The Remote Work Revolution: Chahanler Marks of CTRL Marks On Building Strong Cultures in a Digital World
An Interview With Chad Silverstein
Leaders set the tone. If leadership is present, engaged, and communicates well, employees will follow. If leadership disappears, so does company culture.
The remote work revolution has transformed how we think about work, but it has also raised important questions about maintaining culture and connection in a virtual world. To explore this important topic, we are interviewing Chahanler Marks.
Chahanler Marks is the founder of CTRL Marks, a media and branding company specializing in digital storytelling, strategy, and remote team collaboration. With a background in IT and digital media, he has built a career at the intersection of technology and creativity, helping businesses navigate the evolving landscape of remote work. His expertise in workplace culture, communication strategies, and team dynamics has made him a go to resource for companies looking to strengthen their digital-first operations.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I didn’t set out to specialize in remote work, it was something I naturally fell into.I have been using the computer for as long as I can remember. My background is in IT and media, and I started my career juggling different creative and technical projects. I liked the flexibility of working on multiple things at once, and that naturally led me to remote work before it became the norm. Over time, I realized I wasn’t just figuring out how to work remotely. I was figuring out how to build something sustainable within that space. That’s when I started CTRL Marks, focusing on branding, strategy, and helping businesses strengthen their remote operations.
Can you share the most interesting story that happened to you since you began working with remote or hybrid teams?
One time, I was on a call with a remote team, and halfway through, I realized they thought I was someone else. They had mixed me up with another consultant who had a similar name. Instead of stopping the meeting, I just kept going, answered their questions, and by the end, they said, “This was so helpful.. exactly what we needed.” Later, they emailed me, realizing their mistake, and asked if I wanted to actually consult for them. That’s when I realized: in remote work, confidence and adaptability are everything. If you can communicate well and bring value, people will trust you, even when things don’t go as planned.
You are a successful leader in the remote work space. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Adaptability — Remote work is unpredictable, and things rarely go exactly as planned. I remember leading a project where the entire scope changed overnight. Instead of stressing about what we lost, I focused on what we could build from it. That shift in mindset ended up creating something even better than our original plan.
Intentional Communication — You can’t rely on body language or quick office chats in a remote setting, so every message has to be clear. I once had a team member tell me, “You explain things like you’re writing a tutorial,” and honestly, that stuck with me. The best communication leaves no room for confusion, and I’ve found that being overly clear is always better than assuming people just get it.
Self-Motivation — Without the structure of an office, it’s easy to lose momentum. I set “fake” office hours for myself, even when I technically don’t need to. It keeps me in the habit of starting and stopping my day with intention instead of letting work blur into everything else.
Let’s now dive into the focus of our interview. When the shift to remote work became widespread, what was the biggest challenge you faced in maintaining a strong workplace culture? How did you address it?
The hardest part was replacing the casual culture that happens in an office like the quick chats and spontaneous collaborations. We had to be intentional about creating those moments in a remote setting, sometimes using very niche virtual online ‘office’ environments. Eventually rather than just relying on Slack for work updates, we created a “random” channel where people could talk about anything. It became our version of a break room, and it made a huge difference in keeping the team connected.
What are some of the unique challenges that remote or hybrid teams face when it comes to creating a sense of connection and belonging?
Everything has to be intentional. You don’t just bump into people in the hallway. If you don’t create ways for people to connect, they won’t. One company I worked with introduced a buddy system where team members were paired randomly each month for a casual chat. It worked surprisingly well to build relationships. Another company I partnered with used a virtual environment that looked like an old virtual chat room with rooms and little customizable avatars walking around, it was a very interesting experience that I am glad didn’t seem to catch on anywhere else.
What tools or technologies have you found most effective in fostering communication, collaboration, and team alignment in a remote setting?
Slack for communication, Notion for organization, and Loom for quick video explanations. But tools alone don’t fix problems, how you use them matters more.
What role does leadership play in building and sustaining a strong company culture in a remote or hybrid work environment?
Leaders set the tone. If leadership is present, engaged, and communicates well, employees will follow. If leadership disappears, so does company culture.
What advice would you give to leaders who are struggling to maintain employee engagement and motivation in a fully remote workforce?
Stop treating engagement like a forced event. People don’t need mandatory virtual happy hours — they need to feel like their work matters and that they’re recognized for it.
Ok, let’s explore actionable insights. Based on your experience, can you share “5 Strategies to Build a Strong Workplace Culture in a Remote Work Environment”? If you can, please include examples or stories for each.
- Over-Communicate with Purpose — Be clear, concise, and intentional with communication.
- Create “Unstructured” Spaces — Have spaces where people can casually connect.
- Lead by Example — If leadership is engaged, the team will be too.
- Recognize People Regularly — Shoutouts and acknowledgments go a long way.
- Encourage Autonomy — Trust people to do their work without micromanaging.
How do you address potential feelings of isolation or disconnection that employees may experience in a remote work environment?
Casual check-ins make a huge difference. A simple message like, “How’s your week going?” goes further than people realize.
Can you share an example of a remote work initiative, policy, or program that you implemented which had a significant positive impact on your team?
One of the best things we did was introduce “Focus Fridays” — this means no meetings allowed. It cut down on Zoom fatigue and gave people time for deep work.
How do you strike the balance between flexibility (one of the main benefits of remote work) and ensuring accountability and productivity?
Set clear expectations. People need autonomy, but they also need to know what’s expected of them.
What trends or innovations in remote work are you most excited about, and how do you see them shaping the future of workplace culture?
Async work is the future. More companies are realizing that not everything needs to happen in real time, which makes remote work even more sustainable.
In your opinion, how does building a strong culture in a remote work environment impact not just employees, but also customers, clients, and the company’s overall performance?
When employees feel connected and valued, they do better work. That translates into better customer experiences, stronger brands, and higher company performance.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people through better remote work cultures, what would that be? You never know what your idea can trigger. 🙂
A shift toward work-life integration instead of work-life balance. The idea that work and life are constantly at odds is outdated. Integration allows people to work in a way that fits their lives without guilt.
How can our readers further follow you online?
They can connect with me on LinkedIn at Chahanler Marks or follow my work through Medium
This was great. Thank you so much for the time you spent sharing with us.
This has been a great conversation! I appreciate the opportunity to share my experience. Remote work is always evolving, and it’s exciting to see how companies are adapting and making it work. Thanks for having me!
The Remote Work Revolution: Chahanler Marks of CTRL Marks On Building Strong Cultures in a Digital… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.