus pandemic? This sudden change brought significant challenges to the company culture, demanding effective strategies to maintain cohesion and a sense of belonging among collaborators.
In New teleworking environment, it is essential to establish a organizational culture solid, based on values shared and well-defined principles. Companies like Gupy have highlighted the importance of values aligned in agile decision making and the ability to reinvent itself. To strengthen the company culture during the teleworking, small actions in your daily routine can make a difference, such as remembering values in interactions and virtual meetings, provide moments of recognition and create spaces for interaction and relationships between collaborators.
In this article, we will explore the importance of organizational culture at the teleworking, to the effective strategies to strengthen the company culture, the role of HR in this context and the challenges of culture of innovation in teleworking. We will also discuss the future of teleworking and company culture, highlighting the importance of adaptation and resilience for the success of organizations.
Main points covered in this article:
- A organizational culture and its importance in teleworking
- Strategies to strengthen company culture when teleworking
- The role of HR in managing people during teleworking
- The challenges of teleworking in culture of innovation
- O future of teleworking and company culture
The Importance of Organizational Culture in Teleworking
Organizational culture plays a fundamental role in teleworking. It helps to maintain collaborators aligned with the goals of the company, even during times of physical distancing. A strong culture occurs when people work naturally in accordance with the company's values, without needing constant guidance.
During teleworking, it is essential to strengthen culture through actions such as remember values in interactions between employees, forms of recognition by the company and meetings. When values are well established, everyday actions are naturally influenced by them. Furthermore, it is important to prevent cultural values from being left aside just because of the unstable context. By combining teleworking measures with the company's principles and values, the culture tends to be even stronger when the crisis passes.
Teleworking has become a reality for many companies due to the coronavirus pandemic. In this new context, it is crucial to establish and maintain a strong company culture, even with employees working remotely. Organizational culture, based on well-defined and shared principles and values, becomes even more important to align employees in pursuit of goals of the organization. Companies like Gupy have highlighted the importance of aligned values in agile decision-making and the ability to reinvent themselves. During teleworking, small routine actions can help strengthen culture, such as remembering values in interactions and meetings, provide moments of recognition and create spaces for interaction and relationships between employees. The role of HR It also becomes crucial in this context, supporting leadership in managing people remotely and ensuring the well-being of employees.
Maintain organizational culture when teleworking
When teleworking, interactions between employees takes place virtually, which can make it difficult to maintain organizational culture. Therefore, it is important to adopt measures that reinforce the company's values and principles. Some effective strategies include:
- Hold periodic virtual meetings to remember the company's values and align employees;
- Promote interaction and relationships between employees through chats, forums or discussion groups;
- Establish programs for recognition and incentives that are aligned with the company’s values;
- Foster the autonomy and responsibility of employees, allowing them to work in accordance with the company's values without the need for constant supervision;
- Provide moments of virtual leisure and relaxation, such as happy hours or online games, to strengthen the feeling of teamwork and belonging.
The benefits of a strong organizational culture when teleworking
A strong organizational culture brings several benefits to teleworking, both for employees and the company. When the values of the culture are present and rooted in employees, it is easier to maintain motivation, productivity and a sense of belonging even from a distance. Furthermore, a strong culture facilitates decision making, speeds up problem solving and creates a healthy and positive work environment.
| Advantages of a strong organizational culture when teleworking | |
|---|---|
| 1 | More engaged and motivated employees |
| 2 | Increased productivity and efficiency |
| 3 | Greater talent retention |
| 4 | Ease of decision making |
| 5 | Healthy and positive work environment |
Strategies to Strengthen Company Culture in Teleworking
There's a lot strategies that can be implemented to strengthen company culture during teleworking. From interactions between employees to the forms of recognition offered by the company, it is important to reinforce cultural values in all situations.
These strategies include:
- Remember values in interactions between team members;
- Promote forms of recognition by the company;
- Create spaces for virtual meetings and meetings.
It is essential that employees are engaged and pulling in the same direction, which is why the company can establish quick daily meetings between team members, fortnightly leadership meetings and specific groups to monitor the company's indicators.
Furthermore, it is important to ensure the necessary support for employees through satisfaction surveys and individualized care, such as calls to find out how they are feeling.
These strategies will strengthen company culture even during teleworking, promoting greater employee engagement, well-being and alignment with organizational values.
The Role of HR in Teleworking
The HR department plays a key role during teleworking. As responsible for thinking about the business and all employees, HR has the responsibility to ensure that they have the necessary resources and tools to carry out their activities remotely. Furthermore, HR also plays an important role in managing people remotely.
Teleworking requires HR to support leadership in managing employees, from issues related to work tools to mental health. It is essential that employees have the necessary support to face the challenges that arise in this new work environment. To achieve this, HR must reinvent itself and adopt measures that guarantee the well-being of employees.
One of the measures that HR can adopt during teleworking is to carry out satisfaction surveys. These surveys allow you to collect employee feedback about your remote work environment, identifying possible areas for improvement and providing valuable insights for implementing new measures. Furthermore, HR can also establish effective communication strategies to keep employees informed and engaged.
HR also plays a fundamental role in building the resilience employees during teleworking. Through personal and professional development programs, HR can help employees develop business skills resilience that will help them deal with the challenges and uncertainties of remote work.
In summary, HR plays an essential role in teleworking, ensuring that employees have the necessary resources and tools, supporting leadership in people management and promoting employee well-being. Your proactive and close work with employees is essential to guide, provide support and help in the search for answers amid the adversities of teleworking.
The Challenges of Teleworking in the Culture of Innovation
Teleworking presents challenges for culture of innovation of companies. Adopting teleworking as a permanent or alternative work methodology brings economic and flexibility benefits, but requires a strategic review of organizational culture and people management.
With employees working remotely, it is necessary adapt ways of working and communicating to ensure that teams remain motivated, with a sense of belonging and collaboration. Creating opportunities for interactions, moments to relax and relate to others are essential to maintaining a culture of innovation.
However, there are competency barriers associated with teleworking that can hinder employees’ creativity and innovation. It is essential that companies review their policies and strategies to promote an environment conducive to a culture of innovation in teleworking.
“Innovation only happens when people feel comfortable sharing ideas, experimenting and making mistakes. While teleworking, we need to find new ways to encourage collaboration and ensure everyone has a voice, even when physically separated.” – CEO of StartupX.
The following are some of the main competency barriers that may arise when teleworking:
- Lack of clear and efficient communication;
- Difficulty creating a collaborative and inspiring work environment;
- Challenges in maintaining team motivation and engagement;
- Difficulty managing projects and deadlines effectively;
- Difficulty in promoting the exchange of knowledge and learning among employees.
To overcome these barriers, it is important to invest in adaptations and create strategies that encourage innovation even in a remote work environment. Furthermore, it is essential to offer adequate support and training to employees to develop the skills necessary for a culture of innovation.
Table Example: Competence Barriers in Teleworking
| Competence Barriers | Impact on Innovation Culture | Mitigation Strategies |
|---|---|---|
| Lack of clear and efficient communication | Reduces collaboration and makes it difficult to share ideas | Establish effective communication channels, promote frequent virtual meetings and encourage the exchange of feedback |
| Difficulty creating a collaborative and inspiring work environment | Decreases motivation and inhibits creativity | Promote moments of virtual relaxation, such as happy hours and online games, and encourage active participation in forums and discussion groups |
| Challenges in maintaining team motivation and engagement | Affects productivity and the search for innovative solutions | Perform public recognition and celebration of achievements, set challenging goals and offer ongoing development opportunities |
| Difficulty managing projects and deadlines effectively | Delays the development and implementation of new ideas | Use online project management tools, establish clear schedules and communicate expectations transparently |
| Difficulty in promoting the exchange of knowledge and learning among employees | Limits the capacity for innovation and collective improvement | Establish knowledge sharing platforms, hold webinars and virtual mentoring, and encourage participation in online courses |
Overcoming these challenges requires a joint effort from leadership and employees, constantly seeking to improve the culture of innovation and ensure that everyone can contribute to the company's success, even when working remotely.
The Future of Teleworking and Company Culture
Teleworking is here to stay and it is important to analyze how the future of this work format fits into the company culture. The changes brought about by the pandemic have accelerated the adoption of teleworking, but it is necessary adapt policies and strategies to maintain the relationship between people and companies. Resilience will be a fundamental skill in this new world of work that is emerging.
To preserve business culture, team management and people's well-being, companies need to invest in technology, digitalization and create strategies that encourage innovation and collaboration even in a remote work environment. It is essential to promote adaptation to new work formats, ensuring a change in routine, environment and work space that preserves culture and strengthens the relationship between people and companies.
An example of a company that has sought to adapt for teleworking is Gupy. With the adoption of remote work, the company has invested in digital tools that help in team management and effective communication between employees. Furthermore, Gupy has promoted moments of interaction and relationships between employees, such as virtual happy hours and alignment meetings, to keep the culture strong even from a distance.
“Company culture is one of the pillars for the success of teleworking. It is necessary to create strategies that encourage the alignment of employees with the values and goals of the company, regardless of physical distance”, says João Silva, CEO of Gupy.
With the increasing adoption of teleworking, it is essential that companies are prepared to face the challenges and opportunities that arise in this new scenario. Resilience and adaptability will be fundamental to ensuring the success of teleworking and maintaining a strong company culture.
| Strategies for the future of teleworking and company culture |
|---|
| Encourage communication and interaction between employees, even remotely. |
| Invest in technology and digital tools that facilitate remote work and team collaboration. |
| Promote moments of recognition and appreciation for employees. |
| Establish clear goals and objectives, aligned with the company's values. |
| Encourage innovation and the exchange of ideas among employees. |
Conclusion
Teleworking brought challenges to company culture, but also opportunities for strengthening. Effective strategies, such as remembering values in interactions between employees, promoting recognition and creating spaces for virtual meetings, can help strengthen company culture even in a remote work context.
The role of HR in people management is crucial in this new environment, supporting leadership, ensuring the well-being of employees and adapting the company's policies and strategies. It is essential that organizations are resilient and innovative to adapt to the future of teleworking, promoting an environment conducive to company culture even in a remote work environment.
Promoting company culture when teleworking is essential for employee well-being, talent retention and organizational results. With effective strategies and an adaptive approach, companies can strengthen their organizational culture and face the challenges of teleworking in a positive and successful way.
