Working within a remote team is becoming increasingly common. In this hybrid work scenario, many companies are just starting down this path… and learning as they go.

There are many factors to consider to make a hybrid or fully remote work environment successful—just as many as there are challenges. But perhaps the most complex is fostering team connection and cohesion; something that’s already difficult with people who see each other every day in the same space. For a remote team, established processes are needed, but also a strong shared culture among professionals who are sometimes spread across the globe.

Some companies already have extensive experience in this area and a long tradition of remote work. As in most things, time helps improve practices and focus on what’s truly important, but we can also be inspired by and learn from those who are successfully navigating this path.

Thanks to Álex Rayón’s fascinating newsletter, which regularly covers hybrid work, remote teams, and teleworking tools, we discovered an inspiring Twitter thread by Nathan Barry, CEO of ConvertKit. Drawing on years of experience, he shares a series of ideas—some very innovative—that make his remote team work as if they were always in the office… and, in fact, work even better.

Struggling to connect on your remote team?

We’ve built a 68 person remote team that’s driving $29 million in annual revenue.

Here are 10 ideas for building great culture in a distributed team: 💻🌐

— Nathan Barry (@nathanbarry) January 11, 2022

The key question is: how do you create connections that strengthen a team that rarely interacts in person? No coffee breaks, no “how was your weekend?” on Monday, no getting up to walk over and briefly discuss a topic…

The answer is culture. In this case, remote work and team-building culture. Each company will shape this culture differently, but at ConvertKit, there are some brilliant examples:

• Internal podcast: Team members talk about themselves, breaking the initial interaction barrier and providing basic knowledge about each person, which facilitates conversation and builds bonds.
• Training and guidelines for asynchronous communication: This encourages clear, well-structured writing. A good email can avoid unnecessary meetings, distribute relevant information efficiently, and enable more focused work.
• “No meeting” days: Dedicated days allow each member to maximize uninterrupted work time (and, if desired, skip preparing for video calls). At ConvertKit, Tuesdays and Fridays are highly productive.
• Automated onboarding emails: New hires receive essential information about the company, team, work, and even inside jokes. Because the emails are pre-written and automated, there’s no need to spend extra time on onboarding each new hire.
• Unsolicited feedback sessions: Each member receives 10 minutes of structured feedback as if the recipient weren’t present, then 5 minutes to respond. This produces a long list of compliments, constructive criticism, and reinforces a culture of direct communication.
• Three-person cross-team calls: A bot randomly selects three people for a 30-minute meeting to get to know each other, discuss their work, goals, and concerns. This breaks down barriers between teams, departments, or areas of expertise, creating enriching experiences and a better overall view of the company.

… and up to ten ideas like these, which, judging by results, work effectively.

Check out Nathan Barry’s tweet, reflect on your organization, and start building that essential culture in a scenario where, increasingly, part of your team will be working remotely.