How 18 Tech Companies Make Remote Work Feel Connected 

 While there have been many theories (and studies) on the pros and cons of remote work versus in-office, a recent study published in Proceedings of the National Academy of Sciences states that it doesn’t matter where the work gets done — what matters is how it’s getting done and who’s doing it. 

So, what makes a meaningful difference? 

Well, for the following 18 companies, it all comes down to listening to employees. And — like the 98 percent of workers cited in a study by Forbes — what workers want is to work remotely at least some of the time. Read on to learn how these employers do remote work well.

 

 

FluentStream is a SaaS company that simplifies and automates how businesses communicate with customers. 

 

What’s the key to creating real, human connection in the remote workplace?
The key to creating real, human connection in a remote workplace isn’t about forcing interactions; it’s about intentionally creating space for the informal. In a physical office, those water cooler moments and spontaneous hallway chats happen organically. In a remote setting, leaders need to be deliberate in designing opportunities for those types of connections to flourish. At FluentStream, we’ve found that fostering a sense of community through shared interests is incredibly effective. We have a variety of social Slack channels dedicated to everything from movies and shows to fitness, cooking, working parents, music, pets and even seasonal interests like March Madness. These channels provide a low-pressure environment for employees to connect over common ground and build camaraderie.

Beyond these organic interactions, we also leverage tools like the Donut app within Slack. This randomly pairs employees for brief 15-minute “coffee chats,” intentionally creating opportunities for informal conversations and helping colleagues across different teams connect on a personal level. It’s about fostering a culture where people feel comfortable sharing and supporting each other.

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
The establishment of our dedicated culture committee. Launched a year ago, this committee is composed of passionate culture advocates from various departments, an executive sponsor and a liaison from our people operations team.

The committee’s mission is laser-focused on cultivating a vibrant, inclusive and engaging work environment. Their work is guided by a comprehensive framework that includes regular assessment and feedback gathering, strategic goal setting, meticulous initiative implementation, transparent communication and a commitment to continuous evaluation and improvement.
What makes this initiative so successful are its five core pillars: inclusivity; communication and transparency; employee well-being and work-life balance; professional development and growth; and community and collaboration. These pillars provide a strong foundation for their impactful initiatives. This cross-functional collaboration not only drives positive change and strengthens our culture but also fosters stronger relationships and understanding across the organization.

 

What impact has this initiative had on your workforce?
The culture committee has taken the lead in planning engaging social events that cater to our remote environment, ensuring there are opportunities for fun and informal interaction. They also provide further feedback to our employee engagement survey results, providing deeper insights that help us understand employee sentiment and identify areas for improvement. The committee has spearheaded initiatives like our “leadership unplugged” series, creating more informal opportunities for employees to connect with company leaders. They’ve even been instrumental in generating fresh ideas to revamp our quarterly business review meetings, making them more engaging and inclusive. 

Beyond these specific projects, the culture committee serves as a vital space where members from each team can gather, collaborate and share ideas. This cross-functional collaboration not only drives positive change and strengthens our culture but also fosters stronger relationships and understanding across the organization. By empowering a group of employees to actively shape our culture, we’ve seen a significant increase in engagement, stronger inter-departmental relationships and a greater sense of belonging.

 

 

Immersive helps organizations continuously prove and improve their cyber resilience to be ready for what’s next.

 

What’s the key to creating real, human connection in the remote workplace?
Face-to-face virtual meetings — camera on — vastly outweigh asynchronous communication when it comes to building connections. There is a wealth of nonverbal communication on a call that isn’t present in written communications. Instant messages via Slack or Teams are easy to misinterpret by the reader when they lack intonation and context.

Additionally, working remotely makes casual conversations less spontaneous, so I make a point to ask colleagues questions at the beginning of calls to get to know them better. If a tangential conversation arises during a call, I give it a few minutes to play out before rerouting the call back to the topic at hand. I have found that asking about people’s weekends and showing interest in colleagues’ lives outside of work allows us to connect on a more personal level. It makes working remotely together easier and more enjoyable.

At Immersive, we also have thriving affinity groups with dedicated Slack channels such as #pets, #parents, #neurospicy and #rural-affairs, where like-minded colleagues can share experiences with each other and build connections. We encourage employees to join these channels from day one as part of our onboarding program.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Working remotely can feel isolating, especially when you start a new job. At Immersive, we make a conscious effort to make employees feel welcome from day one. Within their first two weeks of joining, all new starters are asked to introduce themselves at their first company all-hands call and share a fun fact, giving their colleagues a chance to put a face to their name while providing an immediate icebreaker.

We also want to ensure new joiners have the opportunity to connect with each other. All new employees are added to a dedicated Slack channel based on the month they start and we host virtual meetups throughout the onboarding process to encourage connections across teams.

In these cohort calls, employees are asked to introduce themselves, share where they live, their role in the company and something about themselves — typically the first concert they attended. After everyone shares about themselves, we task the attendees with naming their cohort Slack channel. The parameters are to select an animal that starts with the first letter of the month they joined that hasn’t been used already. It’s a fun and pragmatic way to break the ice and start collaborating.

 

What impact has this initiative had on your workforce?
Our new joiner meetups and Slack channels have been a resounding success! So many wonderful connections have been made during these virtual calls. Employees have expressed their appreciation for the opportunity to meet fellow new joiners from across the business and for their dedicated Slack channel. Even after onboarding is complete, some cohorts continue to seek each other out at in-person events, including at our most recent companywide event in Dublin this past January.

Making these types of connections is essential for a thriving distributed workforce. Personal connections with colleagues make remote work more enjoyable, easier and more productive.

 

Flywire is a global payments enablement and software company. 

 

What’s the key to creating real, human connection in the remote workplace?
For me, it starts with genuinely caring for your people, listening to them and understanding where they are (not just physically but emotionally), and being there for them as a community. Creating our FlyMate community is key — this helps make the distance between continents feel borderless.

This all begins with cultivating trust, openness, alignment to the company’s values, mission and culture and of course offering space and opportunities to connect and put this into practice. Engaging with purpose, offering value for their time and commitment and making it fun.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Last year, during our well-being Month, FlyMates from different regions were invited to share during virtual coffee chats their personal well-being practices — what uplifts them, their routines and the small wins. It was incredible to see the cross-regional engagement with our executive team actively participating and fostering an inclusive, open environment.

Another successful strategy was creating geo clusters, which are groups of FlyMates based in the same region. FlyMates from geoclusters can connect in person a few times a year, whether it is an informal social gathering, a co-working day or a communal volunteer day which we call FlyBetter Days. Afterwards our geo clusters share pictures with the broader FlyMate community — it’s a great way to keep us all connected even though we are spread out around the globe.

 

What impact has this initiative had on your workforce?
These initiatives not only sparked meaningful and motivational conversations but also highlighted the diversity of our global community while uniting everyone around a shared goal: well-being, balance and fulfillment. They provided an opportunity to our remote community to strengthen bonds and create a sense of belonging that extends beyond the virtual workspace.

Both initiatives have reaffirmed our commitment to FlyMate connection, resulting in stronger team dynamics and a culture where people truly feel they belong. These initiatives also helped to empower FlyMates to take an active role in building and nurturing relationships, whether virtually or in person.

 

 

Osano is an all-in-one data privacy platform that helps organizations build, manage, and scale their privacy programs.

 

What’s the key to creating real, human connection in the remote workplace?
The key to creating genuine human connection in remote workplaces is intentional, structured engagement. Meaningful connections require deliberate design and can be broken into three key aspects.

First, develop a safe environment. Foster psychological safety where individuals feel safe to share challenges, unconventional ideas and express their authenticity. Feedback, active listening, accountability and clear communication all help to create a safe group dynamic.

Second, establish consistent touch points. Consistency creates a rhythm teams can rely on. Regular check-ins and meetings act as anchors in professional environments, ensuring time for communication and providing structure to our routines.

Third, embrace the human. Incorporate non-work activities to build multidimensional relationships. Every Friday, we meet for a show and tell to get to know our colleagues, share themed presentations and connect beyond work through dedicated fun channels and resource groups (like Wosano).

Creating a culture where people can be themselves at work builds genuine community and real human connection, regardless of a remote, hybrid or in-person environment.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Facilitating connection is a strength at Osano, and our recent Privacy Pro Survival Summit is a prime example. We brought together more than 1,400 privacy professionals for learning, connection and fun — setting a new record for engagement.

We built everything around relevance, engagement and personality, with a deep focus on practical challenges privacy pros face today. Registrants submitted topics ahead of time, creating instant common ground. The event was open and inclusive, welcoming customers, employees, prospects and anyone else interested in data privacy. This mix fueled an active chat that stayed lively for all six and half hours, with attendees discussing content, sharing experiences and making organic connections.

Engagement came through themed networking rooms, optional camera use, partner booths, resources and a custom game for brain breaks. Meeting our attendees where they’re at helped create a flexible, vibrant community that felt personal.

The real magic was everyone’s personality. We let speakers and employees shine through presentations, giveaways, jokes and promo videos. Letting our team create and promote in their own way encouraged attendees to do the same.

 

What impact has this initiative had on your workforce?
Hosting a successful second Privacy Pro Survival Summit had a huge impact on our workforce and culture. Our employee registration was 100 percent, more than 25 Osanians volunteered to help run our networking rooms and almost the entire company hopped on at some point throughout the event to engage with attendees and keep the chat buzzing with energy. It wasn’t just about participation, though — it reinforced a sense of shared purpose around data privacy, community building and growing a successful company together.

By showcasing our team’s personality through events (whether they’re internal or outward to our customers), we give permission to everyone to bring their own flair and bold ideas to the table. This can be seen in another recent initiative at Osano called “Osanovation,” where any Osanian can submit and pitch new ideas for our data privacy platform.

Ultimately, initiatives like the summit don’t just drive engagement — they strengthen our culture of connection, innovation and boldly leading with our authenticity from the start.

 

 

PrizePicks is an independent skill-based fantasy sports operator in North America. 

 

What’s the key to creating real, human connection in the remote workplace?
For us to foster genuine human connection in remote settings, focus on open, consistent communication and authentic empathy. Virtual coffee breaks, structured check-ins and shared goals build trust and belonging. In a distributed environment, culture serves as the invisible infrastructure that turns isolated digital interactions into a shared way of working — it means that collaboration becomes the norm rather than when necessary. When empathy, trust and inclusivity guide everyday behavior, teams instinctively share information, solve problems together and innovate without top-down direction. This cultural foundation drives higher engagement, retention and performance by turning collaboration into an organic outcome of how work gets done.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Our most impactful initiative has been launching a Frontend Council — a regular forum where all frontend engineers demo recent work, surface architectural challenges and collaboratively agree on shared patterns and priorities. By creating a trusted space for open, peer-driven discussion and decision-making, the council transforms isolated contributions into collective ownership of our frontend roadmap. This initiative has strengthened alignment, accelerated consensus on best practices and reinforced a culture of continuous learning and collaboration.

 

What impact has this initiative had on your workforce?
The Frontend Council has become the highlight of our week — team feedback has been overwhelmingly positive. Engineers describe it as “our weekly design jam session,” where sharing demos feels more like show and tell than a status update. The team has mentioned numerous times how nice it is to have a group to bounce ideas off of, helps new engineers get a boost in onboarding speed and faster consensus on architectural decisions. People leave energized, proud of their contributions and with a shared sense of ownership and camaraderie that’s turned collaboration into something everyone actually looks forward to.

 

 

ActBlue is a nonprofit tech organization working to help Democratic campaigns, progressive organizations, and nonprofits build campaigns fueled by small-dollar donors. 

 

What’s the key to creating real, human connection in the remote workplace?
Remote work demands that we pay better attention to each other (and ourselves) in honest and intentional ways. Human connection is built on signals: expressed needs, subtle shifts in tone, shared glances during meetings. In remote environments, many of these cues are harder to see but even more important to catch. Authentic connection requires a willingness to pause and notice — then once we’re paying attention, we have to be intentional about transforming those signals into strategies. Whether it’s a Slack ritual, a check-in framework or a reset of team norms, moving from awareness to action makes connection a meaningful and sustainable part of our workplace.

The tricky part is doing this work honestly — and sometimes, it might be uncomfortable. The most connected teams aren’t necessarily the ones that talk the most — they’re the ones who can face hard truths together. When we look for things like growing silence in a Slack channel or more cameras turning off for meetings, we can tune into patterns and start designing practices and systems that reflect what people actually need. That’s when connection feels like care instead of just a calendar invite.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
There are some great frameworks out there to explore, but my most successful strategy has proven to be the humble check-in. It might seem cliché, but these aren’t icebreakers or feel-good filler — a thoughtful check-in opens a familiar door into presence, awareness and relational depth. They can uncover tension, build trust and shift the emotional temperature of a team in just a few minutes. Whether it’s a team meeting or a training session, a short, strategic moment at the start can become a threshold moment, encouraging people to co-create a shared space with purpose.

Tactically speaking, this micro-practice is adaptable, scalable, low-barrier and low-risk. Used with intention, it really is the one practice that earns its keep year after year. I’ve used creative check-ins to invite silliness and release tension, open-ended prompts that let people choose their depth and reflective questions that offer simple but impactful grounding for more high-trust spaces.

If connection has been a challenge, the first few check-ins might feel a little awkward — don’t give up! As you continue to build trust and psychological safety, this little activity can be a surprising mainstay.

 

What impact has this initiative had on your workforce?
Check-ins are a practical way to catch the signal before it becomes a system failure. I’ve found them incredibly useful across my work at ActBlue. For example, in our manager cohort workshops, repeating the same check-in each session creates a rhythm of honesty — what usually starts as surface-level sharing evolves into a space where people can speak candidly about burnout, uncertainty and performance pressure. That sense of psychological safety has directly supported cross-functional collaboration, clearer communication and more courageous problem-solving across our manager teams.

Over time, we’re seeing the ripple effect — managers modeling transparency in their own teams, surfacing previously unspoken dynamics and helping shift norms around what’s “acceptable” to name. It started with simple check-ins, but those small moments have tuned us in to the signals that show where trust is growing, where conversations have been stuck and what conditions are needed to strengthen our culture and empower our staff. This has directly informed how we think about building systems of engagement, investment and mission-driven community.

 

 

CompanyCam is a photo documentation and productivity app for contractors of all commercial and home services industries. 

 

What’s the key to creating real, human connection in the remote workplace?
At CompanyCam, we believe real human connection in a remote workplace comes from intentionally creating opportunities to meet face to face — beyond just virtual happy hours. In addition to regular virtual gatherings, we invest in meaningful in-person experiences. Recent product and engineering retreats have taken our teams to Phoenix and Austin, Texas; while our sales teams have celebrated successes with incentive trips to Mexico and Jamaica.

But the highlight of the year is CamJam — our annual, weeklong retreat in Lincoln, Neb., where all 300 of us come together. It’s a chance to step away from screens and build cross-functional relationships through conversations, team competitions and shared experiences. These moments create trust and familiarity, so when you jump on a Zoom call later, you’re connecting with someone you truly know.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
The most successful strategy we’ve found is making sure every interaction comes from a place of authenticity. Initiatives can take many shapes — from ordering team lunches to be delivered remotely so we can celebrate a big launch together over Zoom to jumping into virtual games where we take turns drawing, guessing and laughing. These moments might seem small, but they build real, intentional relationships across CompanyCam.

Once those relationships are in place, you genuinely want to spend time together — chatting about food, pets and kids, posting photos in our newest Slack channel #birds or competing in the daily New York Times crossword. On any given day, you’ll see CoCammers taking the time to connect across the miles. And when we finally gather in person, those bonds make those moments feel even more special.

 

What impact has this initiative had on your workforce?
Thanks to the dedicated efforts of our Culture Carriers and Employee Experience team in fostering an authentic and engaging workplace, we’ve seen a significant impact on our workforce and culture. Their intentional work has created an environment where CoCammers genuinely want to travel and connect with their colleagues. As a result, participation in our annual all hands week, CamJam, has grown year over year, with remote team attendance increasing from 69 percent in 2024 to 76 percent committed for 2025.

 

 

Embroker cuts through insurance complexity with custom quotes & hassle-free coverage tailored to your industry.

 

What’s the key to creating real, human connection in the remote workplace?
As a tech-forward, globally diverse remote workforce, genuine connection at Embroker begins with living our core values — be all in, create magic and pack first. By intentionally recognizing each pack member as a whole person — with their own passions, challenges and cultural perspectives — we build meaningful bridges across time zones and technology platforms. This human-centered approach not only uncovers shared values but also honors individual differences, ensuring every employee feels seen, heard and valued for the unique expertise they bring to our mission of transforming the insurance industry.

At Embroker, we actively encourage pack members to bring their authentic selves to work, fostering candid dialogue and transparent communication. By creating this space, we break down barriers and empower every individual to participate in conversations that shape our strategic direction. When all voices are respected and welcomed, a true sense of belonging takes root. Ultimately, connection thrives when people feel part of something greater — even through a screen. The magic lies in making the digital experience deeply personal.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
At Embroker, our ability to forge genuine human connections comes down to three things: a clear, respectful communication style; strategic use of Slack and a few well-chosen in-person events. In 2024, we hosted regional offsites and even ran a companywide scavenger hunt — small investments that paid big dividends in trust and camaraderie.

I often hear new hires say, “everyone here is so genuine and down to earth.” That feedback speaks to our culture. We keep meetings and messages both casual and professional, operating from a place of mutual respect and a shared mission.

Slack is our digital water cooler. Our social channels give people space to celebrate milestones, swap industry insights or simply share weekend highlights. It’s a simple practice, but those everyday moments of connection are what turn a distributed workforce into a true community.

 

What kind of response have you heard from your team?
We heard from more than 80 percent of our team in our most recent engagement survey last fall, and their feedback was clear; they’re craving more interpersonal connection, more opportunities to meet up and more ways to engage with each other beyond their day-to-day work.

In response, we’ve continued to explore creative ways for our team to connect — whether through virtual events like our scavenger hunt, casual spaces to decompress or fun initiatives that give our pack members the chance to express themselves. Recreating the spontaneity of in-office banter in a remote environment can be tough, but our team consistently shows up with openness, curiosity and a willingness to try new things.

The feedback speaks volumes — not just about their commitment to personal connection, but also to our shared cultural growth.

 

 

Chainlink Labs is a leading provider of secure and reliable Web3 services. 

 

What’s the key to creating real, human connection in the remote workplace?
At Chainlink Labs, the key to real connection in a remote environment is intentional design, crafting moments that feel personal, purposeful and culturally aligned. In a distributed setting, it’s easy for interaction to become transactional. Real connection happens when people feel invited into something bigger than the work.

For us, that means embedding connection from day one through an onboarding experience that introduces not just what we do but why it matters and how each person fits into the mission.
Creating rituals for recognition and appreciation so team members regularly feel seen and valued by peers even without face time.

Designing shared cultural moments like live sessions, structured team check-ins and leadership-led conversations that reinforce alignment and trust.

In a remote-first Web3 company, connection can’t be left to chance. We create intentional spaces for people to feel included, recognized and aligned so they can show up with clarity and purpose no matter where they’re logging in from.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Our most impactful strategy has been reimagining onboarding as a cultural invitation, not just a process. We’ve built a multi-touch experience designed to foster connection, confidence and early alignment, all within a distributed, async-first environment.

 

What impact has this initiative had on your workforce?
The most consistent feedback we hear from new team members is that they felt connected early, both to the company and to the people. That’s not always easy in a remote environment, which is why we’ve designed onboarding to center around human connection from the start.

Our onboarding surveys show that this approach is working. We found that 100 percent of new hires say they understand how their work connects to company goals. Ninety-three percent feel aligned with our high-performance culture, and 91 percent feel confident navigating our global, remote environment.

New hires often describe the experience as engaging, personal and energizing. One shared they “really enjoyed the social connection — it didn’t feel like I was starting remotely.” Another called it “flawless,” saying they felt “confident, supported and contributing from the start.”

We’ve also heard how meaningful the onboarding buddy relationship is and how our CEO’s session makes our culture feel tangible in a way that resonates deeply. These simple but intentional moments lay the foundation for a strong, people-first culture, and the feedback makes it clear — when we prioritize connection early, it has a lasting impact.

 

Spark is a mission-driven company helping independent Medicare brokers build the insurance business of their dreams.

 

What’s the key to creating real, human connection in the remote workplace?
It’s about reaching beyond the computer screen to meet people where they are — as humans. It sounds simple, but in my experience, especially at larger companies, truly seeing people as more than their job titles or line items on a spreadsheet isn’t always the norm. Employees are humans first. They’re parents (to kids and pets), siblings, friends, cousins etc. They show up every day doing their best work while also managing the realities of life — squeezing in a load of laundry between meetings, caring for loved ones or just trying to find their next favorite playlist to power through the afternoon. So if someone’s five minutes late to a meeting because the school pickup line was slow or they needed to grab a sandwich after a string of back-to-backs before meeting with you — lead with grace. When we remember that, we can connect with people as whole humans, not just employees.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Creating space for people’s hobbies and passions to shine — whether it’s baking, wellness or even Wordle — is a game-changer. You really see people’s energy shift when they get to contribute in a way that feels uniquely them. And you don’t have to wait until they’re officially on the team to see this. I love asking candidates about their hobbies or passion projects during interviews. When their eyes light up, that’s your spark. Once they’re on board, you can tap into that energy — and it’s contagious. Others get curious and inspired and want to join in and learn more.

 

What impact has this initiative had on your workforce?
Tapping into what someone loves — beyond their core responsibilities — adds meaning to their work and encourages deeper contribution. We’ve seen it in action: after one employee led a virtual baking session, our Slack filled with cake photos (even weeks later when people remade the recipe). Another kicked off a “Desk to 5K” challenge, creating resources for wellness and rallying the team. When people get to bring their full selves to work, they show up more energized and engaged and in turn, other employees want to connect more with them.

Better yet, that fullness carries beyond the screen — into their work, their relationships and their lives. Happier humans build stronger work cultures, and I’m grateful knowing the ripple effect extends into their families, neighborhoods and communities — because when people get to show up as whole humans at work, I believe they become better humans all around.

 

SailPoint is a leader in identity security for the cloud enterprise.

 

What’s the key to creating real, human connection in the remote workplace?
To create real, human connection in the remote workplace, you have to make culture a strategic priority. At SailPoint, we view our culture as a competitive advantage — and we’re intentional about investing in it. Our crew consistently tells us how much they value in-person connection, so we’ve built programs that bring our people together around the world. Whether it’s volunteering for shared causes, participating in team onsites or celebrating holidays, these experiences help build meaningful relationships.

In a remote setting, those face-to-face moments — no matter how infrequent — are essential. They create a sense of belonging, deepen trust and remind us that behind every screen is a real person with shared purpose and passion.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
One of the most successful initiatives we’ve launched to foster meaningful connection among our remote teams is our SailPoint Cares program. It’s designed to bring people together through shared purpose — giving back to their local communities. Our culture team travels to cities around the world where we have a strong presence, hosting volunteer events followed by casual happy hours. It’s a powerful way to blend impact with camaraderie, and it’s created genuine connections that go beyond screens. We’ve taken SailPoint Cares everywhere from Singapore, to London, to Amsterdam and beyond, and each time, we’ve seen stronger bonds and lasting relationships come out of it.

 

What impact has this initiative had on your workforce?
SailPoint Cares brings our company values to life in a real, tangible way. It’s a reflection of our commitment to supporting individuals while making a meaningful impact — both within our team and in the communities we serve. By giving employees the chance to live these values side by side, we’ve seen stronger bonds form across teams, especially in a remote environment. These shared experiences create a cultural throughline that makes day-to-day virtual interactions feel more natural, connected and human.

 

 

Red Canary empowers security professionals to transform their organization’s information security.

 

What’s the key to creating real, human connection in the remote workplace?
Without the natural interactions of a physical office, you have to create real human connection purposely. It requires intentionality. Here are a few examples:

First, it’s not business all the time. Casual conversations are important. Take the opportunity to just check in at the beginning of meetings. Many years ago when I became a manager of remote teams, I started a tradition of asking a question at the beginning of every team meeting. It could be as silly as “what is your favorite ice cream?” or “what was your first car?” You would be amazed at the conversations and connections that happen just because you asked a silly question.

Second, create space and encourage open and authentic communication. Create a safe environment where everyone feels comfortable sharing their thoughts and concerns. Invite everyone to contribute to the conversation and allow them to bring their whole selves to the conversation.

Third, foster a culture of recognition. Shoutouts, appreciation messages and peer recognition can make people feel valued and seen. On our #random Slack channel, we recognize birthdays, work anniversaries and promotions etc. It is fun to see so many people add their congrats.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
We rely heavily on technology to maintain strong connections among our Canaries (what we call Red Canary employees). All meetings are conducted via Zoom, and we encourage everyone to keep their cameras on. Seeing each other’s faces helps foster a sense of presence and opens up opportunities for genuine connection.

Noticing a teammate’s environment can spark moments of commonality. For example, in a recent meeting, I saw a colleague’s cat jump onto his desk. That small moment led to a fun conversation — he shared how his cat insists on being near people all day, and I admitted my fear of cats. In just a few minutes, we both learned something new about each other, and a connection was formed.

Each February, we take connection a step further with BEASTMODE — our three-day, all-employee offsite. We intentionally bring every Canary out of their virtual office to reengage, recharge and reconnect. This purposeful gathering allows teams to build cross-functional relationships, align on business priorities and strengthen our human bonds. The energy and connection built during BEASTMODE carries forward long after we return to our remote workspaces.

 

What kind of response have you heard from your team? share an example.
The response from our Canaries has been overwhelmingly positive. Encouraging cameras-on meetings helps humanize virtual interactions and make daily communication feel more authentic and engaging. Many employees have shared that seeing their teammates’ faces — even through a screen — makes them feel more connected, supported and part of a cohesive team, regardless of physical distance.

Moments like spotting a colleague’s pet or catching a glimpse of someone’s home office setup often spark spontaneous, personal conversations. These interactions create a sense of community and belonging that might otherwise be missing in a remote work environment.

BEASTMODE, in particular, has had a powerful impact. Employees consistently describe it as a highlight of the year. Being able to step away from the screen and engage in real-world connections reinvigorates their commitment to the company and to each other. The blend of strategic alignment, team-building and casual bonding strengthens cross-functional relationships and leaves a lasting impression. Many Canaries return home feeling more energized, aligned with company goals and excited about the people they work with.

 

What’s the key to creating real, human connection in the remote workplace?
The key is being intentional. In a remote workplace, connection doesn’t just happen — you have to create space for it. That means making time for real conversations, showing up consistently and actually caring about what’s going on in people’s lives outside of work. It also means bringing your authentic self to work — being a little vulnerable, a little human. When leaders model that, it gives others permission to do the same. The little things — sending a quick note to check in, remembering someone’s kid was sick, creating rituals that make people feel seen — those are what build trust and connection over time.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
One of the most successful strategies has been weaving connections into the flow of work instead of treating it like an add-on. I start all one-on-ones with my team by checking in on how they’re doing as a human being — sometimes with a simple one–10 scale. It gives me a quick read on their headspace and helps me adjust how I show up for them.

We’ve also built habits that make connection part of our culture — sharing photos in Slack from our weekends or trips, celebrating life moments like babies, engagements and moves, and checking in on each other through it all. In team meetings, we carve out time for non-work topics — whether it’s a fun icebreaker or reading an article and sharing our perspectives. When connection is baked into the day-to-day like that, it feels natural — not like another task on the to-do list.

 

What impact has this initiative had on your workforce?
The impact has been real. We’ve seen stronger trust across the team, more openness in giving and receiving feedback and a noticeable shift in how supported people feel. One teammate told me they felt more comfortable being honest in our one-on-ones because we start by checking in on a human level — it sets the tone that it’s okay to bring the real version of yourself to work.

That kind of psychological safety doesn’t just make people feel good; it drives better collaboration, healthier conflict and stronger performance. My team feels comfortable sharing new ideas or even disagreeing with me, which leads to better outcomes and keeps me learning too. When people feel seen, they show up more fully — and the work is better because of it.

 

Openly offers comprehensive homeowners insurance and arms agents with the tools necessary to serve up a world class customer experience.

 

What’s the key to creating real, human connection in the remote workplace?
Creating a total rewards program to foster genuine human connection prioritizes care, recognition and personalization in the remote workplace. When employees receive peer recognition or a heartfelt thank-you from a manager — whether through a private or a public shoutout — they feel seen and appreciated beyond their day-to-day tasks. well-being days paired with personal check-ins show that their mental health matters, while flexible remote work stipends tailored to individual needs — like ergonomic equipment, childcare or wellness apps — demonstrate that the company understands and supports their unique situations.

In addition, providing learning budgets and mentorship opportunities encourages growth and signals long-term investment in their future, while also creating space for meaningful conversations and shared development journeys. Altogether, these thoughtful rewards build trust, deepen relationships and help remote employees feel truly connected to their team and the organization.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
At Openly, implementing our Be Well program and incorporating regular well-being days throughout the year has significantly strengthened connection within our remote culture. We’ve intentionally prioritized mental health and personal balance and created space for employees to step away from work without guilt and return feeling supported and refreshed.

This reimbursement program and dedicated days off, combined with open conversations about wellness and burnout, have fostered a culture of empathy and psychological safety. Openly also includes flexible resources and activities that meet employees where they are — whether that’s through mindfulness sessions, virtual wellness challenges or care packages. Over time, these consistent, shared experiences have helped build a sense of community and trust, reinforcing that even in a virtual environment, people’s well-being is truly valued and cared for.

 

What impact has this initiative had on your workforce?
The Be Well program has had a meaningful and growing impact on our workforce, serving as a cornerstone of our commitment to employee well-being. Over the past two years, we’ve seen a notable increase in utilization, highlighting just how essential this support has become in helping employees navigate the demands of remote work and well-being in their daily lives.

By offering a flexible reimbursement for well-being-related expenses, our team has been empowered to invest in what well-being looks like for them — whether that’s a gym membership, therapy sessions, mindfulness apps, travel or creative hobbies. This personalized approach has not only supported physical and mental health but also reinforced a culture of trust, self-care and connection. Employees have shared how the program has helped them recharge, stay focused and feel genuinely cared for, making “be well” a powerful driver of engagement, retention and overall satisfaction in our remote environment.

 

Lob is a direct mail company with a mission to provide intelligent mail that is fast, personalized, and scalable.

 

What’s the key to creating real, human connection in the remote workplace?
The key is intentionality. In a distributed environment, meaningful connection doesn’t always happen by default — it has to be deliberately designed into the culture and easily accessible for all employees.

That means investing both heart and operational processes into creating shared experiences, even from a distributed distance. It is recognizing that small moments of connection like new hire introductions, a virtual coffee chat or giving #props in Slack carry weight too — it’s not always just about big, structured events. It’s also about finding opportunities to connect folks outside of their typical team structure. By creating local, in-person community groups, our people team has facilitated some amazing cross-functional relationships that ultimately drive more engagement and connection behind the screen too.

 

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Our most successful initiative has been building a distributed community model around the idea that “work is something you do, not a place you go.” We created local hubs wherever we have two or more employees and empower them to host local meetups and events. We also give everyone access to coworking spaces in their local area if working from home isn’t always a space they can do their best work.

These micro-communities are also layered with in-person team gatherings — offsites with intention, designed not just for strategy but for storytelling, bonding and shared purpose.

 

What impact has this initiative had on your workforce?
The impact on hiring and retaining our workforce has been game-changing. Transitioning to a fully distributed culture has untethered us from a single talent pool and opened the door to world-class candidates across the contiguous United States, not just those within commuting distance of one city.

It’s elevated our talent density significantly as we’re no longer choosing between “great for the role” and “local” — we’re hiring the best, full stop. For Lob, our embrace of the future of work is not just about replicating the office — it’s about building something better, more integrated and more flexible for the way people live and work today.

 

Moov is a payments infrastructure platform making it easy to accept, store, send, and spend money all from a single, elegantly-designed API. 

 

What's the key to creating real, human connection in the remote workplace?
At Moov, building real connections starts with trust. We’re a fully remote company, which means we’ve intentionally designed our culture around making remote work actually work for people. Interpersonal trust is an essential ingredient of our recipe for success. We depend on the work each team member contributes and that kind of trust makes a big difference in how people show up for each other. But the human connection goes beyond work. We intentionally create space for people to get to know each other as individuals, not just coworkers. Whether it’s virtual meetups, casual coffee chats or team games, we make it easy for people to bond over shared interests. Some of the best friendships at Moov have started in a DIY channel talking about home repairs or in a music thread swapping playlists. Those organic connections are what make remote life feel a little less remote.

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
One simple but powerful tool we use is Donut, which is a Slack app that pairs up teammates for casual virtual chats. No agendas, no pressure — just a chance to meet someone new and swap stories about food, favorite books or whatever else comes up. Beyond that, our Slack is full of special interest channels where people bond over cooking, gaming, music or posting the latest photo of their pet (which often gets turned into a custom Slack emoji). We also host regular virtual team games, happy hours with our CEO and low-key events that focus more on fun than work. We also send out surveys to hear what people liked and how we can make events better.

 

What impact has this initiative had on your workforce?
The most telling moment is when our remote team finally meets in person — and it feels like getting together with old friends. People who’ve only really seen each other on virtual calls are swapping inside jokes, catching up like they’ve known each other for years. It’s clear that the relationships we build through casual chats, shared hobbies and laughing at each other’s Slack posts aren’t surface-level. They make our team stronger. Trust, collaboration and belonging don’t happen by accident. They’re the result of creating space for people to show up as their full selves. Our culture isn’t just about working well together; it’s about really knowing and supporting one another, even from hundreds (or thousands) of miles away.

 

PatientPoint delivers digital in-office patient education at no cost to physicians, empowering healthcare professionals to connect more meaningfully with their patients. 

 

What’s the key to creating real, human connection in the remote workplace?
At PatientPoint we’ve spent over 35 years making healthcare more personal — and now we’re bringing that same energy to how we connect as a remote-first company. With teammates spread across 30-plus states, we’ve reimagined how to foster authentic connection and a strong sense of culture — no matter the zip code.

When our new CEO stepped in, we kicked off “Ask Sean” in our weekly unfiltered town halls where questions are encouraged and conversation flows freely. It’s just one of the ways we’re keeping things transparent, personal and human.

Our Culture Collective brings people together through creative virtual and in-person experiences from wellness events and cultural celebrations to regional outings like TopGolf in Philly, pickleball in New York City or a baseball game in Chicago. 

We lean into digital tools like Viva Engage for spontaneous connection and launch virtual speed networking so teammates can meet faces they might not otherwise cross paths with.

And we’re just getting started. Coming soon: peer recognition tools, virtual coffee chats and even more ways to spark meaningful moments wherever our teammates call home.

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Our most successful strategy has been a mix of high-touch leadership communication and easy, low-pressure ways for teammates to connect. During our recent CEO transition, we launched weekly Ask Sean town halls which quickly became a trusted space for open dialogue and honest questions. It helped set the tone that every voice matters, no matter what your title or location was.

At the same time, our Culture Collective keeps things lively with virtual events, holiday celebrations and fun posts on Viva Engage that give everyone a reason to smile and share. One unexpected hit? Speed networking sessions that connect people across teams and time zones. Teammates loved the chance to meet someone new outside their day-to-day life.

It’s the combination that works: structured meaningful moments alongside spontaneous light-hearted ones. That balance has helped make remote work feel more connected, more human and a lot more fun.

 

What impact has this initiative had on your workforce?
These connection-building efforts are making a real difference — and we’re seeing it in the data and the day-to-day experience. Engagement scores are up, especially in areas like leadership communication and sense of belonging. New hires regularly call out our virtual onboarding and Culture Collective events as highlights that helped them feel welcome from day one.

One teammate even shared that they felt more seen in their first 30 days here than they had in three years at their previous company. That kind of feedback reminds us that we’re on the right track.

With teammates across the country, we’ve learned that meaningful connection doesn’t depend on sharing a zip code. It depends on intention, consistency and a little creativity. And it’s paying off in stronger retention, better cross-team collaboration and a real sense of pride in our culture.

 

 

School districts and government agencies use ClassWallet’s technology to efficiently and transparently manage programming that relies on public funds. 

 

What’s the key to creating real, human connection in the remote workplace?
These principles are key to creating connection, elevating the employee experience and creating a culture of winning:

• Recognizing Individuals — Celebrating everyone’s authentic self fosters a culture of winning. This happens through peer-to-peer award nominations, monthly milestone celebrations and win/gratitude meetings where employees share one business win and something they are grateful for in their professional or personal lives (can be anything other than strictly being grateful for the weather or Beyonce — obviously we all know she is great).
• Having A Growth Mindset — One of HR’s large priorities this year is ElevateWallet, our enhanced education program. Learning and development is customized to individual and department levels, offering opportunities to grow hard and soft skills.
• Supporting Holistic Health — The mission is to provide mental, physical, financial and creative opportunities to best support well-being.
• Communicating With Transparency — We conduct monthly town halls, an annual engagement survey and semiannual focus groups, and then share the data.
• Making A Difference — Our mission is to maximize the positive impact of public funding on people's lives.

What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
Some of our most successful strategies include an emphasis on the diversity of our employee base and virtually hearing from individuals around the globe about what’s happening in their geos. We follow the heritage calendar and partnered with a third party to bring rich programs that energize and enhance understanding. For employee appreciation day this year we sent tiki glasses and are creating a separate program designed to get people talking and ideally, laughing.

 

What impact has this initiative had on your workforce?
We maintain data on our intranet and it reveals a great interest in our employee spotlights. These are one-on-one interviews where employees share about their roles and personal lives. One of our most popular events was created by my colleague two years ago: a panel featuring the women of ClassWallet in celebration of International Women’s Day. We also create pop-ups called WonderWallet. The virtual destination is a secret until you show up with the idea that when you take 30 minutes to recharge, it boosts mental clarity. In the past we took our employees to a virtual farm and created poetry while you wait. All of the above initiatives contributed to this year’s engagement survey results were close to 90 percent indicated they strongly agree or agree that they are proud to work for ClassWallet. The cumulative impact of our holistic approach to wellness and growth boosts engagement and makes remote work more human.