Building a company culture with your remote teams is not an option, it is critical to expanding the bottom line.

1. By Douglas C. Campbell of
Remote Worker Daily @
www.remoteworkerdaily.com

2. 1. Build
Relationships
5. Ending in a
2. Leads to a
Larger Bottom
Team Culture
Line
4. Leads to a 3. Leads to a
Committed Common
Team Mission

3. Active Beliefs
Clear Objectives
Measured Accountability
Real Ownership

4. Working for a Purpose – what is the
teams purpose and passion. Making it
more than just a paycheck.
Hiring staff that share a set of common
beliefs, common approach, similar
standards and expectations.
Common approach to
schedule, quality, customer service, and
other critical success factors.

5. Team members know what to do and
how to do it with minimal supervision.
Continuous systematic planning,
thinking, clear accountability and
consistent communication.
Each team member knows the puzzle
and where they fit in the puzzle.

6. Establish benchmarks, goals and
indicators and then report and
communicate progress religiously.
Create reporting mechanisms that truly
measure the most important
components of your business.
Measuring success around shared
beliefs and culture..

7. Help employees free themselves from the typical job
descriptions and organizational charts so they can
begin to manage themselves.
Emphasize to employees that they can help develop
new business, build the community, create
innovation, fix problems, right wrongs and make
decisions that impact the organization on their own.
Hold owners accountable.