By: Tanner Bengtzen, Prodatakey
Since mid-2020, the working world has witnessed a rapid transformation of the workplace dynamic, largely resulting in the ongoing struggle to establish new ‘workplace norms’. Although many breakthroughs have occurred in organizational cost-efficiencies, new problems have arisen in maintaining a connected culture. During my relatively short tenure in the security industry, I have observed many of these issues are not exclusive to our industry. but in any space where technology is utilized to connect the workforce.
As employees have been granted leniency on hybrid or remote work structures, pros and cons have become more prevalent over time. It has become increasingly more apparent that team members feel there is less connection, community, and culture. As these begin to lessen, the ‘identity’ of the company is at risk. Without a shared purpose or identity, members of the organization are less engaged. Overall performance fades.
As humans, we are far more likely to put forth our best effort and collaborate with those who we trust and deeply care for. It is only natural to behave this way. When physically distanced from those we labor with, this sense of connection becomes increasingly harder. Without the proper efforts taken to build relationships or perhaps restore previous workplace culture, the company may face bigger issues.
Most of our modern teams include remote or hybrid employees. You may not be surprised to feel closer to those who work within your proximity when compared to your remote teammates. Although this is more comfortable psychologically, it does not mean that we cannot form a stronger culture and connection with those that we do not see on a day-to-day basis.
As organizations navigate this dynamic and ever-evolving landscape, it’s crucial to address the cultural difficulties that arise and implement strategies to foster a cohesive and engaged workforce. Each company faces their own issues, but below are a few common challenges.
Communication Silos – In a work environment where employees are dispersed across different locations and time zones, communication silos can easily develop. Remote and hybrid employees may feel isolated from in-office teams. This can result in misaligned goals, duplicated efforts, and a lack of unity within the organization.
Maintaining Company Culture – One of the most significant challenges in a hybrid or remote work environment is maintaining a strong company culture. In-office employees often have more opportunities for spontaneous interactions, team-building activities, and exposure to the company’s values and vision. Remote employees, on the other hand, may struggle to feel connected to the company’s mission and values, resulting in lower engagement and loyalty.
Trust and Accountability – Building trust and ensuring accountability can be challenging when employees are not physically present. Managers may struggle to assess productivity, and employees might feel micromanaged or overlooked. This can create a culture of mistrust and hinder the development of a positive work environment.
Although difficult, the right efforts made by leadership can positively impact these challenges.
Foster Open and Transparent Communication – To combat communication silos, organizations should prioritize communication across all levels. Implementing communication tools that facilitate real-time collaboration, such as Slack, Microsoft Teams, or Zoom, can bridge the gap between in-office, hybrid, and remote employees. Technology can be a valuable tool to benefit culture.
Reinforce Company Culture Virtually – Maintaining a strong company culture in a hybrid or remote environment requires intentional effort. Organizations can reinforce their culture by celebrating successes and milestones in a way that includes all employees, whether they are in the office or working remotely. Virtual team-building activities, online recognition platforms, and regular reminders of the company’s values and overall mission can have a significant impact. Leaders should be demonstrating that the culture is not just an in-office phenomenon.
Encourage Cross-Functional Collaboration – Encouraging cross-functional collaboration can help break down silos and foster a sense of unity among employees. By promoting projects that require input from various departments and locations, organizations can create opportunities for employees to work together, regardless of their physical location.
Companies can indeed influence their internal culture, no matter the location of their employees. However, if culture isn’t getting better, it’s getting worse. A leadership’s adaptation of the idea that as a company grows, so should its culture, is paramount to a supportive, connected workforce.
Don’t be afraid to put in the effort. If not you, then who?
Tanner Bengtzen is the Distribution Channel Manager for Prodatakey. a security technology manufacturer specializing in both hardware and software solutions. Tanner began with PDK as a warehouse associate and has since served in other roles in, or worked collaboratively with, various departments including operations, marketing, sales, supply chain, production, and finance. Tanner is also the founder of Culturestone, a blog focusing on creating community in the workplace.
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