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During a live Epoch&Talk panel, Glassdoor’s Nponano Maikori and Movable Ink’s Christine Stromer discussed their innovative strategies for fostering engagement in remote and hybrid work environments. Their insights reveal the importance of flexibility, intentionality, and inclusivity in today’s evolving workplace.
Nponano Maikori has been instrumental in defining Glassdoor’s remote-first approach as one of its earliest internal communications hires. Glassdoor, with a little over 700 employees, operates remotely but has united with its sister company, Indeed, for shared workspace access. This remote-first strategy has enabled Glassdoor to attract diverse talent from beyond traditional tech hubs, helping to cultivate an adaptable culture that reflects the needs of a dispersed workforce. Nponano’s focus remains on meaningful engagement metrics and initiatives that enhance employee experience.
Christine Stromer leads workplace experience initiatives at Movable Ink, a company with nearly 600 employees and a hybrid approach. Movable Ink’s primary office locations in New York, Toronto, and Waltham, along with flexible WeWork memberships for remote employees, allow for an inclusive model supporting both on-site and remote staff. Christine emphasizes the importance of engagement quality and recently introduced Epoch as part of Movable Ink’s strategy to create memorable cultural touchpoints. Her efforts reflect the company’s commitment to fostering connection and inclusivity in the workplace.
Nponano explained that Glassdoor adopted a remote-first model after recognizing low office utilization post-pandemic. Leadership observed that productivity remained strong and had made the decision previously to expand hiring outside major hubs, which allowed the company to access a wider talent pool while reducing office costs. This strategic shift underscores Glassdoor’s commitment to a culture that values flexibility and prioritizes impactful engagement over physical presence allowing them to make worklife better for their employees.
Christine shared that Movable Ink embraces a hybrid model with key offices in major cities, complemented by WeWork memberships for remote employees. The recent NYC office redesign focuses on collaborative spaces over individual workstations, promoting creativity and strategic teamwork during “anchor days” without mandating in-office attendance. This approach shows the emphasis on fostering intentional collaboration while respecting individual work preferences.
Christine and Nponano have each developed unique ways to build team cohesion beyond traditional perks. Glassdoor hosts annual functional on-site events and allows for in-person departmental meetings that include strategic planning and team bonding.
Christine reminded everyone that standard perks like free breakfast are not enough to drive in-office attendance. Instead, Movable Ink focuses on “coalesce days,” designed for team brainstorming and strategic alignment. The recent adoption of Epoch enhances these touchpoints, creating more meaningful interactions that reflect Movable Ink’s inclusive culture.
Both Glassdoor and Movable Ink have established ownership structures that support cross-functional collaboration for cultural initiatives. Glassdoor’s employee experience team manages internal events and oversees tools like Epoch for streamlined event planning and reporting. Nponano’s close coordination with workplace teams from the beginning has set clear expectations and created a consistent engagement framework. Leadership’s active involvement in events also increases participation, setting a strong example for engagement across the company.
Movable Ink’s structure involves Christine’s team overseeing wellness programming, volunteer initiatives, and cultural events, while the executive coordination team manages on-sites and business meetings. This collaborative approach allows Movable Ink to deliver cultural programs that meet employees’ needs and foster connections across the organization.
Both companies use metrics to evaluate program success and employee engagement. Glassdoor conducts pulse surveys twice a year, focusing on employee experience and belonging. Nponano emphasized the potential downsides of survey fatigue and stressed the importance of timing, noting that significant company events during survey periods can impact results. They also track attendance and participation in their monthly “culture hours.” During these sessions, meetings are discouraged, allowing dedicated time for employees to connect. Leadership’s active involvement in these events fosters a culture of engagement and further encourages participation.
At Movable Ink, engagement quality takes precedence over attendance numbers. Christine’s team tracks spending per employee quarterly and prioritizes diverse vendor partnerships, with all wellness vendors representing diverse backgrounds. This commitment to inclusivity enhances the quality of Movable Ink’s cultural initiatives and reflects the company’s core values.
Both leaders agree that impactful engagement initiatives don’t require large budgets. Christine highlighted budget-friendly events like “Rush Week,” where employees post personal photos for a yearbook, and “Spirit Week,” which involves team-based challenges and friendly competitions. These simple, cost-effective events foster connection through shared moments that are engaging, memorable, and affordable.
Adaptability is essential in a hybrid culture. Employee preferences change, and what works one year may not resonate the next, so regular engagement surveys help both companies stay aligned with employee needs. Glassdoor’s focus on “culture carriers” illustrates the power of internal influencers at all levels who actively promote engagement within their teams. These culture carriers strengthen connections by encouraging participation and embodying the company’s values.
Christine and Nponano showed that creating a strong culture in a remote or hybrid environment is possible with strategic, flexible approaches. By focusing on meaningful experiences, leveraging internal influencers, and adapting engagement strategies, these companies demonstrate how to cultivate environments that connect employees and reinforce a sense of belonging, regardless of location.
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