7 Steps to Build a Remote First Culture

Today’s workplaces are no longer defined by office walls. According to the Bureau of Labor Statistics, 35% of employed Americans are doing some or all of their work from home.¹

For smaller and growing businesses, this shift creates a powerful opportunity to recruit top talent regardless of their location. At the same time, it raises an important question: how can a team that may never share the same physical space maintain a strong and consistent company culture?

This guide explores what it takes to build and sustain company culture in a remote first world. We’ll cover strategies for hiring and managing distributed employees, ways to strengthen collaboration and trust, and lessons learned from companies that have successfully scaled with a remote first approach. We'll also discuss the Wise Business account. The global account that can help your company with all things cross-border.

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What is Remote First Culture?

A remote first culture is a workplace model where the assumption is that all work will be done remotely unless specified otherwise. Unlike hybrid setups that give preference to in-office employees, being remote first creates a level playing field. Every meeting, policy, tool and communication style is designed for a geographically distributed workforce.

Why Companies Choose Remote First

Several key factors drive U.S.-based entrepreneurs to adopt this model:

1 - Talent Access

A company in Texas might want to hire a specialized developer in Argentina or a marketing manager in New York without worrying about geographic barriers. When remote work is the default, companies have more possibilities, and they’re also able to ensure consistent collaboration across time zones.

2 - Employee Preferences

The latest research shows that 91% of employees worldwide prefer to work remotely, either fully or almost fully.² This preference is driving a shift in workplace dynamics, with many employees prioritizing remote work options when choosing an employer. The lack of commute, reduced transportation costs, and more time spent at home are just some of the many benefits employees enjoy. In many cases, if you want to recruit the best talent, a remote first model is non-negotiable.

3 - Productivity Gains

Remote work has actually been proven to boost productivity in many organizations. A 2022 survey from Great Place to Work found stable or improved productivity from teams who transitioned to remote work.³ These findings are backed up from a Stanford study revealing that employees working from home two days a week are just as productive as their counterparts—and far less likely to quit.⁴

5 - Cost Efficiency

Office space is expensive. That’s especially true if you’re located in a major market like New York or San Francisco. With a remote first model, companies are able to redirect those resources into salaries, professional development, technology investment and more. It’s especially ideal for cost-conscious startups and smaller, fast-growing teams.

6 - Flexibility and Resilience

The COVID-19 pandemic marked a dramatic shift in work culture as a whole, proving that remote first teams are better-equipped to handle disruptions to day-to-day operations. From global pandemics to travel restrictions to natural disasters, with a remote first model, operations continue as normal no matter what.

How to Build Culture in a Remote Team: 7 Practical Steps to Take

The benefits of a remote first model are hard to ignore. But those advantages don’t happen automatically. In fact, the research shows that they only take shape when a company knows how to do remote first the right way.

A study of more than three million U.S. employees from Great Place to Work found that remote work productivity and employee well-being aren’t about virtual happy hours or one-off retreats. Instead, success in this arena stems from three critical factors: camaraderie, leadership, and a positive culture.³

Let’s take a look at some practical ways to put these learnings into action when building company culture remotely.

1 - Start with Clear Values

Every growing business should take the time to outline its mission, values, and expectations in writing. This step is especially important in a remote environment, because new employees don’t always have the benefit of walking into an office, observing interactions and naturally absorbing cultural cues.

For small teams, written values immediately set the tone for how things get done. Employees know what’s encouraged, what behaviors align with company goals and how decisions should be made. Without clear documentation, all of this becomes vague and inconsistent, leaving employees uncertain about expectations.

2 - Make a Strong First Impression

Onboarding is one of the most critical moments in the employer-employee relationship. It defines whether someone feels like they belong on day one.

A disorganized experience can leave employees wondering whether they made the right choice, especially in a remote first setting. Employees aren’t setting foot into an office where they have the opportunity to meet people face-to-face, so the lack of a structured program means they’re sitting at home, alone, staring into their laptop screen. Hardly a warm welcome.

Beyond explaining job duties, onboarding is the first chance to show that a company is organized, empathetic, and invested in the success of its people. A thoughtful welcome package, structured training plan, and one-on-one mentoring give employees tangible proof that they’re valued.

3 - Communicate Transparently

Remote first companies thrive when communication defaults to openness and clarity. Unlike office settings, where much of the culture is shaped by casual hallway conversations, remote teams rely on explicit, written updates to stay connected.

That means leaders must embrace transparency. By sharing meeting notes, documenting processes, recording important team calls and encouraging asynchronous communication, everyone stays aligned. Even better, it helps prevent information silos, where some groups feel left out of critical discussions.

4 - Invest in Collaboration Tools

Strong communication is impossible without the right tools. Successful remote first companies should choose a small but powerful stack of platforms and make sure everyone uses them consistently.

• Video conferencing tools support face-to-face interactions
• Messaging apps keep conversations moving in real time
• Shared document libraries keep knowledge accessible across time zones
• Project management software provides clarity on priorities and progress

At the end of the day, these collaboration tools shape both efficiency and employee experience. Clear workflows, easy access to information and reliable systems prevent burnout and feelings of frustration. When employees feel equipped to do their jobs, they stay motivated and engaged over the long term.

5 - Build Rituals, Not Rules

In a remote first model, where employees may never physically meet their colleagues, moments of ritual create rhythm, identity, and a sense of community. Best of all, they show employees that they’re a part of something bigger than their to do list.

It doesn’t take a big budget or elaborate planning to make it happen. The key is consistency: for example, weekly demo days give employees a platform to proudly present their work, while monthly roundtables offer open dialogue across teams. Quarterly retreats don’t need to be in person to provide a deeper opportunity for bonding.

6 - De-centralize Leadership

Autonomy is one of the top drivers of job satisfaction in the U.S. workforce.⁵ When employees are trusted to deliver, they feel respected and motivated.

Micromanagement is particularly damaging in a remote environment. Managers who demand constant check-ins can suffocate creativity and damage the flexibility and work life balance that attracts so many employees to remote work in the first place.

The best approach is shifting from a control mindset to an outcomes mindset. De-centralized leadership empowers employees to make decisions, take ownership, and operate with autonomy while still being accountable for their results. Leaders set the “what” and the “why,” while employees own the “how.”

7 - Prioritize Recognition

Regular recognition strengthens loyalty and morale. An employee who feels seen is more likely to stay engaged, motivated, and committed to the team’s success.⁶

But for remote employees, it’s easy to feel invisible. Without regular in-person interactions, achievements can quickly pass by unnoticed. Recognition closes the gap and reminds employees their contributions matter.

This doesn’t have to mean expensive bonuses. Simple public shoutout in team meetings, digital kudos posted on collaboration tools and manager-issued thank you notes can make a powerful impact. What matters most is consistency and sincerity.

Conclusion

Businesses that adopt a remote first culture have the opportunity to tap into nationwide and global talent pools, attract employees seeking flexibility and autonomy, and significantly reduce the costs tied to maintaining a physical office, among other benefits.

While building a strong company culture without shared physical space may seem challenging, the right strategy turns the virtual office into an engaging, supportive environment. With clear values, intentional communication and thoughtful leadership, businesses can create a remote culture that employees genuinely want to be a part of.

Frequently Asked Questions

1 - How do I know if a Remote First Culture is right for my business?

If your company is small, cost conscious or wants to access broader labor markets, this culture makes sense. Just make sure you have a strong strategy in place to combat common challenges like loneliness and disconnection or cultural gaps across different communities.

2 - What tools should I use to maintain cohesion?

Choose a limited but reliable set of tools: video conferencing for meetings, chat for instant needs, document drives for centralized knowledge and project management platforms for progress tracking. Excess variety causes confusion.

3 - What if my employees prefer in-person interactions?

Remote first doesn’t forbid occasional in-person gatherings. Many companies blend distributed work with annual offsites or regional meetups. These experiences complement the foundation of remote first.

4 - How should I manage performance remotely?

Leaders should focus on outcomes. Set measurable goals and review completed deliverables instead of monitoring availability online.

5 - Is remote work sustainable for company growth?

Yes. Many fast-growing U.S. tech businesses have scaled past 100 employees without central offices.⁷ The key lies in embedding strong communication, written policies and cultural consistency early.

6 - How can U.S. entrepreneurs handle global hiring laws?

It’s essential to consult with legal professionals who specialize in employment contracts across jurisdictions. Compliance is a must, especially for small businesses entering international markets for the first time.

7 - How do I avoid burnout in a fully distributed team?

Encourage clear start and end times to the workday. Celebrate personal milestones and create policies that respect downtime. Healthy work-life balance promotes longevity for both employees and the business.

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Sources:

1. 2024 Results | American Time Use Survey
2. What kind of remote work structure would you like to have? | Statista
3. Remote Work Productivity Study: Surprising Findings From a 4-Year Analysis | Great Place to Work
4. Study finds hybrid work benefits companies and employees | Stanford University
5. Workers crave autonomy and flexibility. Here are ways to achieve that balance | American Psychological Association
6. The importance of employee recognition: Low cost, high impact | Gallup
7. How 8 Top Tech Companies Created Great Remote First Cultures | Builtin