I read an interesting article about managing a large distributed remote company, and there were so intelligent points that I want to share those in this post.
So, is it possible to have a successful remote company? Sir, yes sir! According to the CEO of Remote, Job van der Voort, it is indeed possible. The article itself can be found at:
📖 The future of work is remote, preached by Job van der Voort, the CEO of Remote – https://visionfund.com/insights/job-van-der-voort-why-remote-work-is-the-future
“Remote.co itself is fully remote. It has no offices, and its 1,000 employees are spread across 77 countries. It also acts as the employer of record for tens of thousands of employees in 150 countries who work for Remote’s customers”.
All the magical remote work-related words are amazingly in that article:
✔️ Access to talent: Remote work opens up access to a diverse pool of talent globally, transcending geographical barriers and allowing companies to recruit the best candidates regardless of their location.
✔️ Employees are happy to be working remotely: Remote work fosters increased job satisfaction, better work-life balance, and reduced commute-related stress, leading to happier and mentally healthier employees less prone to burnout.
✔️ Possible to scale really quickly: The remote work model facilitates rapid and agile expansion for organizations without the constraints of physical office spaces, enabling seamless onboarding and team growth.
✔️ Working asynchronously is efficient and productive: Embracing asynchronous communication enhances productivity by minimizing interruptions and accommodating different time zones, enabling employees to work at their most productive times.
✔️ Flexibility > highly valued by employees and translates into high levels of motivation and engagement: Providing flexibility in work hours and location leads to higher employee motivation, dedication, and loyalty as employees can align work with personal needs.
✔️ Freedom and space for employees to do the job and to make decisions: Remote work promotes a culture of trust, granting employees autonomy in their work environment and decision-making, encouraging creativity and innovation.
✔️ Intentionality in values, culture, and kindness: Remote companies prioritize intentional efforts to nurture a strong company culture, uphold shared values, and promote a kind and empathetic work environment.
✔️ Networking and socializing with people: Remote work fosters virtual networking and socializing opportunities through online events, team-building activities, and digital collaboration platforms, strengthening team bonds.
✔️ There’s nothing magical about being together physically in person. You could do it all online: Remote work challenges the notion that physical proximity is essential for effective collaboration, showing that online interactions can be just as productive.
✔️ Work as transparently as possible. Remote teams prioritize transparent communication by sharing information openly, encouraging feedback, and avoiding silos.
✔️ Over-communicate, which links up with being transparent: Transparent communication and frequent information sharing are key in remote work settings, fostering collaboration and cohesion among team members.
✔️ Give people significant freedom and ownership: Remote work empowers employees with substantial freedom and responsibility over their tasks and projects, resulting in greater accountability and job satisfaction.
✔️ You can’t micromanage people remotely: Remote work necessitates a shift from micromanagement to outcome-based leadership, allowing employees to thrive with increased autonomy and self-motivation.
✔️ Measure performance by output, not availability, attendance, or activity: Remote teams focus on results rather than hours worked or physical presence, promoting efficiency and a healthy work-life integration.
✔️ People don’t have to commute anywhere: Remote work eliminates daily commutes, reducing the environmental impact and granting employees valuable time for personal activities or work-related tasks, ultimately enhancing productivity.
I want to call for creativity and innovation so that we can create the best models to develop the future of work. We should focus on how and why we work, not where we work. Again, it’s all about flexibility, productivity, engagement, well-being, work-life balance, and sustainability where remote work can make better and healthier lives, and better work and companies also.
1 comment