Mastering Remote Orientation and Company Culture

As we all try to navigate the new normal of work, there are still many questions that businesses have regarding how they will operate now and into the future. Building a remote company culture can be challenging. 

What should a company do if they need to hire a new team member?

How will the new hire fit in with the rest of the team if everyone is working remotely?

How do we make sure that new hires are integrated into the team effectively?

These questions are becoming more critical as we try to figure out how remote work and work in general unfolds.

Luckily, the team at Suitless has prepared some tips and tricks to help ease any worries that could come when bringing a new remote team member.

We’ve broken down our go-to tips into four different sections – and we’ve saved the best for last (or at least what we think is the most fun). Operating as a remote team  and building company culture is something we’ve been doing for a long time. It’s something we think we do well. Now is our chance to impart some wisdom onto your team!

1. Onboarding
2. Orientation/Training
3. Remote Company Culture
4. The Fun Stuff


Everyone has probably experienced this scenario at some point in their career: you try to log-on to your computer, or you’ve forgotten a password or a colleague locked a file for editing, and you need to get into it to make edits… what do you do?

Set up a secure, encrypted password manager that hosts important logins, passwords, and data.

By doing this, each employee can act as their own ‘IT’ specialist. Even if your company doesn’t have someone specializing in IT, this is one less role that needs to be taken on. It can make managing vast numbers of secure data a little more manageable.

Prior to your new team member joining, make sure that you have an up-to-date Onboarding Presentation. Think of this presentation as a how-to guide that an employee can use if a current employees isn’t available to train the new hire. An Onboarding Presentation can include a company overview, mission statement, key phrases, or slogans heard around the office or on Slack or Google Hangouts, an organization chart (with contact information) and an overview of systems and technologies used within the organization

Now that your employee is up to speed with the lingo, they’ll want to access their files and get to work. So, how do they do that? Are your server or Dropbox files organized? Do you have to go searching for a document in the search bar every time you want to locate it? You’ll want to make sure that every employee, whether they’re current or new, understands the file saving and sharing process.  Putting a policy in place to cover this information can be helpful. And, if you take organization seriously, you’ll want to implement a file naming convention so that every employee can easily locate a document.

Remember to save, save, save those files, and name them correctly!


Once you have your Onboarding Presentation up to date, your systems and policies are communicated, and you’ve organized your files, it’s now time to think about your current team members. They can contribute to remote company culture significantly. How you can incorporate their tips and tricks into the training for your new team member?

Send out a survey to current employees which includes questions such as:

  • When you first started, what do you wish you would have been trained on?
  • What tools are important to learn? Is there a project management system or tool that you use?
  • Should we provide the new team member with a course on how to use the program?
  • What do you think are the most important company values?
  • How does the team currently incorporate those values into their daily routines?

Finally, in your survey, consider including a space or area for current employees where they can provide comments or insights for new team members. It could even create an opportunity for current and new team members to meet virtually to discuss things that are not work related. This is a great way for the new team member to learn from others in the company and to get to know some new faces.

Remote Company Culture:

In order to keep the remote culture vibrant, it’s important to be creative and consistent. Consider holding a Zoom happy hour every two weeks or every month. Try to make sure that it’s on everyone’s calendar in advance. The more participation you have in events, the more employees and your new team members will be willing to join the fun.

To Spark Engagement

Create an employee recognition program where employees can send high-fives digitally or set up a monthly meeting to recognize anonymous high-fives or those who want to share their nomination.

Send an employee newsletter out monthly with company updates, employee birthdays/work anniversaries, or fun trivia about the company.

To Spark Creativity

Invite employees to group brainstorming sessions via Zoom, Google Meet, or other online platforms.  This a great way to get ideas from those team members who may be working with the client(s) that are in need of new strategies or plans. Remote company culture is a team sport and everyone contributes to it in some way.

The Fun Stuff:

Finally, here are a few more ideas to make someone’s day a little brighter. If your team is all or partially remote, it’s nice to include as many team members as possible in the activities. Who doesn’t love a ‘“work-family” vibe or sharing an inside joke across the internet?

Welcome Package

Send company swag items (sweatshirt, koozie, bottle opener, branded USB, logo stickers, etc.) to the new team member. Any promotion is good promotion, right?

Pen Pal

Set up existing employees so that they have a rotating “new employee pen pal” schedule, so they can send a hand-written letter saying hello to the new hire.

Birthday Gift:

Birthdays are always fun to celebrate with co-workers! Look up a local bakery or delivery company and pitch in to send the birthday gal or guy a sweet treat. Set up a Zoom or Google Meet for 10 minutes to celebrate and say cheers to another year!

Friday’s 5

This is something that could be done on any day of the week, but we like Fridays. Have each employee share 5 things about their week – whether it was an example of success at work, a personal update, or something they’re grateful for. This will go a long way in making everyone feel more connected. You can share this on a Slack channel for your team or just in an email chain or over a quick Zoom call!

These are some tips and tricks for working remotely. For more information on how Suitless can help you make your team more efficient, explore our website! We can help you learn to build a remote company culture in a short timespan.

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