Remote Work Policies

Is your leadership's management philosophy stuck in the 1960s? Let's redefine it: Leadership by Being Engaged. The concept of "management by walking around" came from Bill Hewlett and Dave Packard (HP founders) in the 1960s, popularized by Tom Peters in 1982, and gets used today to describe what's missing in #remote work. "The expected benefit: by random sampling of events or employee discussions, managers are more likely to facilitate improvements to the morale, sense of purpose, productivity and and quality... compared to remaining in a specific office area, or the delivery of status reports." The literal concept doesn't work if your managers have people who are working in multiple locations, now the majority case. 60 to 80% of all "enterprise" company managers now have #distributed teams. 100% of Fortune 500 Execs have teams that are #distributed today, according to Atlassian (kudos Molly Sands, PhD). #RTO mandates rooted in this philosophy are trying to return to a world that no longer exists. Leaders need a both/and approach. Get employees together to jump-start #belonging, and build better #culture and #performance by being involved in the digital #collaboration tools that your teams use every day. Let's redefine a philosophy rooted in co-location into one for the #digital age. Four starting points for leaders looking to get digitally engaged: 🔸 Increase transparency. Internal transparency around clear goals and realistic progress against them drives focus on outcomes, and builds trust. 🔸 Get engaged in the work. Execs need to stop saying "Teams/Slack etc are for the kids; you'll find me in email" and get into the tools people use every day to work through account issues, project updates, and problem solving. 🔸 Participate in digital communities. Social forums at work build belonging. That cuts across everything from an Abilities ERG to Sneakerheads. Finding community at work boosts retention; even leaders need to find that. 🔸 Get a reverse mentor. Being available and engaged digitally can feel foreign as a leader, and initially scary to a team. Find a digital native in your organization who can coach you! What's your take? Retire the phrase, or revive an important concept?

Remote work isn't broken. The rulebook is: Most companies wrote one set of remote rules and handed it to everyone. But managers and employees need to run it differently: 1. Set core hours ↳Manager: Pick 3-4 hours the whole team is online, then stop scheduling meetings outside that window ↳Employee: Block those hours on your calendar and protect the rest of your day for deep work 2. Overcommunicate context ↳Manager: Explain the why behind a task, not just the what, so no one has to guess ↳Employee: Add a quick note to every update so your manager never has to ask "where are we" 3. Ask before you assume ↳Manager: If a message sits unanswered for an hour, check in before you jump to conclusions ↳Employee: Ask before you guess, it saves both of you a redo 4. Default to written ↳Manager: Put decisions in a doc or channel, not just a call, so nothing gets lost ↳Employee: Recap verbal conversations in writing so there's a record everyone can check 5. Trust the work ↳Manager: Judge output, not hours online, and say that out loud to the team ↳Employee: Share progress often so trust builds without anyone having to ask for it 6. Show up on camera ↳Manager: Make camera use a norm for some meetings ↳Employee: Turn your camera on for priority calls 7. Build in real connection ↳Manager: Schedule time that isn't about work, even 15 minutes, so the team stays a team ↳Employee: Show up to that time, skipping it quietly adds up to feeling cut off 8. Document everything ↳Manager: Keep one source of truth for decisions so new hires can catch up fast ↳Employee: Write down what you did and why before you log off each day 9. Ask for feedback ↳Manager: Check in at least monthly on what's working and what feels isolating ↳Employee: Speak up early if something feels off, don't wait for the review 10. Guard the boundary ↳Manager: Don't message after hours unless it's urgent, model the behavior you want ↳Employee: Set a hard stop time and actually log off when you hit it A rulebook only works if both sides read it the same way.  Most don't. Which of these feels hardest to actually follow, as a manager or as an employee? --- ♻️ Repost to help remote teams work better together. And follow me George Stern for more remote work content.

Remote work is amazing. Until your living room starts feeling like a boardroom and your workday never really ends. Sound familiar? While remote work offers flexibility, it also comes with unique challenges like blurred boundaries, screen fatigue, and the struggle to truly disconnect. The key? Intentionality. I dive into the 7 biggest challenges of remote work and share strategies to overcome them: 1️⃣ Blurred Boundaries 👉 Challenge: When your home becomes your office, the lines between work and personal life often vanish. 💡 Solution: Set clear working hours and communicate them to your team. Create a dedicated workspace to mentally “leave work” at the end of the day. 2️⃣ Feeling Always ‘On’ 👉 Challenge: The convenience of technology means work can follow you everywhere—into meals, weekends, and even vacations. 💡 Solution: Use “Do Not Disturb” settings on your devices and schedule intentional breaks. Protect evenings and weekends by turning off work notifications outside your set hours. 3️⃣ Isolation 👉 Challenge: Without the energy of a shared office space, many remote workers experience loneliness or disconnection from their teams, affecting morale and mental health. 💡 Solution: Schedule regular virtual coffee chats with colleagues to nurture relationships. Consider joining local co-working spaces or community groups for social interaction. 4️⃣ Overlapping Roles 👉 Challenge: Balancing work responsibilities with household duties—like childcare, cooking, or chores—can create stress and distract from focused work. 💡 Solution: Communicate with family or roommates about your work schedule and boundaries. Use tools like time-blocking to separate work and home duties effectively. 5️⃣ Technology Overload 👉 Challenge: Spending hours on video calls, emails, and digital tools can lead to screen fatigue and overwhelm. 💡 Solution: Build screen-free breaks into your schedule and evaluate which meetings can be replaced with emails or asynchronous updates. 6️⃣ Lack of Routine 👉 Challenge: Without the structure of a commute or office rituals, days can feel unanchored. 💡 Solution: Establish a consistent morning routine that signals the start of the workday. Incorporate rituals like exercise, journaling, or a designated start time to set the tone. 7️⃣ Difficulty Unwinding 👉 Challenge: When your workspace is just a few steps away, it can be tempting to keep working—or hard to stop thinking about unfinished tasks. 💡 Solution: Create an end-of-day ritual to signal the workday is over. This could be going for a walk, tidying your workspace, or planning the next day’s tasks. Balance isn’t about perfection. It’s about making space for what truly matters. How have you tackled these challenges in your remote work journey? Share your thoughts or tips below! 👇

I have made and saved a lot of money using remote teams across all of my companies.  Here’s how you do it: Almost every business could use at least some remote talent. It’s a great way to access a broader talent pool than your local area. You can also lower overhead costs — less office space, lower bills, and even hire talent from other countries. So how do you get the most out of a team that you don’t see face to face? Step 1: Define your objectives and needs Nail down your biggest reason for building a remote team. Broaden your hiring pool? More flexibility? Lower costs? Your main goal guides your future decisions. Then, assess which of your positions are suitable for remote or hybrid work. — Step 2: Develop a remote work policy A solid policy sets the tone and expectations for your team. Try to answer all questions ahead of time. Clarify Scope and Purpose: •  Who is eligible to work remotely? • For hybrid, how many days? • Is there a distance requirement? Set Communication Standards: • When should people be online and available? • What communication tools should they use? Security Protocols: Password manager?  VPN? Are you providing work equipment or expecting BYOD? — Step 3: Update your hiring process Build remote-specific job descriptions: Highlight skills like self-discipline and communication. Use diverse recruitment channels: Remote-specific job boards and communities. Tailor interviews for remote readiness: Include video calls and assess their home office setup. — Step 4: Find the right tools & technology Equip your team with tools that support collaboration and productivity. You’ll probably need: • An async communication hub (like Slack) • A video call platform (Google Meet) • A project management tool (Asana or Trello) • Hardware/software support Provide equipment or offer a stipend. — Step 5: Establish clear communication guidelines Effective communication is the backbone of remote work. Do you need people to: • Set online statuses? • Post daily updates? • Follow a response time rule? • When do you need people available for video calls? Make sure to set regular meetings and check-ins. Weekly stand-ups and monthly all-hands help keep everyone aligned. — Step 6: Build a strong team culture Strong remote teams thrive on culture and connection. Start with thorough virtual onboarding. Set up meet and greets and mentoring sessions. Add regular team activities: • Virtual coffee breaks • Game time • Casual Slack channels Celebrate everything: • Individual and team wins • Holidays • Company milestones — Step 7: Keep tabs on performance Address concerns head-on with clear goals and regular feedback. Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Schedule quarterly reviews. Focus on outcomes — not hours worked. — If you’re interested in remote staff for your teams. Comment below or message me and I’ll get you connected.

💡Interesting new research from The University of Queensland, featured in The Conversation Australia + NZ today, which finds WFH: 🚘🚖 reduces traffic congestion and saves commuting time. However, it financially strains public transport operators due to lower demand. 📈 boosts regional growth as workers relocate in search of larger homes with home-office space. But this raises regional housing demand and prices. 💰 helps employers cut costs and increase productivity and job satisfaction rates. It can, however, limit promotion opportunities for remote workers. ♻️ cuts traffic pollution and improves work-life balance. But it may cause social isolation, overwork, strained family relationships and musculoskeletal problems if ergonomic furniture isn’t used. They created an accounting tool that lists the costs and benefits of working from home. The net impact is calculated by subtracting total costs from total benefits, allowing us to measure tangible and, when possible, intangible effects. Link to full article is included in the comments section below 👇🏻 WorkFLEX-Australia #wfh #futureofwork #hybridwork Authors: Dorina Pojani, Neil Sipe, and Ying Lu.

Scaling a global workforce to 25,000+ across 12 geographies isn't just about hiring faster. It's about not losing your core culture when you hit the ground in a new market. We faced this challenge head-on while building out the team that helped GreenCell Mobility become the largest E-mobility player. Rapid expansion meant bringing in diverse talent quickly. But we couldn't just copy-paste our existing HR frameworks. Each region had its own nuances, its own ways of working. And we didn't want to dilute what made us, us. So we focused on three things: - Localizing, not just translating, our values into actionable behaviors. - Building strong local HR leads who understood both global strategy and regional context. - Creating cross-cultural project teams from day one to foster integration. It wasn't always smooth. We had to backtrack on a few initiatives that just didn't land culturally. The real lesson? Culture isn't static. It evolves as you scale, but its foundation needs consistent reinforcement, especially when you're deploying ~1,900 e-buses and growing at pace. How do you balance rapid global scaling with cultural cohesion in your organization?

Your colleagues are not your friends. Do your job. Get paid. Go home. I completely agree with this… If you want work to be a place of cold isolation that may eventually impact your wellbeing and productivity. Some of my oldest friends today, are people I worked with, from bosses to peers and even external collaborators (vendors & suppliers). And they made work better, happier, more engaging and satisfying for me. Humans by nature are communal creatures; we need to connect with others, feel part of the group. If you think about it, all the levels in Maslow’s hierarchy of needs are essentially about human connection; physiological needs, safety, love and belonging, esteem and self-actualisation all require human connection with others. In the past it was easier to create friendships at work because you saw people and interacted with them daily. Today, with remote and hybrid work, it’s a little harder but still doable. Here are some tips on building relationships with colleagues even when you rarely see them physically: 📌 Make the Effort: If you want to build relationships at work, you have to be intentional about it; reach out, communicate, interact, participate. 📌 Offer Value & Build Trust: As selfish as this may sound, people gravitate towards those who add value to their lives. And since value is subjective, start by being generally optimistic, positive, friendly and willing to be helpful. Make sure to follow through on promises. Consistency and reliability are important for building trust 📌 Use the Tech: Most of today’s workplace interactions happen with the use of technology; emails, instant messaging, video conferencing, etc. Use them. Don’t wait for a time when you can interact physically. 📌 Communicate Effectively: Because it’s harder to connect virtually than physically for most people, you’ve got to communicate more often and leave no room for ambiguity as virtual communication can be open to interpretation (and misinterpretation). 📌 Virtual Socials: Don’t limit workplace interactions to work stuff. Share personal interests and hobbies to find mutual interests you can bond over. I love the idea of a pyjama coffee meeting or virtual lunches with colleagues. Who doesn’t relax while drinking a beverage? Or in PJs? 📌 Celebrate Colleagues: Celebrate your colleagues’ achievements or milestones, professional and personal. Even small gestures of recognition go a long way in relationship-building. Building relationships in a remote work environment requires being proactive, patient, and empathetic. By actively engaging with your colleagues using remote tools, and finding ways to connect beyond work stuff, you can create strong and lasting professional relationships, even when you rarely meet in person. Do you believe in work-friends? How do you build and maintain friendships with remote colleagues? #LinkedInNewsEurope

The remote work era demands a new approach to team leadership. With distributed work and hybrid setups becoming the norm, it’s time to re-evaluate traditional frameworks. Inspired by Patrick Lencioni’s "Five Dysfunctions of a Team," I adapted it for remote teams—because the rules have changed. 👀 𝗧𝗵𝗲 𝟱 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀: 1️⃣ 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 Trust is essential in remote setups but harder to build without regular face-to-face time. Consistency, transparency, and empathy are critical to bridge the trust gap. 2️⃣ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 In virtual settings, it’s easy to skip tough conversations. Healthy conflict is essential for innovation—encourage open channels for feedback and constructive debate. 3️⃣ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 & 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Misalignments are common without a shared space. Set clear goals, built upon narratives and outcomes — to ensure everyone is moving in the same direction. 4️⃣ 𝗘𝘃𝗮𝘀𝗶𝗼𝗻 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Remote work can blur accountability lines. Establish clear roles, responsibilities, and track progress consistently to build ownership. 5️⃣ 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗼𝗮𝗹𝘀 Digital tools create constant distractions, making it easy to lose sight of team goals. Regularly reinforce your team’s mission, celebrate progress, and debrief setbacks. --- Ready to tackle remote dysfunctions head-on? Here are also 10 practical tips for remote leaders: 1️⃣ Visualize team goals in one shared place 2️⃣ Write weekly async updates instead of a meeting 3️⃣ Set clear ownership of outcomes upfront 4️⃣ Build a “virtual watercooler” for informal chats 5️⃣ Plan quarterly offsites (in-person or digital) 6️⃣ Share small wins weekly to boost morale 7️⃣ Run frequent feedback sessions of different scopes 8️⃣ Set clear deep work timeslots for the team 9️⃣ Create a digital playbook for team processes 🔟 Document, document, document --- What's your view on this? Does it resonate? What other tips would you suggest for remote leaders? #RemoteWork #TeamDynamics #Leadership #HighPerformance --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025.

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Remote working is on the rise.. Businesses are starting to realise that their staff and teams are more productive and often happier with a genuine hybrid working model. But what about the flip side? We know the dangers of the traditional corporate lifestyle; the after-work drinks, the lack of personal life and so on, but is there a hidden cost to working from home that we aren’t seeing and need to be aware of? And more importantly how, as a leader, can you prevent falling into this trap yourself? A lot of people who work from home, also:- ↪ Work longer hours ↪ See less of their families  ↪ Drink more  ↪ Burnout when they hit their targets, and their targets increase  ↪ Have less time for their well-being and health Remote working has its benefits, but it can also be really isolating and take its toll on you emotionally and physically. As leaders, we tend to fill our time when we have more of it and then crash and burn trying to maintain that level of output. It’s unsustainable, so before it trips you up:- ➡ Put a structure in place to maintain a work / life balance ➡ Have boundaries around your habits, e.g. Don’t drink more because you don’t have to drive to and from work and face the team ➡ Schedule in co working time or social activities with your team ➡ Get out of the house when you aren’t working! Simple, yet effective steps you can take that not only benefit you and your family, but your teams and colleagues to. Finally, get support. No successful leader is doing it alone, believe me. I work with some of the best and they all fall prey to these issues without the right network and coaching in place. Action ➡ Momentum ➡ Results Is there anything you’d add that works for you? Share it below. Send me a message if you'd like to chat about how we can work together on you and your business. Chris - Your Results Coach.