Cultivate a remote working culture and mindset

Over the last couple of blogs related to remote working, an emphasis has been placed on a probable shift towards remote work in the future along with an increase in the use of digital technology and collaboration tools. All this rapid change towards a digital structure in a short period of time has an effect on how the companies’ work. These tools and the way of working will bring a revolution in the culture of the organisations in themselves.

The culture needs to be hastily changed as a need of the hour in order for remote work to be successful. If companies tend to replicate the structure and culture of an actual office to remote working, they might suffer as remote working within a digital space a different story altogether. Some cultural changes that a remote working environment might include are a greater amount of transparency and inclusion, time and resources for frequent and ever-evolving digital learning and network leadership.

A culture of openness, inclusion and transparency needs to be adapted by the leaders and workers both. The digital world is, generally, much more inclusive where everyone can participate and contribute. It reduces the barriers of hierarchy as employees, along with their leaders, need to mass collaborate, self-organise themselves and their problems. The senior leaders, who are usually there to manage and order their workforce around in a traditional office setting, now need to get more inclusive and work at an equal level in terms of collaboration along with their employees to ensure success of remote working.

Furthermore, remote workers should be given time for trainings to remain at par with the ever evolving digital technology and processes. A better supportive culture needs to be adapted by organisations where they dedicate people and resources to help their workers to make sense of the new way of working and adapt to it. Every single digital tool and platform keeps updating and innovating quite frequently. Therefore, learning needs to be more continuous and frequent. It should be a part of a company’s culture to educate their remote workers and have allotted time and resources to support their workers in their professional development. This is again necessary to ensure the success of any organisation in the predicted world of remote working.

Another evolvement brought in by the remote working culture is ‘network leadership’ – which is quite different than the conventional leadership approach.  Network leadership is much more collective, widespread and scattered, facilitative, bottom up and emergent.  It is more about building networks through alliances and forming better collaborative professional relationships to help take the organisational objectives ahead. This type of a culture becomes more pronounced working through digital channels. Working remotely within a digital space makes it much easier and also more effective to engage with your employees as a leader more effectively with a greater impact and amount of collaboration. The leader is able to become a part of the actual team in a more participating way. Leader of an organisation are able to exercise a greater influence and become more visible and articulated. They are able to play an active part in driving their organisation forward with much efficiency.

All in all, the new way of working that Covid19 has pushed the world towards, requires adapting a new work culture. Remote working using the digital tools allows another level of collaboration, engagement, data transparency, inclusivity, cooperation and contact that we have ever had before. Therefore, being unable to work with a new culture and mistaking to work with traditional ethos would be a missed opportunity for most organisations – it would cause them to suffer and fall apart.



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