In-person culture in an online world.
People still want culture and connection regardless of whether they work in the office or remotely.
Read more about our Brand Being Method.
None of us are oblivious to the current shift from primarily in-person to virtual and hybrid work.
As time goes on, work-from-home expectations are growing stronger. With the invention of easy collaboration tools, employees are beginning to desire more flexibility in their schedules. This can bring positive change: less out-of-pocket costs for office space, more flexibility and autonomy for employees, and just as much productivity.
But this shift is introducing new challenges in maintaining Internal Culture.
Successfully balancing flexibility and connection is difficult but not impossible.
Having an established Employer Brand and Employer Value Proposition helps with setting clear expectations early on, maintaining a culture of continuous improvement and mentorship, and building a strong sense of employee autonomy regardless of work location.
However, this is just the beginning.
Maintaining a positive culture in a virtual or hybrid environment requires consistent effort to keep employees engaged and excited about connection.
Here are a few things to keep in mind as you are navigating new work environments:
As workplace culture evolves, how will you adapt culture-building activities to maintain connection with your employees?
Technology has the potential to foster culture and connection in remote work settings. How can you use emerging technologies to your advantage?
On-brand benefits shape employee expectations and understandings of Employer Brand. What benefits will you invest in and how do they connect to your Brand Heart?
If you’re overwhelmed by these questions, we’ll walk you through them.
Collaborative Culture-Building Activities
At Hoot, we believe our employees are our best asset. If anyone knows what your organization needs to maintain a positive Internal Culture, it’s them. Don’t underestimate the power of connection.
That’s why we are big proponents of bi-annual retreats. For those who don’t know, retreats are organized gatherings where employees can step away from their desks and towards each other.
These retreats, regardless of whether they are in the office hangouts, volunteering for a community organization, or visiting a local swimming pool, all prioritize team bonding activities, candid conversations, and camaraderie. We use this time wisely, discussing where we are as an organization, what we are doing well, and where we still have room for improvement. There’s no shame in having room to grow. What matters is how you handle that insight.
Bi-annual retreats can shift Internal Culture by providing your employees with what they need to feel comfortable— alignment between values and action.
Leveraging Technology
With the explosion of AI technology has come a widespread fear of its impending takeover. But technological advancement shouldn’t be feared. It should be harnessed.
With communication technologies like Slack, productivity software like Toggl, and collaboration databases like Dropbox, remote and hybrid work has never been so easy.
Not only are remote and hybrid employees experiencing less stress and creating a healthier work-life balance, but they are also working longer, more productive days. Candidly, we are all for in-office work at Hoot. We spend four out of our five days in person. However, utilizing Tuesdays as dedicated work-from-home days has completely changed the Internal Culture in the office.
Since 2015, Tuesdays at Hoot have been “meeting-free” and allowed our employees to get outside-of-the-office work done. They are available for necessary appointments or errands. While employees are still expected to clock in, they are trusted to balance all that life throws their way, and as a result, they are happier coming into the office the rest of the week.
On the other four days, Hoot still offers flexibility and trust to employees. There’s no judgment if someone can’t make it into the office due to a sick kid or a doctor’s appointment. We know the work will get done. Instead, we humanize our employees, acknowledge the complexities and randomness of life, and meet them where they are, whether that be at the next desk over or on a Zoom call. And all of this is possible because of new technological capabilities.
On-Brand Benefits
As your company scales, it becomes less and less possible to have face time with each employee. Having on-brand benefits can assist in maintaining a positive Internal Culture that keeps employees engaged, connected, and productive.
Here at Hoot, we offer Life Support, allowing employees to be reimbursed for expenses that “buy back their time.” Housecleaning, meal prepping, and car washing are all up for grabs with this benefit. Life Support is all about investing in your employees so they can invest in themselves and show up to work as their best selves. Data shows that when we offload tasks like cleaning and laundry, we are happier, more fulfilled people.
Hoot is woman-led, which means we know the responsibility and balance of being both a career woman and a mom. That is why we offer an advanced maternity leave benefit, plus the ability to bring your baby to work for the first year. The policy offers 12 weeks of leave at 70% salary.
Stemming from a belief that women deserve to become their best selves through work if they want to, this policy puts into writing that your outside-of-the-office life is not a burden, and Hoot will work with you to ensure you are supported through the overwhelming but beautiful process of new motherhood.
If you’re looking to define or assess your Internal Culture and Employer Brand, plan a retreat, or build on-brand benefits, we are here to help. Schedule a Call with us today!