Employer Branding
Employer Branding
How company culture is affected when we don’t meet at the office
16 DECEMBER 2024
Hybrid working is here to stay, and with it come both challenges and opportunities. How is company culture affected when we no longer meet at the office every day? And how do we make sure it stays strong and alive, wherever we are? Here we look at how the hybrid reality affects culture and share some concrete tips.
Spotify takes a clear stand on continuing to let its employees work in a hybrid model, something many companies see as a challenge.
The effect of the hybrid reality on company culture
1. Balance and inclusion
The upside:
Hybrid work enables a more flexible work environment and a better balance between work and private life. That in turn can increase wellbeing and contribute to a positive company culture. Flexibility also lets companies attract employees from different locations. Diversity, inclusion and different perspectives are good for both culture and innovation.
The challenge:
Flexibility can blur the line between work and free time. Feeling constantly available and connected can lead to stress, and that kind of imbalance can affect the culture negatively.
Tips for strengthening balance and inclusion at a distance
Digital spaces for informal conversations: Encourage virtual coffee breaks or short meetings without an agenda. At Oddwork we have check-ins with coffee, small talk and quick catch-ups. A good way to replace the spontaneous interactions of the office.
Encourage breaks and clear boundaries: Clarify expectations around availability and stress the importance of taking breaks and ending the working day.
2. Effective communication
The upside:
Digital tools make it easier for all employees to take part in conversations and share their views, regardless of location or work situation. This can create a more open and inclusive work environment where employees feel involved.
The challenge:
It can be hard to pick up nuances such as body language and tone of voice in digital meetings. The lack of direct, personal interaction can create a sense of distance and make it harder to fully understand each other’s intentions.
Tips for more effective communication at a distance
Clear and frequent communication: Communicate the company’s goals, values and numbers. Regular updates increase the sense of involvement. At Oddwork, for example, we have a weekly letter from our CEO and Monday meetings where we highlight numbers and employee achievements.
Digital feedback tools: Use digital feedback tools or anonymous surveys to capture employees’ views. At Oddwork we use Winningtemp to spot trends in how employees experience their work and how they are feeling.
3. Trust and community
The upside:
Employees who are trusted to adapt their way of working to their needs and life situation often feel more engaged. It creates a positive culture where employees feel valued, important and trusted.
The challenge:
Physical distance can also make it harder to maintain a strong sense of belonging. Remote employees may feel less involved and find it harder to stay aligned with the company’s values.
Tips for strengthening community at a distance
Regular in-person meetups: Arrange shared office days and social activities. At Oddwork we have shared office days, and our party committee, Oddclub, organises activities that strengthen team spirit.
Create a lively digital culture: Strengthen community and culture through chat channels. At Oddwork our Slack channel #random is always active with everything from memes to everyday glimpses.
4. Leadership
The upside:
Leadership in a hybrid environment can become more results-oriented and focus on employees’ contributions rather than presence. This can create a culture of independence and ownership.
The challenge:
Maintaining a strong connection with remote employees takes extra effort. There is a risk that some employees feel overlooked when daily physical interaction is missing.
Tips for stronger leadership at a distance
Be a present leader: Regular check-ins, both with teams and one-to-one, are a good strategy for maintaining a strong company culture and making employees feel seen and included.
Want to strengthen your employer brand? Read more about how Oddwork works with employer branding, from analysis and EVP to campaigns and measurement.
