Remote work isn't going anywhere. Right now, 12.7% of full-time employees work from home, and another 28.2% are working hybrid schedules—meaning more than 40% of the workforce has already left the traditional office behind.
But here's the problem: only 28% of fully remote workers say they feel connected to their company's mission and purpose. When employees check out mentally, it hits the bottom line hard—disengaged workers cost organizations around 34% of their annual salary in lost productivity. So if you're leading a distributed team, you're probably asking yourself the same question every day: how do I keep people engaged, connected, and committed when they're working from kitchen tables and home offices across different cities and time zones?
The answer isn't about trying to recreate the office experience over Zoom. It's about deliberately building connection, communication, and recognition in ways that actually make sense for how people work today.
Workplace culture doesn’t need an office. In this post-pandemic world, there are plenty of fully remote companies that have thriving, intentional cultures without having every employee in a single location. As an HR or other leader managing remote teams, you have lots of strategies to maintain a positive, focused, and healthy organizational culture. And it's important to recognize that what works best may be different across generations, from Gen Z employees who've entered the workforce remotely to Baby Boomers adapting to this newer virtual world.
Here are six tips for keeping employees engaged even when everyone’s hidden away (in their pajamas) at home.
Creating a team culture in a remote environment requires activities that make sense to different generations. Gen Z employees might like a collaborative Spotify playlist or virtual gaming sessions during lunch breaks, but their Gen X colleagues may prefer interest-based Slack channels where they can connect over shared hobbies without the pressure of mandatory fun. During the pandemic, I got invaluable feedback in a #dogowners channel about huskies before I bought my puppy, which showed me how these casual spaces can not only build connections but provide valuable help! Note to self: Huskies shed. A lot.
The key is offering diverse connection opportunities. There could be structured activities like knowledge-sharing sessions that allow Baby Boomers to showcase their expertise or virtual volunteering opportunities that appeal to more socially conscious millennials.
How to implement this effectively:
By making these activities optional but available, rotating times to accommodate different schedules, HR leaders can encourage connections that strengthen team culture without forcing a one-size-fits-all approach.
Outdated laptops, sluggish internet, unreliable VPNs, and clunky video conferencing platforms can drain productivity. Who among us hasn't had to frantically reboot their computer mid-meeting or enjoys sharing memes about that one communication platform notorious for confusing everyone with its complicated interface? Nothing ruins a remote culture faster than technological frustration. When team members can't properly participate due to tech issues, they become disconnected from your organization.
Companies that prioritize remote employee engagement invest in reliable technology infrastructure. This means providing stipends for home office equipment, upgrading to enterprise-level video conferencing tools, and ensuring every team member has the bandwidth and hardware they need to participate fully in virtual meetings and collaborative work.
You can start by letting your teams know which tools are already available. Then, ask them what they need to be their most productive selves. Whatever the additional investment might be, it’s unlikely it’ll cost more than the productivity lost from not having the right tools for the job.
Essential tech for remote engagement:
If remote work is relatively new for your company, you'll want to spell out exactly what you expect from people now that they're not in the office full-time. Or if you’ve been doing it for a while, it’s good to remind employees. But here's the thing…different generations might need different approaches.
Your Gen Z employees who are just starting their careers often thrive with more structure and regular check-ins to help them stay on track and engaged. Meanwhile, Millennials who've been doing this since 2020 probably want flexibility but clear accountability. Gen Xers typically love their independence but still appreciate knowing the ground rules, and Baby Boomers may find it helpful to have really clear communication guidelines as they adjust to an all-digital work environment.
Clear expectations aren't just about productivity, they encourage a healthy remote culture where everyone understands how to contribute.
What to clarify:
In a remote working environment, communication IS your culture. You can't rely on those casual hallway conversations or popping by someone’s desk to keep everyone connected, so you need to be intentional about communication. What might feel like over-communication in an office setting is actually just right when everyone's working from different locations and time zones.
Your Baby Boomers may prefer phone calls and formal emails and they’ll appreciate structured video meetings. Gen Xers are still partial to email communications whereas Millennials and Gen Z enjoy the efficiency of instant messaging that’s available on their phones as well.
Successful remote teams communicate more frequently, more transparently, and through more channels which prevents feelings of isolation or being out of the loop. In the office, information usually travels organically through proximity, but remotely, you have to create that flow of information whether that's through daily stand-ups, regular Slack updates, or simply checking in to ask "how's it going?" more often than you normally would.
Communication cadence that works:
Just because you can't meet face-to-face doesn't mean you should skip those crucial one-on-one conversations with your team members. Virtual check-ins can be just as powerful as sitting across from someone in a conference room. Your younger employees might love quick, informal video chats or even prefer check-ins via Slack, while more senior team members often appreciate the structure of a scheduled video call with a clear agenda.
Keeping your camera on is important not just for one-on-ones but for all online meetings. Seeing facial expressions and making (virtual) eye contact goes a long way toward building team bonds and avoiding any misunderstandings that happen when you're just a voice on a call.
The trick is being genuinely present during any online conversation. Work on eliminating distractions and take notes for future follow-up conversations. Just because a meeting didn’t happen in-person, doesn’t mean it isn’t important. These video connections are the building blocks of your remote culture.
Make one-on-ones count:
Recognition is essential for building a strong remote culture. Sharing appreciation for an employee in a public forum isn’t just about motivation, it’s about connecting them to their purpose within your company. You don’t have to just recognize your direct reports, recognize your peers and your superiors, too!
Without those in-person high-fives, spontaneous desk visits to say "great job," or team lunches, you need to be more deliberate about recognition. Try starting meetings with shout-outs, create a dedicated #wins channel in Slack where people can celebrate everything from landing a big client to finally fixing that annoying bug, or send a company-wide email highlighting someone's contribution.
Gen Z and Millennials might love public recognition on Slack with plenty of emoji reactions, whereas Gen X and Boomer employees might prefer a more personal email or a mention in a team meeting. The format matters less than the frequency. In a remote work setting, assume that your team members are doing great work that you're simply not seeing, and make it your mission to uncover and celebrate it regularly.
Recognition strategies for remote teams:
Even with the best intentions, companies make predictable mistakes when building remote culture. Here's what to watch out for:
Mandatory fun that feels forced. Virtual happy hours and team-building activities work best when they're optional and varied. When you mandate attendance at social events, they become another meeting on an already packed calendar.
Treating all employees the same. A one-size-fits-all approach to remote engagement ignores generational differences, personality types, and individual work styles. What motivates and engages one person might drain another.
Neglecting informal communication. All business, all the time creates transactional relationships. Make space for casual conversation, whether that's a #random Slack channel, virtual water cooler time, or encouraging small talk before meetings start.
Forgetting about asynchronous workers. If team members work across different time zones or have flexible schedules, make sure your engagement strategies don't exclude them. Record meetings, share updates in writing, and create opportunities for connection that don't require real-time participation.
Skimping on benefits that matter. Remote employees can't access free office snacks, gym memberships, or commuter benefits. Make sure your benefits package reflects the reality of remote work with things like home office stipends, wellness programs, and lifestyle perks they can actually use.
You can't improve what you don't measure. Track these metrics to gauge whether your remote engagement strategies are working:
Pulse surveys: Regular (monthly or quarterly) check-ins asking employees about connection, communication, and satisfaction. Keep them short—5-7 questions max.
Participation rates: Monitor attendance at optional virtual events, engagement in Slack channels, and participation in recognition programs. Low numbers signal disengagement.
One-on-one completion rates: Are managers actually holding regular check-ins with their direct reports? If these meetings keep getting cancelled or rescheduled, that's a red flag.
Employee retention: Track turnover rates, especially among remote workers. Exit interview data can reveal whether lack of connection or culture contributed to departures.
eNPS (Employee Net Promoter Score): Ask employees how likely they are to recommend your company as a place to work. This simple metric reveals overall satisfaction and engagement.
Internal mobility: Are remote employees getting promoted and taking on new roles at similar rates to in-office staff? If not, engagement and visibility might be issues.
The most successful remote teams understand that culture isn't built in an office. It's built through meaningful engagement. When employees can choose how they connect, whether that's through a weekly virtual happy hour, a hilarious meme channel, or a monthly book club, that brings together colleagues from different generations around shared interests, authentic culture emerges.
Remote work isn't a temporary adjustment anymore. It's the reality for millions of employees and will continue to be for the foreseeable future. Organizations that invest in intentional remote engagement strategies, provide the right tools and technology, communicate clearly and frequently, and recognize contributions regularly will build cultures that thrive regardless of physical location.
At Access Perks, we help companies create benefits programs that engage remote and hybrid teams through meaningful lifestyle perks, travel discounts, and wellness benefits that employees can access from anywhere. When your team feels valued through comprehensive benefits, engagement follows naturally. Learn more about building a remote culture your employees love.