A BPO startup’s insights into building a good remote work culture

A strong remote work culture is now a core part of running a modern team. However, it also brings fresh challenges for the companies that adopt it.

Remote work changes more than company culture. In addition, it reshapes how employees connect with their teammates each day. So the real goal for employers is simple: no one on the team should feel cut off from the company.

A healthy remote work culture is the key to managing remote teams well. Still, it takes conscious effort and a few proven habits to get there.

Joshua Eidelman, CEO of NeoWork, shared his insights into building a good remote work culture in episode 447 of the OA podcast. Here is what we learned.

How do you build a good remote work culture?

You build a good remote work culture by keeping people connected, setting clear boundaries, and giving teams real reasons to engage, even when they work far apart.

At NeoWork, that work rests on three simple habits:

• In-person events that fight isolation and build friendships across teams.
• Regular engagement activities that keep staff involved and connected.
• A careful hiring fit for the shift and the pace of the role.

Because of this focus, the company keeps staff happy and loyal. Next, let us look at what a good remote work culture actually looks like day to day.

What does a good remote work culture look like

Happy employees are the clearest sign of a good remote work culture. For example, teams do their best work when their duties and values match the company’s goals.

At the same time, they stay in touch with their peers. This can happen through chats, calls, or virtual meetings every day. There are many ways to strengthen a virtual team like this.

Joshua saw this with NeoWork’s teams in the Philippines. He noticed “how quickly [his] team is to make friends with people that work on other accounts.”

The culture also shows up in the numbers. According to Joshua, NeoWork has a “92% employee retention rate, whereas [the] industry average for [the] Philippines is around 60%.” Strong remote employee retention like this rarely happens by chance.

He also stressed that remote work helps staff in cities like Manila. Most of them, he said, “[don’t] want to do the two-hour commute every day and back.” As a result, they get more time and less stress.

Tips for building a good remote work culture

Companies often hit a few common hurdles when they build a culture outside an office. These are the main ones to watch, and they mirror wider remote work challenges in the BPO industry.

• Isolation. Joshua put it plainly: “Loneliness can creep in if [the staff are] working remotely all the time.” With isolation and loneliness as real risks, sitting alone in a home office can wear on a person’s well-being.
• Setting boundaries. Some teams still struggle to switch off. As a result, staff may work longer hours or carry tasks past their shift.
• Micromanaging. Many managers now accept remote work. Still, micromanaging creeps back in through endless chats and constant calls.

NeoWork invests a lot in its culture. So here is how the company builds and keeps a good remote work culture.

Conducting in-person events

Remote work gives people flexibility and comfort. Still, an in-person element matters for team unity and against isolation.

NeoWork’s in-person events double as team building and leadership training. In addition, they let employees meet colleagues from other departments. So people build bonds well beyond their usual work circle.

Joshua pointed to the clear upside of these events. For example, team members often become friends with people they would never meet in a normal workday.

Setting up engagement activities

NeoWork also leans on engagement activities to keep its remote work culture strong. The right employee engagement tools make this far easier to run at scale.

The team holds regular town hall meetings, nonstop karaoke sessions, and other fun events. As a result, employees feel connected and engaged. In short, these activities build camaraderie and cut attrition.

Compatibility with synchronous work and overnight shifts

Finally, the company checks that each hire fits the shift. This fit is a key part of building remote work culture that lasts.

Most of NeoWork’s clients sit in the United States. So many employees work in sync with those clients, which means night shifts in the Philippines.

Joshua noted the “whole sub-culture of people in the BPO industry working the overnight shift” there. Still, the team makes sure each candidate suits the setup.

During hiring, NeoWork looks closely at a candidate’s experience and comfort with overnight work. Because of this, new staff settle into US hours far more smoothly.

Building remote work culture through outsourcing

NeoWork helps US clients build remote teams and true extensions of their companies through outsourcing. For many firms, this is one of the clearest benefits of remote work in practice.

The team handles the hard parts of remote work by playing to its strengths. Meanwhile, it leans on in-person events to keep people close.

That focus on engagement and staff happiness pays off. As a result, the company holds a remarkable retention rate.

Looking ahead, NeoWork wants to grow its services with tools like AI-assisted agents. Still, it plans to keep its roots and its promise: give clients the best teams, whether in the Philippines or Colombia.

Visit NeoWork‘s website to get in touch.

Frequently asked questions about remote work culture

What is remote work culture?

Remote work culture is the shared set of habits, values, and norms that guide a team working apart. It covers how people talk, build trust, and stay connected. A strong one keeps staff engaged even without a shared office.

Why does a good remote work culture matter?

A good culture keeps staff happy, loyal, and productive. For example, NeoWork links its culture to a 92% retention rate. In short, it lowers attrition and the cost of constant rehiring.

How can managers prevent isolation on remote teams?

Managers can run regular in-person events and virtual social time. In addition, they can set clear check-ins so no one feels forgotten. Small, steady contact matters more than one big event each year.

How do you keep remote employees engaged?

Mix clear goals with social activities that people enjoy. For example, town halls, games, and karaoke sessions all help. As a result, staff feel part of one team rather than lone workers at home.

Is outsourcing a good way to build a remote team?

Yes, for many companies it is. A good BPO partner already runs a remote work culture at scale. So you gain trained staff, set shifts, and proven engagement habits from day one.