What will TPD be doing to help maintain company culture with more people than pre-Covid telecommuting and working remotely?

Besides the events above, several initiatives during the fifteen months of Covid will be retained.  One such initiative will be the continuation of “Fireside Chats” with Kevin.  Currently, he is on his second such set of chats through his participating in the Diversity and Inclusivity sessions led by Herman Lloyd.  Whether telecommuting or working remotely, the average person saves one hour a day in commuting time.  This time can be used by Office Managers to hold more frequent meetings with the staff in their offices.  Team leaders can use this time for more frequent meetings with their direct reports.  These meetings and Fireside Chats can be used to not only address current items, but in the big picture discuss where the company is going. 

Likewise, to paraphrase JFK, “Ask not what TPD can do for you to maintain connectivity with those working remotely, ask what those working remotely can do to maintain connectivity with TPD.”  With the extra hour or so each day when not commuting, individual employees also need to take advantage of this time to maintain connectivity to fellow team members and office members. 

Will office-based and other corporate events held for TPDers resume? Will I be able to attend them as a remote employee?

As we continue to expand geographically and remotely, plans will continue to evolve, with the goal of bringing as many TPDers together as possible for these events (i.e., quarterly lunch events, QoL Trips, corporate parties, etc.). We plan to slowly and carefully resume company-wide events again soon and will do our best to accommodate TPDers that may be interested in joining the group.

Will I still feel a part of TPD’s company culture if I decide to work remotely?

We would not be able find a building big enough to fit TPD’s culture into and we are not going to try. Although our offices can be hubs for individuals and departments to touch base, our culture was never contained within those walls. TPD’s company culture is intangible and unable to be duplicated – it encompasses the unique way we do what we do and how we make people feel… through delivering and achieving our mission, vision, and values. It is our commitment to our clients and the quality we provide them. It is also providing our employees with the tools they need to build a flexible, healthy lifestyle while growing professionally.

Is working remotely going to reduce my recognition?

Managers should focus on results, not “face time”, but that does not mean it will not be a challenge. Remember that your performance speaks volumes whether you are in the office or working remotely. TPD is strongly encouraging employees to follow these best practices that we thought were helpful from the Society of Human Resources (SHRM): Focus on building relationships. Try to participate in as many virtual get-togethers and optional meetings as you can so your co-workers and management can see your abilities and leadership skills firsthand. And even though you are not physically in the office, you should act as if you were—for example, during meetings, it is recommended to keep your camera on and be appropriately dressed. Contributing ideas, supporting teammates even when you have a full plate, and taking a proactive approach when challenges arise will go a long way in showing why you deserve to be recognized.

Will remote workers feel a part of the team? Will they form and maintain relationships with co-workers?

Communication is key to establishing and maintaining relationships, in person and remotely. If you are a manager and if it is possible, set up assignments so employees are working and interacting with different individuals from your team and the company. Managers can also provide opportunities for social interaction (informal social hours or informal weekly lunches) which remote employees should attend. Taking time at the beginning or end of meetings for informal conversation is another way to build and expand relationships in a hybrid world. The Return to the Office Committee is looking in to forming a mentorship program so employees will have connections within TPD besides the staff they are working with directly.