3 ways to take control of your culture after pandemic

The post-pandemic work world stays in flux. Whilst normality isn’t but inside our grasp, coming into the second 12 months of this disaster heralds a totally new dilemma: How do you make sure you don’t have a fractured firm culture?

When some staff start to come again into places of work, and others proceed working from dwelling, many leaders are questioning how such an association will play out long-term.

As a frontrunner, these are questions which have typically saved me up at evening for the previous 12 months. Since launching my enterprise 15 years in the past, constructing a powerful firm culture—the place groups really feel each challenged and fulfilled—has been on the core of all my decision-making. And I do know I’m removed from alone on this endeavor.


It’s regular to fear how all of these fixed modifications will have an effect on company culture. However I additionally know that one of the undercurrents of the enterprise world is the necessity to repeatedly evolve. We develop into stronger once we can discover new options, once we can proceed pushing the envelope.

Professors Jenny Chatman and Francesca Gino agree. Of their illuminating story for Harvard Business Review, they suggest cultural adaptability—”your group’s capacity to innovate, experiment, and shortly take benefit of new alternatives”—as a manner of serving to maintain these ties we’ve spent years constructing.

I’ve written earlier than about how we will foster a powerful distant culture, and I imagine many of these identical tenets apply to how we strategy our new working circumstances. Listed below are a number of methods to assist your staff keep engaged irrespective of the place they’re positioned.


Step one in sustaining firm culture is making a strong basis. For instance, at my firm, JotForm, it’s been one of my missions to dismantle the “always-on” mindset so inherent within the tech world. “There may be now a mountain of cautious analysis exhibiting that individuals who expertise lengthy hours of work have critical well being penalties,” John Pencavel, professor emeritus of economics at Stanford, informed The New York Times earlier this 12 months. Whether or not staff work in an workplace or remotely, it’s extra crucial than ever {that a} concentrate on well-being stays the identical.

A crucial worth for me, then, is having agency boundaries between our work and residential lives. A technique we uphold this worth regardless of geographical variations is by having guidelines in opposition to sending emails in any respect hours of the day.

In permitting my groups to swap off—and inspiring them to delete their Slack app on weekends—I’m fending off worker burnout and selling a wholesome, extra resilient culture.



Many of the culture initiatives my firm embraced earlier than the pandemic, reminiscent of group picnics or biking collectively throughout the Golden Gate Bridge, could have to keep on the again burner. However that doesn’t imply we will’t guarantee individuals really feel supported in different ways.

Culture doesn’t come down to bodily proximity or dynamic actions; it’s extra about creating an perspective of care. In rising my enterprise to over 300 staff, the strongest predictor of strong firm culture has been in how we’ve handled each other. Just a few issues to at all times be asking ourselves as leaders: Are we humanizing our emails and in search of small ways of personally connecting with our staff every day? Are we making a group versus a enterprise centered solely on metrics and productiveness?

However equally as necessary to being aware of how we talk, are we following these questions up with our actions? In accordance to Rebecca Knight, exhibiting care is finally about respecting our staff. In a narrative for(*3*), she describes what number of working mother and father have been on the receiving finish of being belittled or dismissed as a result of of their standing as mother and father. She writes, “Too many working mother and father and different staff with in depth caregiving obligations have tales of a supervisor who offers them an project at 4 p.m. and asks for it the following morning, or a boss who makes disparaging feedback about one other working mother or father.”

Caring isn’t a couple of tally of all your social gatherings or in-person discussions; it’s about being sympathetic to our workforce’s struggles and distinctive circumstances.


Throughout the pandemic, many firms have been goaded to innovate, together with internet hosting digital summits and curating workforce leisure to create bonding actions. For instance, throughout Sarah Blakely’s summits for Spanx, she features a part throughout which every workforce member should ship a humorous joke.

Video expertise firm OneDay got here up with an concept known as “New Digs,” an initiative the place 4 staff are chosen every month to work from an Airbnb.

“As enterprise leaders we should discover ways to guarantee our individuals are supported, even after they don’t see one another day-after-day,” OneDay’s cofounder and CEO, Clint Lee, told Enterprise Insider. He goes on to say that this system can’t counter all of the destructive results of the pandemic, however it may assist to provide a method to promote good psychological well being amongst groups.

In search of ways to assist our groups really feel extra supported regardless of the place they work from isn’t rocket science. In lots of ways, how we keep away from a fractured firm culture isn’t so completely different from how we’d have prevented it earlier than the pandemic: by establishing belief and doing all the pieces in our energy to rise to the event.

Aytekin Tank is the founder of JotForm, a preferred on-line type builder. Established in 2006, JotForm permits customizable information assortment for enhanced lead technology, survey distribution, cost collections, and extra.