Building a Remote Culture: 5 Lessons Learned

If You Want People to Care, You Need to Give Them Something to Care About

Once you’ve established those values, you need to talk about them, repeatedly, and most importantly, you need to actually live by your values.

LaterPay is the first distributed company that I’ve worked for. But it’s also the company that has the most defined culture that I’ve experienced. So defining our values was quite a big project. It took surveys, a lot of analysis of the responses to those surveys, multiple conversations with team members and also with the management team. And today, our values live on our website, on our internal wiki, they’re part of our onboarding processes, as well as our feedback processes. We take them to our team events, and we do our very best to lead by example. And whenever we fail to lead by example, you can be sure that at least one of our team members will flag it to me or the management team so that we know we have something to improve.

It’s important that you create an environment that’s inclusive to your remote colleagues. And the only way to do that is to think remote-first.

So how does that work in principle? Well, say you happen to bump into a colleague or you have a call and you start talking about a specific project and you start discussing the next steps on that specific project. At LaterPay, we expect you, after that call or after that encounter, to write down those next steps and share it with the rest of the team.

  • Define your values, put in that effort, live by your values and establish your culture that way.
  • Think and react remote-first to be inclusive to your remote employees if you’re not 100% remote.
  • You’re probably not being transparent enough.
  • Making a connection and building a relationship between people has to be a deliberate effort.
  • Make sure that you keep the focus on the people.


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