An organization’s culture is as individualistic as a person’s fingerprint. It is unique and often difficult to articulate. Employees tend to describe their workplace culture as experiencing a sense of connection to their colleagues and their employer’s values.
They regularly experience workplace culture through internal communications, meetings, and how these core values are integrated into their work day — whether interacting with colleagues, clients, vendors, or community stakeholders.
Values define an organization’s North Star (how they define their purpose, products, services, customers, and employee benefits). It is how they navigate toward their collective beliefs and make decisions about their business operations that enlivens a workplace culture.
As well, culture is not something that changes on a dime. It is slowly and thoughtfully integrated into every aspect of a business from recruiting, onboarding, performance reviews, employee surveys, exit interviews and what is offered in the employee total compensation package.
While many businesses offered some form of flexible work-at-home arrangement pre-COVID, the impact of the COVID-19 pandemic seems to — almost overnight — have caused changes to workplace policies, procedures, and once strongly-held beliefs about how work was best performed.
As of March 2020, organizations faced an immediate and unprecedented environmental pressure — the need to allow for remote work for many, if not all, employees.
With a year of COVID-related conditions under their belts, employers are able to reflect on how they adapted. Many can put a check mark beside the introduction of revised, remote work arrangements and the introduction, en masse, of increased digital communication tools.
Almost as quickly as one can snap two fingers, employers offered solutions to help employees secure proper desks, office chairs, enhanced WiFi and ergonomic assessments.
Additionally, this rapidly altered work environment caused employers not only to examine their employee policies and group benefit program, but also what they needed to modify in order to create and maintain a healthy and connected workplace culture.
The following five steps are key to maintaining a connected and positive workplace culture, especially when employees are working remotely.
These are just some of the many tips and resources available to promote a healthy connected workplace culture. We are pleased to offer additional resources including our Remote Care Wellness Toolkit.
If you would like a digital copy of this toolkit or other employee benefits-related information, please contact us at firstname.lastname@example.org. Let’s work together and create solutions that work best for you and your organization.