How To Build A Strong Remote Working Culture

Remote and flexible working are no longer just trends, they’re most often an expectation. More employees than ever are choosing to work from different cities, countries, and even continents, making remote work a standard part of modern business.

So, how do you create a strong, connected remote workforce that thrives across time zones and locations? With over 30 years of experience supporting expatriated remote employees, we’ve put together our top tips for building a successful remote work culture.

Building a strong remote working culture

The number of digital nomads has skyrocketed in recent years, growing from 7.3 million in 2019 to 35 million in 2024, while more companies are embracing remote teams across borders. But not every business has kept pace. While some organisations have fully adapted to remote work, others are struggling to build a culture that supports employees working internationally.

The option to work remotely is becoming increasingly important with employees. 22% of workers say they would expect a pay rise if they lost remote or hybrid work, while 40% say they would look for a new job offering more flexibility. Businesses that aren’t willing to invest in their remote working culture risk not only falling behind their competition, but losing their best talent too.

Remote working, working from home and flexible working: what’s the difference?

Remote working goes by many names, all meaning roughly the same thing yet all slightly different.

Remote working

Remote working implies that an employee has a fully-remote contract. In other words, there is no obligation for them to attend a usual place of work, e.g. the office, except in exceptional circumstances such as for special meetings or events.

Working from home

Working from home is a colloquial term that means roughly the same as remote working. The implied difference, of course, is that ‘remote’ working means an employee has the ability to work from locations that are not their home address – and this may even include other countries.

Flexible working

Flexible working suggests that the employee works both remotely and in a physical location. Flexible workers can choose to work from home some days of the week, but are often expected to attend their office a certain number of days in a given week or month.

In any one of these cases, the company must be mindful that, at any given time, most of their employees will be working outside the office, which means they will usually be working in isolation on a laptop or other device.

The pros and cons of a remote workforce

Remote work brings a number of benefits to both employers and employees. But there are also some downsides to managing a remote workforce.

Understanding the advantages and challenges can help your business make informed decisions when it comes to building a successful remote working culture.

Let’s take a look at some of these pros and cons in more detail:

To make remote work successful, businesses must take a proactive approach. That means creating a culture that keeps employees engaged, connected and supported, no matter where they are.

So, how do you build a strong remote work culture that overcomes these challenges while maximising the benefits? Let’s explore the key strategies that can help.

How to build a remote working culture with employees based all over the world

While there is no one-size-fits-all approach to building a remote work culture, there are certainly some steps you should start to take today.

1/ Start by writing new policies and guidelines

You may already be thinking about the types of policies you would like to include in your remote working guidelines – but until these are written down or updated in your employees’ handbooks, they will remain theoretical. Therefore, you may want to consider such clauses as:

• Can you ensure employees have the right technology to stay in touch with the business?
• Can you help employees kit out their home or remote working environments with ergonomic furniture, screens or other essential assets?
• How will you ensure remote employees’ remuneration, including pay rises, promotions and bonuses, remain consistent with on-site employees?
• Will employees have the right to work abroad?
• Will they be expected to work the typical 9–5, or can they work flexible hours? (Remember, if working abroad, they may be in a different time zone.)

Once you have updated your company policies and procedures, it’s a good idea to ensure they are communicated to staff and that any questions are answered.

2/ Make sure managers are aligned

Great company culture begins with strong leadership. In a remote work environment, where employees can’t rely on in-person interactions to stay connected, it’s even more important that managers are fully engaged with the company’s strategy and know how to deliver it effectively.

Managers need to maintain regular communication with their teams, keeping them informed about key updates and providing ongoing support for career development. However, a recent study highlights a significant communication gap: only 29% of employees are very satisfied with the quality and amount of internal communication they receive, and just 49% of those receiving messages from their supervisors feel familiar with their company’s goals. For remote workers, who rely entirely on digital communication, this gap can lead to disengagement and a decline in company culture.

To bridge this divide, businesses need to equip managers with the right tools and training to communicate with their remote teams clearly and consistently. When leadership is aligned and proactive, remote employees feel more connected, supported, and engaged, helping to build a stronger, more cohesive remote working culture.

3/ Communicate, communicate, communicate

Remote work can sometimes feel isolating, especially when employees go for long stretches without interacting directly with their team. That’s why it’s essential to create structured opportunities for connection through video conferencing and messaging tools.

For some companies, this takes the form of:

• Monday morning stand-ups – A quick check-in where team members outline their priorities for the week, and managers set clear targets and incentives.
• Mid-week social breaks – Casual, virtual “water-cooler” chats over coffee or tea to help maintain camaraderie.
• End-of-week wind-downs – Fun activities like quizzes or creative competitions, possibly paired with a drink, to wrap up the week on a positive note.

You should also encourage managers to have regular one-to-ones with their staff, where they can make sure employees are coping with their workloads, have what they need to excel, and are able to raise any concerns.

That said, 48% of workers feel their company uses too many communication platforms, which can lead to confusion and fatigue. Instead of spreading conversations across multiple apps, focus on a streamlined approach, using just a few well-chosen tools to keep communication effective and engaging.

4/ Promote work-life balance

We all know that remote work comes with flexibility, but it can also blur the lines between work and personal life. And when employees struggle to switch off, burnout isn’t far behind. In fact, 50% of workers looking for new jobs in 2024 said their primary motivation was to find a better work-life balance.

To help your team set healthy boundaries:

• Encourage clear working hours – It’s easy to check one last email or finish up a task after hours, but these extra minutes quickly add up. With 19% of workers now refusing tasks outside their job descriptions to protect their time, it’s clear that setting limits is more important than ever.
• Be mindful of time zones – Working across time zones can cause employees to stretch their hours to match head office schedules, increasing the risk of burnout. Encourage flexible, asynchronous work where possible, and remind teams to respect time differences when setting meetings or deadlines.
• Offer true flexibility – 91% of employees say flexible hours are the best part of remote work, so let them work when they’re most productive. It’s a small change that can make a big difference.
• Normalise breaks and time off – When people feel like they have to be “always-on,” they risk burning out fast. Make it clear that stepping away, whether for a quick walk or a proper vacation, isn’t just allowed – it’s encouraged.

Ultimately, a happy, well-rested team is a productive one. By actively promoting work-life balance, you’re creating a culture where people can do their best work without sacrificing their well-being.

5/ Encourage a culture of recognition

Feeling valued at work isn’t just nice to have, it’s essential for engagement and motivation. In fact, employees who expect their efforts to be recognised are 2.7 times more likely to be highly engaged. But in remote settings, appreciation can easily slip through the cracks, making it even more important to be intentional about recognising hard work.

If you want to build a strong remote culture, regular and meaningful recognition should be part of the equation. Here’s how:

• Make recognition a habit – It doesn’t have to be complicated. A quick shoutout in a team meeting or a message in your company chat can go a long way.
• Encourage peer-to-peer praise – Recognition shouldn’t just come from the top. When employees celebrate each other’s contributions, it strengthens team bonds and boosts morale.
• Tie recognition to company values – A culture of recognition isn’t just about saying “good job.” It’s about reinforcing the behaviours and attitudes that make your company great.

When people feel valued, they’re more engaged, more motivated, and more likely to stick around. And in a remote setting, where face-to-face appreciation isn’t always possible, making recognition a priority is more important than ever.

6/ Keep investing in technology

We’re all familiar with video conferencing and instant messaging software, but we can probably all agree it has a long way to go until it can replace face-to-face interactions. Therefore, when it comes to building a remote company culture, it’s important your business is able to stay on top of the latest technological innovations.

By constantly reviewing and improving your software, you can not only help to make communication more seamless, but also demonstrate your commitment to building a great company culture that works for your employees.

7/ Review your employee benefits

Employee benefits aren’t just a box to tick, they should genuinely support your team no matter where they work. With the rise of remote and international work, it’s worth asking: are your benefits still meeting employees’ needs?

Access to quality healthcare, including mental health support, is becoming more important than ever for international employers. Employees working remotely or across borders need the reassurance that they can get the care they need, wherever they are. Financial protection also plays a key role, giving employees peace of mind that they’re covered in case of illness, injury, or unexpected life events.

A strong benefits package doesn’t just help employees, it can strengthen your business too. When people feel supported and secure, they’re more engaged, productive, and more likely to stay with your company. Regularly reviewing and adapting your benefits ensures they remain relevant, accessible, and aligned with your employees’ needs.

8/ Give space for feedback

When it comes to remote and hybrid work, nothing should be set in stone. In fact, 1 in 4 workers (25%) said their company changed its remote or hybrid working policy in the last year – proof that businesses are still figuring out what works best.

That’s why it’s essential to keep the conversation open. Regular pulse surveys, anonymous feedback forms, or open Q&A sessions can help you stay in tune with how employees are feeling. But listening alone isn’t enough – acting on feedback is what builds trust.

Whether it’s tweaking work-from-home policies, improving communication, or adjusting expectations, giving employees a voice in these decisions makes them feel valued and ensures your remote culture continues to evolve in the right direction.

What is the future of remote working?

Remote working is shaping the future of how businesses operate. As technology advances and employee expectations evolve, companies that embrace flexibility will have a competitive edge in attracting and retaining top talent.

One significant trend on the horizon is the continued rise of global remote teams. As of 2024, approximately 40% of the global workforce is engaged in some form of remote work, a substantial increase from 15% in 2019. With more businesses hiring across borders, companies will need to refine their remote working policies, ensuring employees, no matter where they are, have access to the right benefits, career opportunities, and support systems.

Technology will also play a pivotal role in shaping the future of remote working. Notably, 80% of organisations have increased their investment in generative AI since 2023, with 24% integrating it into various functions. These advancements, including AI-driven collaboration tools and virtual reality meeting spaces, will enable businesses to create seamless and engaging remote work experiences.

Ultimately, the future of remote work is about balance – between flexibility and structure, autonomy and connection, technology and human interaction. Companies that get this balance right will be the ones that thrive in the evolving workplace landscape.

Thinking of relocating your employees?

There has never been a better time to think about relocating your employees abroad. With William Russell you will always receive personal service from our dedicated account management team – we don’t have impersonal call centres, so you and your employees will get straight through to a human being who understands your policy.

We provide international employee benefits for groups of 3-9 employees, 10-39 employees and 40+ employees. Our range of health and protection plans are designed exclusively for expats and international businesses. Gain a competitive advantage with the right insurance benefits package for your employee relocation. Get in touch to find out more.