Building a Strong Culture in a Remote Work Environment

With remote work becoming the norm in the workplace, ensuring your team is engaged, motivated, and aligned with your company’s mission is essential. Building a strong culture is one way to accomplish that.

The Benefits of Investing in a Remote Work Company Culture

Investing in building a strong company culture that embraces a remote work environment will yield significant benefits, including:

  • Increased Employee Satisfaction and Retention: When your employees feel connected, valued, and aligned with your mission, they are more likely to remain loyal and committed to their roles. This reduces turnover and enhances overall stability. (See: “Maximizing Employee Retention: Strategies Every CEO Should Know.”)
  • Enhanced Productivity and Collaboration: By fostering open communication, trust, and a sense of shared purpose, you create an environment where your employees are motivated to work together toward common goals. This increases innovation, problem-solving, and overall business performance.
  • Improved Brand Reputation and Attraction of Top Talent: Candidates increasingly prioritize company culture and values when considering employment opportunities. Building a solid and inclusive remote work culture differentiates your company and attracts the best talent — regardless of their location.
  • Long-Term Business Success and Growth: A thriving remote work culture contributes to long-term business success. Create an environment where your employees are engaged, motivated, and aligned with your vision. You will reap the rewards.

These benefits underscore the importance of investing in a remote work culture that values the well-being of your employees and drives your organization forward. (See: “Importance of Building Positive Workplace Culture as the CEO.”)

The Challenges You Face in Building Company Culture Remotely

Building a strong company culture that supports remote workers presents unique challenges. The lack of face-to-face interactions and casual conversations can make it difficult for your employees to feel connected. This lack of a sense of connection can lead to a weakened sense of belonging and shared purpose.

When employees operate remotely, communication barriers and misunderstandings are more likely to occur. The absence of non-verbal cues and in-person interactions can lead to miscommunication. Poor communication combined with the potential for reduced employee engagement can pose significant obstacles.

Implementing a Strong Company Culture Remotely

Despite these challenges, you can implement several effective strategies to foster a robust company culture that supports a remote work environment.

Communicate Your Mission, Values, and Goals Clearly and Consistently

Ensure all your employees are aligned with your organization’s mission, vision, values, and goals. Regularly share updates and reinforce your company’s vision. Encourage your managers to align their teams’ objectives with your mission, creating a sense of shared purpose and direction.

For example, Satya Nadella, CEO of Microsoft, transformed the company’s culture by focusing on a clear mission and values. He regularly communicates these guiding principles to employees, ensuring everyone works toward a common goal.

Foster Open and Transparent Communication

Open and transparent communication is the foundation of any healthy company culture. Implement regular check-ins and feedback sessions to ensure your employees feel heard and valued. Encourage using virtual communication tools for collaboration, such as video conferencing, instant messaging, and project management platforms. By promoting open communication channels, you can create an environment where your employees feel comfortable sharing their ideas, concerns, and feedback.

For instance, many remote-first companies use Slack or weekly virtual meetings to encourage open communication and feedback. This approach allows employees to voice their opinions and contribute to company decisions, fostering transparency and trust.

Promote Employee Engagement and Connection

Create opportunities for your employees to connect and engage with one another. Organize virtual team-building activities and social events. Encourage cross-functional collaboration and knowledge sharing by creating virtual communities of best practice or special interest groups. By fostering a sense of camaraderie and connection, you can help your employees feel more invested in your company’s success.

Hosting virtual coffee chats and online game nights can promote team bonding and collaboration. These activities help remote employees build relationships and feel connected to their colleagues, enhancing overall employee satisfaction and engagement.

Periodically, bring everyone together. People need to spend time in the same room with one another. Make that happen.

Lead by Example and Demonstrate Empathy

Your actions and behaviors as the CEO set the tone for your entire organization. Lead by example by showing genuine concern for your employees’ well-being and work-life balance. Adapt your leadership style to the unique needs of remote work, recognizing that your employees may face different challenges and pressures in their personal lives. Demonstrating empathy and understanding can create a supportive and inclusive company culture that values the whole person, not just their work output.

Take Action Now to Build Your Remote Work Culture

Building a strong company culture with a sustainable remote work environment is critical for your organization. By communicating clearly and consistently, fostering open and transparent communication, promoting employee engagement and connection, and leading by example and with empathy, you will create a thriving remote work culture that benefits both your employees and your company as a whole.

If you are struggling to navigate the challenges of remote work and build a strong company culture, I encourage you to seek guidance from an experienced CEO coach. As a seasoned CEO coach, I have helped corporate leaders like you successfully adapt to the unique demands of remote work and create thriving company cultures that drive business success. By investing in your leadership skills and the well-being of your employees, you position your organization for long-term growth and success in the ever-evolving world of work.

Take the first step today by reaching out to me for a consultation. Together, we can develop a tailored strategy to help you build a strong, resilient company culture that empowers your employees and drives your business forward in the remote work era.

My name is Glenn Gow, CEO Coach. I love coaching CEOs and want to help make you an even better CEO. Let’s decide if we are a fit for each other. Schedule a time to talk with me at I look forward to speaking with you soon.


Take Their Word For It

What Glenn’s Clients are Saying…


Janice Raises Over $100M for Her Company

Janice Raises Over $100M for Her Company

As one of the founders, Janice had created the perfect solution in an exploding market. As her CEO Coach, we worked very hard to create a scalable business model that significantly accelerated revenue growth. This model included geographic expansion, the addition of new product offerings, and stickiness to create repeat business.

This triple revenue-acceleration model not only worked but it attracted the interest of growth investors.

But a growth model wasn't enough. We needed to help Janice become a better CEO. Specifically, we worked on how to manage her board, so their faith in her as the CEO grew as time went on.

For some CEOs, the board can be intimidating. At first, it was for Janice as well. We worked on how to manage the board and get the most out of the board. Ultimately, we turned the board into a strong set of advisors and advocates for Janice as the CEO.

The support and confidence of the existing board was a critical factor in enabling her to raise well over $100M in the next round, increasing the valuation by more than $600M.

Darren Raises His First $3 Million

Darren Raises His First $3 Million

My CEO client (Darren) was starting a company in a new category. He was focused on raising capital for his business and wanted help crafting his story. Darren is a brilliant CEO, yet he realized he could produce a better story with help from someone who has created successful fundraising stories many times.

When we started working together, his story was overly complex, difficult for investors to understand, and not as strong as it could have been. Together we built a story about the tremendous value the company was creating. We used historical precedent to bolster the vision and mission. We gave investors confidence in the founders. We proved that the company could scale.

Investors are pattern-matchers. They look for the patterns that tell them this opportunity is like other opportunities they’ve seen, giving them a strong belief in the potential ROI. Together, Darren and I constructed a winning story that helped key investors see the patterns of success.

According to Darren, “Glenn gave me the perspective and confidence I needed to succeed.” Darren raised $3 million for his startup company in his first round. Darren has continued to successfully raise money in later rounds as well.

Meilin Creates A Scaling Organization

Meilin Creates A Scaling Organization

Meilin was always asking, "How can I help my company grow faster?" She was successful by most measures but had higher growth ambitions.

As her CEO Coach, I helped focus her efforts and energies on an often-overlooked area for many CEOs. This area enables scaling and enables the CEO to manage their team more effectively -- values.

Most CEOs have corporate values but don't use them as the ultimate way to install a belief system - a way for every employee to focus on the most critical issues for the company.

Meilin and I worked on making the values core to the thinking and speaking of the management team. Once the management team adopted these values and started speaking about them in their regular communications, we knew that we were on our way to ensuring that every employee “lived” the values.

While values are not the only thing a company needs to grow fast, they are critical to its success. Meilin's company is now growing over 100%.

Sean Gets It All Done

Sean Gets It All Done

As CEO, Sean had no work-life balance, and he was struggling with the overwhelming responsibilities of being a CEO. One of the biggest challenges of any CEO is to get everything done. The list of critical items seems to grow every day.

As his CEO coach (and as a former CEO), I recognized the stress he was under. That level of stress is no fun. To help Sean become a better CEO, I focused him on delegation, talent development, and balance.

First, we focused on developing Sean's delegation skills. Delegation is the "8th wonder of the world." When you make it work, your workload diminishes, and the company performs at a higher level. As Sean became better at delegating, he also began to see strengths and weaknesses in his leadership team from a different perspective.

The next step was to refresh his leadership team. We created a plan to either develop the ones that could step it up and perform better or find new leadership team members for those that couldn't help the company grow.

Finally, we worked on creating a way of living for Sean that provided him some balance. I tell my CEOs to "put their oxygen mask on first." If a CEO wants to perform at the highest level, they need to take care of themselves first.

Now that Sean has a much better leadership team, he has become a master delegator. By delegating many of the activities he had taken on before, he now has much more time to take care of himself.

Sean's company has now entered a new growth phase. More importantly, he is enjoying his work a lot more and his life a lot more.

Viraj Fires His “Best” Employee

Viraj Fires His “Best” Employee

As a CEO, Viraj was focused on employee retention. He recognized the value of keeping high-performing employees and the high cost of turnover.

One of Viraj's direct reports was one of his "best" employees. This person consistently out-performed against their targets. Within their function, they were a rock star.

However, this same person was toxic to the rest of the organization. They constantly argued with others, and they made most others feel bad about themselves. Viraj found he was spending a great deal of time managing around the toxicity created by this employee.

Viraj valued this person's contributions within their function, and he also really hated the idea of employee turnover. As a result, Viraj put up with this person and continued to work around the toxicity issue.

As Viraj's CEO Coach, I helped him understand that team alignment and team cohesion are critical factors to help the company grow. We agreed that preventing employee turnover is a good goal, but not at the expense of creating a well-functioning team.

Viraj wanted to become a better CEO, and he knew what he had to do. While it was difficult, he decided to fire the person he once thought was his "best" employee.

The first thing he heard from the rest of his direct reports was, "What took you so long?"

Olivia Finds Product-Market Fit

Olivia Finds Product-Market Fit

Olivia, my CEO client, is a product genius. She is highly creative, an excellent problem-solver, and knows how to get products out the door on time.

Olivia raised a great deal of money based on her product ideas and some early successes. The challenge was that her company wasn't growing fast enough. The pressure from the investors was building, and she was worried.

Raising a lot of money early is a blessing and a curse. The curse is that Olivia delivered her product too quickly. She delivered it, making too many assumptions about the market she was serving. When the product was released, it was a good fit but not a great fit.

Olivia was concerned about the time and dollars it would take to conduct research and test product-market fit in multiple market segments. We created a partnering strategy that enabled us to test multiple new market segments in a short time.

Olivia has found multiple market segments that are a fit for the product. Now that she has achieved product-market fit, the strategy is to "go big" on the go-to-market. And her company is taking off.

Wilson Turns the Board Around

Wilson Turns the Board Around

Wilson was a first-time CEO. The company was doing well, but not quite as well as the board had hoped. Wilson found himself uncomfortable as a minority shareholder working with a board that could fire him if he didn't perform.

Wilson wanted to know how to manage a Board of Directors. The first step was to acknowledge that a board has different measures of success than the CEO. That means there will naturally be tension. The second step was to dig in to deeply understand what the key drivers are for each board member.

Based on this information, Wilson can now address his needs, the company's needs, and the board's needs. That was the first breakthrough.

Once he knew how to address the needs of the board, we turned to address his needs. As Wilson's CEO Coach, I helped him realize that the board is an incredible asset to leverage.

Wilson began to build relationships with the board members individually to understand better how they could be of service to him and the company.

When Wilson works with the board, he is fully aware of their needs and addresses them appropriately. More importantly, he now tells the board what he is doing and relies on their insight and experience for feedback on how to help the company perform at a higher level.

Wilson is no longer concerned about the board and now gets more out of them than ever before.

Darius Solved His Crisis

Darius Solved His Crisis

I got the call at 10 PM on a Thursday. Darius, a CEO client, reached out to me just as I was about to end the day. "Glenn, my Chief Revenue Officer, just resigned, and I'm not sure what to do."

Darius was running a rapidly-growing business that was highly dependent on a well-run sales organization. He had delegated sales responsibility to his Chief Revenue Officer so Darius could focus on engineering and product.

The good news is that Darius didn't relinquish oversight or reporting of sales, just sales execution. It's also true that Darius wasn't in a panic, and we had worked on a plan for the departure of each of his direct reports.

At the moment, though, Darius and I needed to review that plan to ensure it was our best option. We checked whether or not the interim head of sales could genuinely step into the role. We discussed which accounts Darius should immediately nurture relationships with. We agreed that the recruiter we would need was still the right recruiter.

We quickly put together a communication plan on how to bring this news to the leadership team and the rest of the company. We worked on the exact next steps to interact with the interim head of sales, the director of sales operations, and HR.

Darius felt he didn't know what to do, but in actuality, he did. We had prepared for this, and he just needed to talk it through in the heat of the moment so he could execute against the plan immediately.

Table of Contents