Why this matters
Working remotely, or in a hybrid mode, is more than a logistical pivot; it’s a reset of how we feel about “team”, and “purpose.” As an example, if we think back to a pre-COVID startup scenario, culture used to grow organically: over coffee breaks, overhearing chit chat, and hallway idea explosion. That scenario is less frequent today. If you ignore it, culture does not diminish; it fractures. And your people can feel it.
When you’re not sitting elbow-to-elbow, misalignment sneaks in. Some teammates feel left out. Others feel over-monitored. The rhythm changes. And if you don’t adapt, you’ll end up with a group of individuals instead of a united crew.
For example, scholars note that remote and hybrid models risk “isolation and reduced motivation” because people feel disconnected from the mission or from each other.
What’s effective: foundations of a solid culture in remote/hybrid work
Here is what I’ve learned from actual founders, from teams who’ve done it and even created culture when their team is spread across states or countries.
- Make culture explicit
Don’t treat culture like a vague “this is what we feel.” Describe it. Write it down. Spell out how you behave, what you expect, and how you act when no one’s watching. When people aren’t in one room, you can’t rely on the “osmosis” of culture anymore. As this CMSWire article puts it, hybrid teams need to reimagine how they define and share culture, make it visible and actionable. - Trust and autonomy over presence
When someone’s remote, it’s tempting to think, “Are they online? Are they visible?” That’s a trap. Strong culture trusts outcomes, not seat time. Teams that thrive in remote setups, like those mentioned in this SkillCycle piece, focus on autonomy, clear goals, and mutual respect instead of constant monitoring. - Intentionally connect the informal
“Casual chats” don’t just happen when nobody shares a break room. You need rituals, virtual coffee breaks, themed socials, and small moments that don’t revolve around deliverables. Onfra’s guide highlights how even simple, intentional touchpoints can strengthen trust and make a hybrid culture feel more human. - Equitable experience for all
You might have people in-office and people remote. If the remote ones feel like second-class participants, always observing, rarely included, culture cracks. ExperienceWelcome explains how building an equitable culture starts with designing for remote-first: ensuring everyone, regardless of location, has equal visibility and voice. - Feedback, iteration, visible progress
Culture isn’t “set it and forget it.” It evolves. Collect feedback, iterate, and make improvements visible. As Rosemet points out, the most adaptive teams treat collaboration like an agile process, continuously testing and refining what keeps their culture strong.
Practical moves you can start today
Talk is nice, but you want to take action too. Here are moves your startup can take this week or month to lift culture in remote/hybrid mode.
- Create (or revisit) your culture handbook: values, behaviours, rituals. Make it visible.
- In every meeting, ask explicitly: “Anyone remote – any blockers, any thoughts?” Make remote voices heard.
- Define core work metrics by outcomes (what gets done), not hours visible.
- Celebrate small wins shared across the team hub: new hire, finished feature, personal milestone.
- Do an “inclusion check”: ask remote folks how it feels being remote, what’s missing? Use a survey or a 1:1.
- Mix fun and functional: a team quiz, a theme day, a Slack channel just for off-topic banter.
- Train managers: remote leadership is different. They need to model inclusive habits.
- Occasionally, bring people together in person (if you can): the face-to-face still carries weight. Think quarterly team retreats, coffee catch-ups for local teammates, or strategy days where everyone’s in one room brainstorming side by side.
Inspiration from people already working on it
1. “Show-and-tell” personal-project moments
Once a month, give a slot in the team meeting (or a separate async channel) for people to briefly share something they’re excited about, not just “I built this code” but “I messed around with such-and-such hobby” or “this podcast changed how I think about…” On r/ycombinator, someone noted that sharing personal goals helps a remote culture.
It says: “You are more than your deliverables”.
2. Open “virtual lounge” channel/video room
Create a space with low-pressure hangout: optional video/voice drop-in, topic-free chat. One Redditor writes:
“We have a floating Google Meet room. Most of the team, when they are not on calls, just chill in the chat. …”
3. Region/local time-zone micro-events
If you’ve got people across time zones (and chances are you will), organise mini-events that fit each zone: virtual lunch in APAC, virtual afternoon tea in the UK/EU, etc. Reddit threads highlight the importance of designing with time zones in mind. It shows you care about fairness, not just “remote means anytime”.
4. Hybrid “all-hands + in-person meetup” cadence
Even remote-first teams benefit from meeting live (if possible), even if once a year or every 6-9 months. From Reddit:
“One thing that I found helped the most is meeting remote people/teams in person.”
This creates deeper bonds and memories. Then the remote rituals keep the spark going.
5. Ritual of giving autonomy + spotlighting wins
Culture thrives when people feel trusted and seen. One user said:
“Let those who demonstrate hard work and productivity have their autonomy.”
Pick a short ritual: “win of the week” in Slack, public shout-out, whatever fits your vibe. The trust piece comes when you focus on outcomes, not “are they on camera”.
6. Asynchronous “lights-on” rituals
Don’t force synchronous hours everywhere. But pick asynchronous rituals so folks don’t feel constantly “on”. E.g.: weekly check-in channel where each team posts one thing they’re proud of + one thing they’re stuck on. Reddit emphasised:
“Communication takes extra effort … We do daily async standups + 2 sync meetings weekly. It balances structure + flexibility.”
7. “Culture health” check-in survey + story time
Once a quarter, ask: “How are we feeling? What feels missing?” Then, in a meeting, share anonymised themes and commit to 1–2 changes. On r/sysadmin:
“Culture shifts take time, months to years … the leader needs to be in it for the long haul.”
It shows culture is alive, not static.
8. Off-topic channel + themed “fun” rituals
Not everything has to be work-adjacent. Have a Slack/MS Teams channel for “music I’m digging”, “pets at home”, “random wins”. Then, monthly, do a “fun theme day” – e.g., show your workspace, wear a silly hat day, recipe swap. Keeps things light. Reddit’s mention of casual chats helps.
9. Onboarding culture ritual
For new hires (remote or hybrid), run a “welcome buddy” (someone they don’t work with directly) + 30-day check-in conversation & 90-day reflection. Especially in remote setups, the first weeks are make-or-break for feeling connected. On r/startups, one founder said to focus early on remote integration. It’s investing in the “someone has my back” feeling.
Watch-outs & common missteps
A few things to keep your eyes open for – signs that culture may be wobbling.
- Remote folks are quiet or disengaged.
- In-office folks dominating decisions/visibility.
- Rituals become forced or feel “corporate-y”, and people stop turning up.
- Easy tasks get done, but innovation or bonding suffer.
- Culture becomes an afterthought rather than being integrated into daily work.
To wrap up
If your startup embraces remote or hybrid – awesome! It comes with increased freedom, a diverse talent pool, and flexibility. However, you must build culture intentionally and thoughtfully – culture doesn’t come along with a Slack account and a weekly stand-up (“cultural quick-fix”). Culture is like the soil of your company; if you don’t nurture and sustain it, weeds (disconnection, siloed teams, low morale) will spread. If you tend it – water it, trim it, let the sunlight shine in – you will grow something meaningful, a team greater than the sum of its parts – a team who feels connected, even when apart.
Because at the end of the day, people stay where they feel they are welcome.
