Culture is the glue that binds employees to a shared mission, values, and sense of belonging. And that glue needs to be stronger than ever when your team is spread across multiple locations and time zones.
At Aspen HR, we’ve embraced remote work while staying deeply committed to building a culture that supports connection, performance, and long-term success. Here are three ways we make that happen (and your business can, too):
1. Start with Belonging from Day One
A global survey of remote workers found that the top reasons remote employees feel connected to their colleagues are that they have met in person or know about each other’s lives. For this reason, even a little face-to-face time can make onboarding more impactful.
At Aspen HR, we design onboarding to build a sense of belonging from the start. Our upcoming three-day New Hire & Sales Retreat is a great example. Although many of us work remotely, we come together in person periodically to meet new employees and build relationships. The retreat begins with a welcome and happy hour that sets the tone for connection. From there, employees participate in live sessions with our CEO and leadership team, department overviews, and an introduction to our white-glove PEO service model. These experiences help new employees feel part of the team and connected to our values from day one.
2. Empower with Clarity and Purpose
Once employees feel welcomed, the next step is helping them understand how their work fits into the bigger picture. Communicating company goals, values, and work practices is critical, but it should do more than inform; it should also empower employees to do their best work. In fact, research shows that empowering employees leads to measurable gains in productivity, trust, and innovation.
Our training and retreats feature a focused agenda and interactive sessions that promote questions, collaboration, and cross-functional learning. Topics range from go-to-market strategies to payroll and retirement plan updates, giving employees a clear view of our business and client needs. Together, these sessions help employees see how their contributions drive client success and company growth.
3. Keep Culture Alive Every Day
According to Gallup research, employees who feel connected to their organization’s culture are significantly more likely to be engaged, more likely to promote their company to others, and less likely to leave. But creating this connection must be nurtured continuously, especially in a remote environment where spontaneous interactions may be less common.
With that in mind, we’ve formed an employee “Culture Crew” and created rituals that bring people together across departments and locations. One favorite is a weekly question posted to our Teams channel, such as:
- What’s your favorite part of summer?
- If you could travel anywhere with no budget, where would you go?
These simple prompts spark conversation, help employees connect beyond the screen, and support a sense of community. And they don’t require a big budget, just a bit of intention and creativity.
Partner with Aspen HR to Build a Strong Remote Work Culture
Creating a thriving remote work culture takes the right strategy and support. As your trusted PEO partner, Aspen HR helps you:
- Hire and onboard remote talent with a culture-first approach
- Deliver training programs that educate and empower employees
- Develop people strategies tailored to your values and goals
Whether your team is fully remote, hybrid, or primarily on-site, we’ll help you build a culture that attracts top talent, drives performance, and keeps your team connected, no matter where they log in. Contact us today to learn how we can support your business.