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The Impact of Remote Teams on Company Culture and Employee Engagement


Working remotely from home, how does it impact a company’s work culture? With years of remote work becoming the new norm, leaders and managers are still worried about sustaining their company culture and keeping their team members motivated. 

Remote work has its sweet perks but is a double-edged sword. On one hand, it can supercharge productivity, help alleviate stress, and save you some serious cash. But on the other hand, it can also bring challenges to the forefront. For instance, remote workers have been feeling the heat with increased work pressure and anxiety. Plus, the longer they work from home, the more they tend to feel disconnected from the rest of the team. This is especially true if their managers and teammates aren’t making an effort to stay connected and provide support.

Leaders and managers often think their company culture is set in stone, but in reality, it’s constantly evolving. Work cultures are shaped by everything – from traditions to emerging trends. So, when it comes to remote work, the question of whether it is good or bad for employee engagement ultimately comes down to your leadership. The way you approach it and the actions you take can make all the difference in whether your team feels connected and engaged, or the other way around. 

If you’re wondering how remote work and other recent happenings are affecting your work culture, no worries! We’ve got a great solution: make a culture analysis that centers around these four key questions. This nifty little exercise will help you get a better handle on what’s going on and how remote work is affecting your team. 

Question 1: What is your current culture like?  

Developing an accurate understanding of your current culture is a good place to start! Take the time to really listen to your team members and get their perspective on what’s working well and what needs improvement. Ask them what they like about your workplace and what’s keeping them motivated to stay. With this knowledge, you can identify the key elements that you should keep, and what changes you can make to make your culture even better. 

Question 2: How has your culture changed over time?  

Now that you have a good sense of your current culture, it’s time to take a little trip down memory lane! Chatting with your more experienced team members – even those who have already moved on or retired – can be a great way to get a sense of how your company culture has changed over time. Who knows, you might even uncover some hidden gems that could help you take your culture to the next level! 

Question 3: What new behavior patterns are emerging?  

Take a closer look at how your team is adapting to today’s virtual work environment. Meetings are getting shorter, or instant messaging has taken over as the go-to communication tool. Perhaps your team loves the flexibility of occasional in-person co-working sessions, or they’re eager to join some fun wellness activities. Whatever the case may be, it’s important to keep tabs on these trends so you can keep your team engaged, happy, and motivated. 

Question 4: What are the potential roadblocks?

It’s important to identify tension points and address them head-on. This could mean taking a closer look at communication breakdowns between team members, recognising issues with workloads or project management, or addressing disparities in expectations or values. By pinpointing these tension points and working to resolve them, you can help keep your team on track and avoid any potential roadblocks to company culture and engagement. 

Use these questions to help you, your team, and your company identify strengths and develop an effective cultural plan. Let this be your guide in building a workplace that fosters creativity, collaboration, and a true sense of belonging. As a leader, how you approach this process, the choices you make, and the actions you take will have a huge impact on your team’s overall happiness and engagement. 

Here at Filta, we can make things easier for you. With years of experience in managing remote teams, we have developed an effective framework that can be tailored to fit your needs.  

If you would like to talk about it, you can schedule a chat with our Co-Founder and Chief Growth Officer, Nerissa Chaux, and she’ll be happy to take you through it. Email her at

Check out other blogs:

Engaging Remote Teams through Gamification

Supporting Employee Mental Health in a Remote Work Environment

Remote Team Management for Global and Culturally Diverse Teams