--- title: 3 Organizational Rules Key to Building a Healthy Remote Company description: Here are some trends your company may notice as remote work becomes increasingly normalized. image: https://blog.solomonpage.com/hubfs/Blog-01-Jan-11-2021-09-32-15-92-PM.png --- - [Home](https://solomonpage.com) - Divisions - Functional Divisions - [Accounting & Finance](https://solomonpage.com/accounting-finance/) - [Administrative & Support](https://solomonpage.com/administrative-support/) - [Creative & Marketing](https://solomonpage.com/creative-marketing/) - [Human Resources](https://solomonpage.com/humanresources/) - [Legal Services](https://solomonpage.com/legal-services/) - [Scientific & Engineering](https://solomonpage.com/scientific-engineering/) - [Technology](https://solomonpage.com/technology/) - Industry Divisions - [Clinical Resource Network](https://solomonpage.com/crn/) - [Fashion & Beauty](https://solomonpage.com/fashion-beauty/) - [Financial Services](https://solomonpage.com/financialservices/) - [Healthcare & Life Sciences](https://solomonpage.com/healthcare-lifesciences/) - [Healthcare Staffing](https://solomonpage.com/healthcare-staffing/) - [Hospitality](https://solomonpage.com/hospitality/) - [Media, Education & Publishing](https://solomonpage.com/digitalmedia-publishing/) - [Specialty Financial Services](https://solomonpage.com/specialtyfinance/) - [Locations](https://solomonpage.com/locations/) - [Contact](https://info.solomonpage.com/contact-us?_gl=1*ffwfay*_gcl_au*MTc3NTM1NDM3MC4xNzI4NjczOTcw) - [Blog](https://blog.solomonpage.com) [![SP_Corporate Global_horiz_lockup_positive_DIGITAL_HIGH](https://blog.solomonpage.com/hs-fs/hubfs/SP_Corporate%20Global_horiz_lockup_positive_DIGITAL_HIGH.png?width=294&name=SP_Corporate%20Global_horiz_lockup_positive_DIGITAL_HIGH.png)](https://solomonpage.com) - [WHAT WE DO](https://www.solomonpage.com/service-offerings) - [AREAS OF EXPERTISE](https://www.solomonpage.com/areas-of-expertise) - [ABOUT](https://www.solomonpage.com/about) - [JOB OPPORTUNITIES](https://opportunities.solomonpage.com) ## Blog # 3 Organizational Rules Key to Building a Healthy Remote Company January 11, 2021 Filed Under: [Organization](https://blog.solomonpage.com/tag/organization), [Remote Work](https://blog.solomonpage.com/tag/remote-work) ![Remote Company](https://blog.solomonpage.com/hubfs/Blog-01-Jan-11-2021-09-32-15-92-PM.png) - [mailto:?body=https://blog.solomonpage.com/3-organizational-rules-key-to-building-a-healthy-remote-company](mailto:?body=https://blog.solomonpage.com/3-organizational-rules-key-to-building-a-healthy-remote-company) - - - By [Scott Dust](https://www.scottdust.com) Photo Credit: iStock Over the [holidays](https://blog.solomonpage.com/how-to-improve-your-ability-to-relax-during-the-pandemic-holidays) I asked a family member, who runs a 500-person organization, “How’s business?” The clarity and intensity of his response surprised me. “I’m done managing offices—we’re going 100% remote in 2021.” After decades of owning or renting well-manicured, three-story buildings with 200-plus-person parking lots, he was determined to go virtual. I couldn’t help but wonder whether those 500 employees were equally as eager for this abrupt change. Although it might be in the long-term best interest of organizations, managing a remote [workforce](https://blog.solomonpage.com/three-predictions-for-the-future-of-work-in-2021) is no simple task. There’s more to it than saving on overhead. Yes, the technology is ready and waiting. But I fear that organizations are failing to plan for the organizational culture implications of going remote. Many organizations are likely to deal with this in 2021. Prior to the pandemic, 2.5% of U.S. employees during 2017-2018 worked from home. Currently, over 40% of the workforce is working remotely due to the outbreak of [COVID-19](https://blog.solomonpage.com/9-ways-to-keep-growing-in-your-career-during-covid-19). And a recent study suggests that 37% of U.S. jobs can be done from home. Many leaders, just like the family member I mentioned, are adamant that employees don’t need to come back. If this is indeed the case, there are several factors organizations should be aware of to prepare for this change in culture. **TEAM BUILDING** It’s hard to build trust in remote work environments. There’s something about face-to-face interaction that virtual communication can’t replace. This is important because trust is a cornerstone component of several important team processes such as team psychological safety, team cohesion, and team satisfaction. Team building happens more organically in face-to-face settings. Thus, in virtual environments, team building will need to be scheduled and more purposeful. Organizations should consider mandatory off-site retreats or regularly scheduled Zoom sessions, perhaps in the form of weekly brown-bag lunches or the like. Organizations should also pay close attention to the socialization of new employees. Newbies will have an exponentially harder time getting to know team members when they don’t have the luxury of getting to know them in face-to-face settings. **STRETCHED WORK HOURS** Since the invention of the internet, work time has increasingly been stretched across the week. The traditional 9-to-5, Monday-to-Friday schedule is less relevant. This trend became even more drastic after the invention of mobile devices. Moving an entire organization virtual creates a herding effect of stretched work hours. If everyone is working from home, everyone has blurred lines between work and home, and everyone is “sprinkling” their work across the entire week—in the evenings and on the weekend—instead of “chunking” their work into traditional timeframes. Organizations need to be aware that employees work more total hours when working remotely, compared to when face-to-face. While this might sound appealing, it can also lead to burnout, and in turn, poor performance and turnover. Another important consideration is recognizing that when it comes to the interface of work and home, employees typically associate as either a “segmenter” or an “integrator.” Segmenters prefer to keep work and home separate and become frustrated when they can’t retain clear boundaries between these two life domains. Integrators enjoy the dynamic and fluid nature of going back-and-forth between work and nonwork tasks. Virtual organizations work well for integrators, but not for segmenters. Organizations should therefore consider whether it’s worth retaining a small, communal office space for employees who want the option of getting out of their house. This can be particularly helpful for employees with less-than-ideal conditions at home due to interruptions from family, or a subpar workspace. **INFORMAL INTERACTIONS** The degree to which an organization is formal or informal plays a strong role in how employees interact with each other, their customers, and their clients. In face-to-face settings, expectations regarding formality are relatively clear. The office setting (e.g., quiet versus noisy, offices and cubicles versus shared space) combined with observing superiors (e.g., the way they dress, the way they interact with others) offers strong cues on formality expectations. These signals are muted in virtual work environments. Further, when working from home, the tendency is to lean toward being informal given that we typically let our guard down a bit while in our own space. For many employees, going virtual will be the first time they’ve wondered whether it’s acceptable to wear sweatpants, skip the shower, or manage nonwork tasks (e.g., kids, pets, making food) while on a Zoom meeting. If an informal organizational culture fits with the organizations’ brand, strategy, or human capital initiatives, great. If not, organizations can run into challenges. For one, it’s nearly impossible to mandate formality. Instead, the best organizations can do is articulate their professionalism expectations and send strong signals on expectations by role modeling appropriate behaviors. **STRONGER COMMITMENT TO PURPOSE** Many organizations have been experimenting with virtual workers for years, or already have specific positions that have always worked remotely. When we hear stories of big-name companies such as Facebook and Google stating that they will give employees the option of working from home for the foreseeable future, it’s tempting for the masses to want to do the same. The difference, however, is that these organizations have already been working hard at figuring out how to manage remote team building, adapt to the stretching of work hours, and find the right balance between formality and informality. As organizations prepare for 2021 and evaluate the potential for a virtual workforce, they should pay attention to these potential changes in organizational culture. Regardless of whether you believe the old business adage that “culture eats strategy for breakfast,” it’s hard to dismiss the reality that cultural considerations should be part of a transition plan. For the original article, visit: [Fast Company](https://www.fastcompany.com/90592642/3-organizational-rules-key-to-building-a-healthy-remote-company). ### related Posts [![women leaders](https://blog.solomonpage.com/hs-fs/hubfs/women%20leaders-01-2.png?width=861&upsize=true&name=women%20leaders-01-2.png)](https://blog.solomonpage.com/25-famous-female-leaders-on-power) ### [25 Famous Female Leaders on Power](https://blog.solomonpage.com/25-famous-female-leaders-on-power) March 15 , 2022 [![Writing](https://blog.solomonpage.com/hs-fs/hubfs/Blog-01-Aug-12-2021-09-11-44-52-PM.png?width=861&upsize=true&name=Blog-01-Aug-12-2021-09-11-44-52-PM.png)](https://blog.solomonpage.com/writing-well-is-an-even-more-essential-skill-in-a-world-of-remote-work) ### [Writing Well Is an Even More Essential Skill in a World of Remote Work](https://blog.solomonpage.com/writing-well-is-an-even-more-essential-skill-in-a-world-of-remote-work) August 12 , 2021 ### Subscribe Here! ### ARCHIVES - [November 2020 (18)](https://blog.solomonpage.com/archive/2020/11) - [December 2020 (18)](https://blog.solomonpage.com/archive/2020/12) - [February 2021 (16)](https://blog.solomonpage.com/archive/2021/02) - [March 2021 (16)](https://blog.solomonpage.com/archive/2021/03) - [October 2020 (15)](https://blog.solomonpage.com/archive/2020/10) - [January 2021 (12)](https://blog.solomonpage.com/archive/2021/01) - [April 2021 (12)](https://blog.solomonpage.com/archive/2021/04) - [July 2013 (10)](https://blog.solomonpage.com/archive/2013/07) - [August 2013 (10)](https://blog.solomonpage.com/archive/2013/08) - [December 2013 (10)](https://blog.solomonpage.com/archive/2013/12) - [November 2014 (10)](https://blog.solomonpage.com/archive/2014/11) - [September 2013 (9)](https://blog.solomonpage.com/archive/2013/09) - [October 2013 (9)](https://blog.solomonpage.com/archive/2013/10) - [January 2014 (9)](https://blog.solomonpage.com/archive/2014/01) - [March 2014 (9)](https://blog.solomonpage.com/archive/2014/03) - [June 2014 (9)](https://blog.solomonpage.com/archive/2014/06) - [July 2014 (9)](https://blog.solomonpage.com/archive/2014/07) - [December 2014 (9)](https://blog.solomonpage.com/archive/2014/12) - [July 2015 (9)](https://blog.solomonpage.com/archive/2015/07) - [October 2015 (9)](https://blog.solomonpage.com/archive/2015/10) - [March 2020 (9)](https://blog.solomonpage.com/archive/2020/03) - [August 2020 (9)](https://blog.solomonpage.com/archive/2020/08) - [July 2021 (9)](https://blog.solomonpage.com/archive/2021/07) - [April 2022 (9)](https://blog.solomonpage.com/archive/2022/04) - [May 2013 (8)](https://blog.solomonpage.com/archive/2013/05) - [November 2013 (8)](https://blog.solomonpage.com/archive/2013/11) - [February 2014 (8)](https://blog.solomonpage.com/archive/2014/02) - [April 2014 (8)](https://blog.solomonpage.com/archive/2014/04) - [May 2014 (8)](https://blog.solomonpage.com/archive/2014/05) - [August 2014 (8)](https://blog.solomonpage.com/archive/2014/08) - [September 2014 (8)](https://blog.solomonpage.com/archive/2014/09) - [October 2014 (8)](https://blog.solomonpage.com/archive/2014/10) - [January 2015 (8)](https://blog.solomonpage.com/archive/2015/01) - [February 2015 (8)](https://blog.solomonpage.com/archive/2015/02) - [March 2015 (8)](https://blog.solomonpage.com/archive/2015/03) - [May 2015 (8)](https://blog.solomonpage.com/archive/2015/05) - [June 2015 (8)](https://blog.solomonpage.com/archive/2015/06) - [August 2015 (8)](https://blog.solomonpage.com/archive/2015/08) - [September 2015 (8)](https://blog.solomonpage.com/archive/2015/09) - [August 2016 (8)](https://blog.solomonpage.com/archive/2016/08) - [April 2020 (8)](https://blog.solomonpage.com/archive/2020/04) - [June 2021 (8)](https://blog.solomonpage.com/archive/2021/06) - [October 2021 (8)](https://blog.solomonpage.com/archive/2021/10) - [March 2022 (8)](https://blog.solomonpage.com/archive/2022/03) - [May 2023 (8)](https://blog.solomonpage.com/archive/2023/05) - [June 2013 (7)](https://blog.solomonpage.com/archive/2013/06) - [April 2015 (7)](https://blog.solomonpage.com/archive/2015/04) - [November 2015 (7)](https://blog.solomonpage.com/archive/2015/11) - [February 2016 (7)](https://blog.solomonpage.com/archive/2016/02) - [July 2016 (7)](https://blog.solomonpage.com/archive/2016/07) - [September 2016 (7)](https://blog.solomonpage.com/archive/2016/09) - [July 2020 (7)](https://blog.solomonpage.com/archive/2020/07) - [May 2021 (7)](https://blog.solomonpage.com/archive/2021/05) - [August 2021 (7)](https://blog.solomonpage.com/archive/2021/08) - [April 2013 (6)](https://blog.solomonpage.com/archive/2013/04) - [December 2015 (6)](https://blog.solomonpage.com/archive/2015/12) - [January 2016 (6)](https://blog.solomonpage.com/archive/2016/01) - [May 2020 (6)](https://blog.solomonpage.com/archive/2020/05) - [September 2020 (6)](https://blog.solomonpage.com/archive/2020/09) - [March 2023 (6)](https://blog.solomonpage.com/archive/2023/03) - [January 2025 (6)](https://blog.solomonpage.com/archive/2025/01) - [June 2016 (5)](https://blog.solomonpage.com/archive/2016/06) - [May 2017 (5)](https://blog.solomonpage.com/archive/2017/05) - [July 2018 (5)](https://blog.solomonpage.com/archive/2018/07) - [August 2018 (5)](https://blog.solomonpage.com/archive/2018/08) - [February 2024 (5)](https://blog.solomonpage.com/archive/2024/02) - [March 2024 (5)](https://blog.solomonpage.com/archive/2024/03) - [November 2024 (5)](https://blog.solomonpage.com/archive/2024/11) - [March 2025 (5)](https://blog.solomonpage.com/archive/2025/03) - [May 2025 (5)](https://blog.solomonpage.com/archive/2025/05) - [June 2025 (5)](https://blog.solomonpage.com/archive/2025/06) - [April 2026 (5)](https://blog.solomonpage.com/archive/2026/04) - [March 2016 (4)](https://blog.solomonpage.com/archive/2016/03) - [April 2017 (4)](https://blog.solomonpage.com/archive/2017/04) - [October 2018 (4)](https://blog.solomonpage.com/archive/2018/10) - [January 2019 (4)](https://blog.solomonpage.com/archive/2019/01) - [March 2019 (4)](https://blog.solomonpage.com/archive/2019/03) - [June 2022 (4)](https://blog.solomonpage.com/archive/2022/06) - [May 2024 (4)](https://blog.solomonpage.com/archive/2024/05) - [October 2016 (3)](https://blog.solomonpage.com/archive/2016/10) - [May 2018 (3)](https://blog.solomonpage.com/archive/2018/05) - [June 2018 (3)](https://blog.solomonpage.com/archive/2018/06) - [September 2018 (3)](https://blog.solomonpage.com/archive/2018/09) - [December 2018 (3)](https://blog.solomonpage.com/archive/2018/12) - [November 2019 (3)](https://blog.solomonpage.com/archive/2019/11) - [January 2020 (3)](https://blog.solomonpage.com/archive/2020/01) - [September 2021 (3)](https://blog.solomonpage.com/archive/2021/09) - [February 2022 (3)](https://blog.solomonpage.com/archive/2022/02) - [July 2022 (3)](https://blog.solomonpage.com/archive/2022/07) - [June 2023 (3)](https://blog.solomonpage.com/archive/2023/06) - [August 2023 (3)](https://blog.solomonpage.com/archive/2023/08) - [October 2023 (3)](https://blog.solomonpage.com/archive/2023/10) - [December 2023 (3)](https://blog.solomonpage.com/archive/2023/12) - [October 2024 (3)](https://blog.solomonpage.com/archive/2024/10) - [December 2024 (3)](https://blog.solomonpage.com/archive/2024/12) - [February 2025 (3)](https://blog.solomonpage.com/archive/2025/02) - [July 2025 (3)](https://blog.solomonpage.com/archive/2025/07) - [August 2025 (3)](https://blog.solomonpage.com/archive/2025/08) - [May 2026 (3)](https://blog.solomonpage.com/archive/2026/05) - [July 2017 (2)](https://blog.solomonpage.com/archive/2017/07) - [August 2017 (2)](https://blog.solomonpage.com/archive/2017/08) - [October 2017 (2)](https://blog.solomonpage.com/archive/2017/10) - [November 2017 (2)](https://blog.solomonpage.com/archive/2017/11) - [April 2018 (2)](https://blog.solomonpage.com/archive/2018/04) - [November 2018 (2)](https://blog.solomonpage.com/archive/2018/11) - [December 2019 (2)](https://blog.solomonpage.com/archive/2019/12) - [February 2020 (2)](https://blog.solomonpage.com/archive/2020/02) - [June 2020 (2)](https://blog.solomonpage.com/archive/2020/06) - [November 2021 (2)](https://blog.solomonpage.com/archive/2021/11) - [May 2022 (2)](https://blog.solomonpage.com/archive/2022/05) - [August 2022 (2)](https://blog.solomonpage.com/archive/2022/08) - [November 2022 (2)](https://blog.solomonpage.com/archive/2022/11) - [December 2022 (2)](https://blog.solomonpage.com/archive/2022/12) - [April 2023 (2)](https://blog.solomonpage.com/archive/2023/04) - [November 2023 (2)](https://blog.solomonpage.com/archive/2023/11) - [January 2024 (2)](https://blog.solomonpage.com/archive/2024/01) - [July 2024 (2)](https://blog.solomonpage.com/archive/2024/07) - [September 2025 (2)](https://blog.solomonpage.com/archive/2025/09) - [October 2025 (2)](https://blog.solomonpage.com/archive/2025/10) - [March 2026 (2)](https://blog.solomonpage.com/archive/2026/03) - [February 2017 (1)](https://blog.solomonpage.com/archive/2017/02) - [March 2017 (1)](https://blog.solomonpage.com/archive/2017/03) - [December 2017 (1)](https://blog.solomonpage.com/archive/2017/12) - [February 2018 (1)](https://blog.solomonpage.com/archive/2018/02) - [February 2019 (1)](https://blog.solomonpage.com/archive/2019/02) - [May 2019 (1)](https://blog.solomonpage.com/archive/2019/05) - [June 2019 (1)](https://blog.solomonpage.com/archive/2019/06) - [July 2019 (1)](https://blog.solomonpage.com/archive/2019/07) - [August 2019 (1)](https://blog.solomonpage.com/archive/2019/08) - [October 2019 (1)](https://blog.solomonpage.com/archive/2019/10) - [December 2021 (1)](https://blog.solomonpage.com/archive/2021/12) - [October 2022 (1)](https://blog.solomonpage.com/archive/2022/10) - [January 2023 (1)](https://blog.solomonpage.com/archive/2023/01) - [April 2024 (1)](https://blog.solomonpage.com/archive/2024/04) - [June 2024 (1)](https://blog.solomonpage.com/archive/2024/06) - [August 2024 (1)](https://blog.solomonpage.com/archive/2024/08) - [April 2025 (1)](https://blog.solomonpage.com/archive/2025/04) - [December 2025 (1)](https://blog.solomonpage.com/archive/2025/12) - [January 2026 (1)](https://blog.solomonpage.com/archive/2026/01) - [June 2026 (1)](https://blog.solomonpage.com/archive/2026/06) See all SEARCH ### Most Popular Posts - Solomon Page - [Home](https://solomonpage.com/) - [Service Offerings](https://solomonpage.com/service-offerings/) - [Areas of Expertise](https://solomonpage.com/areas-of-expertise/) - [About](https://solomonpage.com/about/) - [Opportunities](http://opportunities.solomonpage.com/) - Our Divisions - [Accounting & Finance](https://solomonpage.com/accounting-finance) - [Administrative & Support](https://solomonpage.com/administrative-support) - [Clinical Resource Network](https://solomonpage.com/crn) - [Creative & Marketing](https://solomonpage.com/creative-marketing) - [Fashion & Beauty](https://solomonpage.com/fashion-beauty) - [Financial Services](https://solomonpage.com/financialservices) - [Healthcare](https://solomonpage.com/healthcare-lifesciences) - [Hospitality](https://solomonpage.com/hospitality) - [Human Resources](https://solomonpage.com/humanresources) - [Legal Services](https://solomonpage.com/legal-services) - [Media, Education & Publishing](https://solomonpage.com/digitalmedia-publishing) - [Scientific & Engineering](https://solomonpage.com/scientific-engineering) - [Specialty Financial Services](https://solomonpage.com/specialtyfinance) - [Technology](https://solomonpage.com/technology) - Employment Tools - [Search Jobs](http://opportunities.solomonpage.com/) - [Submit a Resume](https://opportunities.solomonpage.com) - [Submit a Staffing Request](https://solomonpage.com/contact) [![Solomon](https://blog.solomonpage.com/hubfs/SP_Corporate%20Global_horiz_lockup_positive_DIGITAL_HIGH.png)](https://solomonpage.com) ##### Solomon Page 260 Madison Avenue New York, New York 10016 Phone: (212) 403-6100 Fax: (212) 764-6003 Follow us [Linkedin](https://www.linkedin.com/company/solomon-page-group) [Google](https://plus.google.com/+solomonpagegroup/about) [Facebook](https://www.facebook.com/SolomonPageGroup) [Twitter](https://twitter.com/solomonpage) Copyright ©2019 Solomon Page. All Rights Reserved.   [Disclosure](https://solomonpage.com/disclosure/)