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Q. Many CEOs end up in a sales-type role that takes them away from the office. How do you make sure you are still effectively setting the tone for your team — even if you’re not around?
If the CEO has successfully outlined the company’s mission, vision and values to every employee, the tone for the organization should be set regardless of who is in or out of the office. When your employees are clear on these important issues, they become empowered to make decisions based on the bigger picture. — Brittany Hodak, ZinePak
At AirPR, we value constant communication. I touch base frequently in order to keep my team informed. We respect standing weekly meetings and keep the door revolving. We don’t sit down and say, “Let’s communicate.” We build the space to foster open communication on a continual basis. — Sharam Fouladgar-Mercer, AirPR
No matter how crazy my schedule gets, I never miss my weekly and monthly impact meetings that focus on the core areas of my business. Every Monday I start my day by looking at reports, and then have calls with key people throughout the day to review what’s working, what isn’t and what we’re doing next. This helps me keep my finger on the pulse of the company, and let’s my team know I’m present. — Mark Krassner, Knee Walker Central
You need to be tremendously consistent in what you care about, what your values are and what your company culture is. Your team will pick up on that and find their own iteration and own innovation within that structure and become leaders. — Dan Price, Gravity Payments
Make sure you create the type of environment you want for your company whether or not you are physically present. Instill the right values and rely on your team to carry them out. — Oisin Hanrahan, Handybook
7. Have your employees embrace the culture
I am fortunate in that everyone who works for me embraces the spirit of ONE we have created in our office. I don’t look at myself as the creator of the culture; my employees are. As we continue to grow, I know I can’t be in most offices most of the time. But I know that they are still living out our culture, because every associate who joins us knows what our culture is and what we represent. — Kuba Jewgieniew, Realty ONE Group
We have mandatory monthly meetings with the entire company to not only review last month’s and the coming month’s activities, but also as an open floor for team members and executives to share news and achievements. We think of it as the “pep rally before the big game.” Engaging your company in person has a much greater impact than any number of e-mails. — Jim Salters, The Business Backer
I have a weekly meeting where my entire team either meets in person or via teleconference to go over the happenings of the previous week and our goals for the upcoming week. Likewise, I have a more general strategy offsite every quarter where my team is able to all meet in person to discuss key learnings, pivots and strategies for the future. — Bobby Grajewski, Edison Nation Medical
I am only in the office about two days a week now. I send out a weekly email to my team that lets them know what I am working on and what major things need to be accomplished for the week. I always include some positive news, feedback or just a general did-you-know fact about our company in this e-mail. — Matt Ames, MN Pro Paintball
It’s important to maintain a strong culture both in and out of the office. One tradition at Olo is to send out a hero shot of us while visiting our restaurant clients and prospects. Aside from that, all of our employees use Hipchat so it’s easy to feel connected to adventures that we’re having on the road, regardless of where everyone is physically. – Noah Glass, Olo
I am often out of the office attending meetings with potential clients. When I am in the office I make sure to check with team members to see how things are going and to see if there is anything they need in order to do their job. Just taking a few minutes to ask how a person is doing can go a long way. — Phil Laboon, Eyeflow Internet Marketing
Leading by example is always a good idea, but it helps to make sure employees know they’re part of the team, and you’re all working toward a common goal. Keeping everyone on the same track is easy when the team has a collective pulse. — Daniel Wesley, DebtConsolidation.com
Hiplogiq’s culture is driven by our core values, one of which is to communicate transparently. We empower our staff to keep a chat window up using a tool called Slack. That way even if I am 30,000 feet up in the air, as long as I have a Wi-Fi connection I can relay it the them and my fellow co-founders at a moments notice. — Adam Root, Hiplogiq