Diario del capitán, fecha estelar d425.y38/AB
Maintaining a strong company culture can be tricky, but it's trickier in distributed teams and all-remote companies. In this post, we discuss how we do it in our officeless development consultancy.
This is the final post in our series about company culture. If you want to read the previous ones, go check How We Came Up With Our Company Culture, Our Company Culture Helps Us to Hire Faster and Better. Here's How! and Leading by Example: Transmitting Company Culture in Your Organisation .
Now, I am going to focus on how to maintain company culture in remote environments: for us, it boils down to two things: it has to be stronger than a company culture of a non-remote company, and it has to make things easier.
When it comes to company culture, the main difference between a regular business and a remote-working one is that regular businesses tend to be more loose about it. Since there's frequent facetime and in-person interaction, it is more difficult to stray from the way you're supposed to do things. Merely by being around your peers and seeing them interact with one another and working helps you to soak up - both consciously and unconsciously - company culture.
Regular businesses also leverage their offices' physical space to remind you constantly of the company's values. They are oftentimes printed in the welcome mat, the corridor's walls or in the common spaces of the offices, to provide a constant reminder of the company's ethos while providing a unique way to decorate the walls.
Neither of the things I've just listed, of course, happen in all-remote companies.
First of all, because remote companies meet very seldom and therefore it is hard to mimic your peers or learn from your bosses if you don't get to interact with them very often. Since virtual meetings are preferred, it's hard to get the full picture and understand the nuances in tone, manners, language and ways to act.
In our company, we try to enforce communication across projects. Not all projects are big enough to have more than one of our developers. We want those working in projects on their own to be able to explain what they do and share their struggles with other team members. We do so by hosting a weekly one-hour session of nerding out we call Martian Tapas or by having them ask other Martians for help for specific topics.
At MarsBased, we have a very strong set of values and we mention them often in the content we produce: company presentations, keynotes, reports, our playbook, blog, newsletter, etc. I also explain our values when I give talks in meetups and conferences to help the audience to understand who we are and why we do what we do.
Every occasion is good to remind people of your values. For instance, when I decided to create this series of four blog posts about company culture, I reminded everyone that I followed the simpler is better principle. Four shorter blog posts are easier to read and digest than a long and tedious one.
Another example: when we have team meetings and have to explain the why of a certain decision or change in strategy, we always do mention our values. For instance, when we do our annual cleaning of tools & SaaS we use, we always do it for the sake of simplicity. When we communicate a fuckup to a client, it's because we believe in transparency, and so on.
A good company culture has to enable everyone in the company to work better.
For a start, it needs to be clear enough for everyone to grasp it right off the bat. If it requires explanations, those are better given right away, lest your hires' performance is affected by it.
In remote environments, we should favour simpler and easier company cultures to ensure everyone is onboarded swiftly and without an excessively complicated process.
Remote companies should also favour good practices like open by default, which assumes that everyone has access to everything to avoid blocking situations; transparency, to ensure everyone is on the same page and understands what's going on in the company; or async by default, which prioritises asynchronous communication over real-time to facilitate communications across different timezones and to really force everyone to be as independent as possible.
We are a 100%-distributed team. We have no office and our team is spread across the entire country and we follow the aforementioned practices. Of course, there are countless good practices, but let's focus on these three:
Thank you for reading thus far! I feel like I might have left out a few topics, but didn't want to extend myself excessively. If you have any specific questions, feel free to reach out and we'll answer!
As remote teams become more and more prevalent how can you build community among your distributed workforce?Leer el artículo
Having a very distinct and unique company culture sets us apart from other development consultancies. Read about how it's helped us to hire better, to get more clients and to become a respected company in our industry.Leer el artículo
Having a strong company culture sets the expectations for future hires and lets them know in advance how's your day-to-day like in your company. In this post, we explain how our company culture has helped us to hire faster and better.Leer el artículo