How to nurture a sense of belonging among teams when they’re scattered across the globe?

In a world rapidly shifting to remote operations, nurturing a sense of belonging isn’t just a perk; it’s essential for the survival and growth of modern companies.

It’s not just about sending out regular emails or having team calls. Those are basic, rudimentary tactics. To truly foster belonging, companies need to tap into the roots of human behavior and needs. As Tariq Rauf, Founder & CEO at Qatalog, notes, we humans are inherently tribal creatures. It’s in our nature to want to belong, to feel part of a community. This primal need doesn’t disappear behind the screens of our computers.

So, what’s the solution?

• Evolve the Digital Culture: Companies have to figure out how to create a remote culture, not just a remote workspace. It’s not enough to transplant office norms to a digital space. The dynamics change. Rauf’s experience reflects that genuine investment in evolving remote company culture pays dividends. Adapt, innovate, and invest in creating a strong, shared identity, no matter where your team is.
• Harnessing Remote Tooling: Standard tools like emails, chats, or video conferencing are not enough. Companies need tooling that promotes a sense of belonging and trust within an organization. Rauf highlights the importance of this, suggesting that companies which figure out the nuances of remote tooling will have employees who feel more connected, not just to their work, but to the mission and their teammates. These tools should not be mere communication platforms but avenues to create shared experiences and moments.
• Embrace Digital Identities: The digital self has been a phenomenon for some time now. Rauf reflects on the amount of interaction happening on platforms like WhatsApp, noting that sometimes, it even surpasses face-to-face interactions. Recognizing and integrating this trend into professional spheres can be transformative. Acknowledge the digital identities of your team members and celebrate them. This doesn’t mean prying into personal lives but rather understanding that a rich digital life can complement and enrich professional experiences.
• Increased Opportunities Lead to Better Fits: It’s not just about recruitment but about finding the right fit. With remote work expanding horizons, employees now have access to a global market. As Rauf points out, this rapid expansion doesn’t necessarily lead to job-hopping. Instead, there’s a higher chance of someone finding a role where they genuinely belong. When an employee feels fulfilled and understands their role in the larger narrative, that’s when they truly belong.

Rauf’s insights don’t come from abstract theories but from a robust understanding of remote work dynamics. The landscape of work is changing, and traditional norms won’t cut it anymore. Do you want employees who just “work” or a tribe that is committed to a shared vision and purpose? The steps to achieve the latter might require effort and adaptation, but as the world goes remote, it is an essential undertaking.