What are the fundamental differences between fostering remote cultures vs. office cultures?
At Vista, we want to make the most of our time together whether gathering virtually or physically. Our team members are given the ability to work together remotely across time zones and locations through virtual communication, project management, and knowledge sharing tools. Physical collaboration spaces are still available in some geographies for times when our team members feel they can work better face-to-face, and we believe that in-person collaboration and events create important personal bonds, constructive debate-based alignment, trust, and strong relationships. Whether remote or in-person, our culture is built on these shared moments, and we strive to create a more inclusive working environment while building a culture that’s more conducive to physical and mental health.
What are some of the ways your company keeps it’s remote culture thriving?
Our remote-first strategy creates an environment and culture in which team members can thrive and be more involved, productive, and engaged through onboarding programs, regular team member surveys, and collaboration tools. As soon as you join Vista, our remote-first new team member Onboarding kicks off with a world-class 100-day experience that fosters a sense of culture and community and helps all new team members feel fully acclimated. Team members have access to Udemy for online training and learning, and we strengthen our asynchronous team culture through tools such as Box, Slack, and Zoom. Our leaders have monthly all-hands to keep team members in the loop and managers have regularly scheduled one-to-ones to stay connected. Through weekly Peakon surveys, we are able to measure the engagement and understand how team members feel about working at Vista over time, and, ultimately, enables us to see if the changes we’re making within our teams and organizations are resulting in a positive impact. From the team member’s perspective; this is an opportunity to speak up and give valuable feedback about working at Vista.
Check Out Vista’s Careers Page Here!
What are the fundamental differences between fostering remote cultures vs. office cultures?
While the core values of our company continue to underpin and define our culture, there are fundamental differences in how those values are exemplified, nurtured, and reinforced in a remote environment. In the absence of face-to-face interactions, it becomes increasingly important to foster inclusive leadership, collaboration, teamwork, and most importantly trust. Driving the adoption of digital tools that allow day-to-day social connections, as well as self-service tools, is critical in a remote workplace, as is effectively managing performance, burnout, and morale. Policies and practices that place a greater emphasis on work-life balance, flexibility, and emotional health and well-being are key.
What are some of the ways your company keeps it’s remote culture thriving?
As a global company with remote associates spanning 22 countries, we have a comprehensive strategy to build a “One Team” culture via our internal social media platform, which enables us to foster a strong sense of global community. We focus our efforts on associate storytelling to bring our culture to life and run numerous associate engagement campaigns on this platform to celebrate being a part of Conduent- nearly 2/3rds of our associates are actively engaged on this platform at any given time.
We also tie our recognition and performance management programs to our core values, continuously recognizing and spotlighting behaviors aligned to our values. Our virtual onboarding efforts, combined with technology enablement, ensure our remote new hires are well assimilated into our company at the onset, with onboarding and learning sessions being delivered online and via video.
We place a strong emphasis on virtual learning for skill development and career growth, offering more than 2 million online learning assets. In 2021 we launched a unique program called ‘Train The Digital Trainer (TTDT),’ enabling those delivering any training to upskill their virtual/remote delivery & facilitation skills using specialized virtual training tools.
Our Employee Impact Groups (EIGs) have continued to play a critical role in creating a workplace and culture where everyone has a strong sense of belonging and we are continuously focused on building the capabilities of our people leaders to manage remote teams, build personal connections and leverage technology for online culture-building activities. In 2021, our EIG membership doubled and we added an 8th EIG, Generations, to promote understanding and teamwork across age groups and tenures.
The 2021 engagement score for our remote associates stood at close to 80% for those who transitioned to remote work during the pandemic and we are proud of the work we are doing to build a workplace where everyone can make a difference and thrive – regardless of their work location.
Check Out Conduent’s Careers Page Here!
What are the fundamental differences between fostering remote cultures vs. office cultures?
At Sitel Group, we are deeply committed to enhancing and improving the employee experience. From physical centers to digital spaces, Sitel Group ensures that everything we do is focused on supporting our people, leveraging technology and tools, and creating innovative solutions to enhance the overall experience. Our physical and virtual hubs are created for collaboration and designed for comfortable working. Digitally, we have launched platforms, events, and activities where employees working from anywhere can easily participate and join the global community.
What are some of the ways your company keeps its remote culture thriving?
In 2019, Sitel Group launched Sitel® MAX – My Associate Experience – is our business-wide mindset and methodology for transforming the associate experience. Sitel MAX is a cross-functional approach to co-designing and implementing initiatives at site, regional and global levels to transform the associate experience at Sitel Group®. More than a traditional voice of the employee program, Sitel MAX makes our people active participants in their experience and operationalizes a culture of continuous improvement. Through Sitel MAX, our people identify opportunities to grow, improve and engage as architects of new solutions. Additionally, we have a global wellness program, SitelFit, which is more about exercise, it’s about encouraging our people to make healthier choices for a healthier body and happier mind by making #OneSmallChange.
Check Out Sitel Group’s Careers Page Here!
What are the fundamental differences between fostering remote cultures vs. office cultures?
In a remote culture, it is essential to keep open communication across the departments. We rely heavily on Chatter to keep our employees informed on what is going on and to share news. For remote cultures, it is also important to keep people connected personally. We use Chatter to share employee pictures, birthdays, anniversaries, etc. It is also important to remind everyone of their purpose when they work remotely so we promote volunteerism and ask that people share their activities, we host regular team and cross-functional calls where we encourage personal story-sharing to keep the teams up to date with one another.
What are some of the ways your company keeps its remote culture thriving?
Chatter teams to share birthdays, anniversaries, events, and more. Bi-weekly calls with our CEO on the updates around Coronavirus, regular team and cross-functional meetings where we promote story sharing on a personal basis.