Yes, it is definitely possible to have a real culture within a distributed team, although it is usually more complicated.
Developing your culture is all about brand awareness, the mission of the company, and a process that’s adapted to distributed teams.
In other words, if you work for your dream startup (or an organization whose products you’ve been using for ages), this would bring a sense of purposefulness in your day-to-day life. As long as the management team is used to working in a remote environment, this would do just fine.
The same goes for working in consultancies with rockstar experts in their fields. Small teams, solid impact, incredible background.
Or when participating in an innovative product (or a blockchain, anything in AI, IoT) whereas your impact is easily measurable and there are a handful of capable people who can assist.
When you sum all of that, it turns out that the culture is related to:
- The team.
- The product.
- The brand.
- The vision.
- The managerial capacity.
- Appreciation of your work.
Being present at the office doesn’t play such a critical role anymore.
But it’s easier to motivate and engage with people on-site. It’s easier to be in an environment where everyone is actively working, solving problems, dealing with challenges. It is less apparent on Slack or in a PM system.
With some extra effort, all of that could be balanced and made transparent for the sake of building the right culture in a distributed team.
Here’s our management guide curated for those who want to expertly manage their teams onsite and even those who have remote workers. Check out our recruitment guide as well to find out how you can attract better hires and build solid teams.