Running Remote 2018
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This document discusses remote working and running distributed teams. It outlines different types of remote work including fully remote companies. The advantages listed are flexibility, a global talent pool, reduced interruptions, and environmental benefits. Challenges discussed include communication, isolation, time zones, and ensuring a sense of belonging for remote employees. Solutions proposed are onboarding processes, virtual meetings, communication channels, and emphasizing well-being. Overall the document provides an overview of considerations for effectively managing remote and distributed teams.
Running Remote 2018
- 1. Remote Working Running Remote, Bali – June 2018
- 2. types of remote • distributed teams (across offices) • occasionally remote (work from home) • “if your company isn’t doing this, you’re in a bad company” • remote friendly / remote only • location independence / co-working • It is not offshoring work; rather, you hire around the world • It is not a substitution for team work or human interaction
- 3. advantages of running remote • Flexibility (health, kids, families, etc) • Hiring from a global talent pool • No commuting • Self-selects self-starting individuals • Reduced interruptions, increased focus • Travel without taking vacation • Environmental impact anecdote • Work from where you want, when you want, with whom you want • The canaries of business productivity • Have a considerably lower staff turnover
- 4. why employees want remote working • Millennials value Passion and Purpose over Survival and Obligation • Millennials don’t want what previous generations wanted, companies are slow to realise this • Nomads -> Risk Takers, Experiences over Possessions, Lifestyle Design, Inspired by Movement, Being over Doing • People want freedom -> they NEED purpose, employers are confused by this change. It doesn’t align with Motivation 2.0 (Drive) • The greatest gift of co-working is that people get to choose WHO they work with.
- 5. diversity • Remote working enables women to stay engaged in the workforce • Benefits for companies • Financial • Retention • Collaboration • Creativity
- 6. Create process & standardization Written centrally & mandated Eliminate variability Engineered for predictability Focus and measure outputs Command & control Centralized decision-making Large monolith teams Hierarchy Strong functions & departments Provide plays & guardrails Crowdsourced & shared laterally Embrace variability where valuable Freedom for rhythm & cadence Focus on outcomes Empowerment Decision-making at the coalface Small, nimble teams with high agility Autonomous cross-functional teams EFFICIENCY EFFECTIVENESS @dompricehttps://twitter.com/domprice/status/1016909870732201984
- 7. future of work • “a fool with a tool is still a fool, only faster” - Dominic Price, Atlassian • every interaction is an opportunity to reinforce how much we value our remote workers • if one person dials in, everyone dials in - this levels the playing field for “remote” meetings, rather than having 6 people in a room and one poor person on video chat • time tracking is a terrible idea
- 8. challenges • communications and culture • ensuring the team is always aligned with the current priorities and purpose • isolation, loneliness, anxiety, etc • imposter syndrome can be huge for new starters in remote environments • time zones are a challenge, people never switch off, time zones make this worse, don’t leave any single person alone in a time zone, try to align time zones for “office hours”
- 9. solutions – sense of belonging • belonging is an ACTIVE experience, everyone is responsible • GitHub do a 1 week on-site in the office • introduce a buddy system, not with their line manager • daily efforts to ensure remote teams feel as connected as the local members • CEO digest weekly update • virtual town halls • for remote teams, give them the afternoon off to do stuff with their families • new swag is delivered to people’s homes rather than the office. this way remote workers are treated equally to the office people
- 10. challenges – wellbeing • make sure managers are having conversations about well-being as well as work performance • make sure you have fun channels on slack etc to ensure people have a well-rounded interaction with remote workers and remote work • use “joyable” company: https://joyable.com, connects people with qualified therapists, part of their benefits • need to be very deliberate to have social and water cooler chat
- 11. management and leadership • leaders need to unlearn • they’ve been successful and re-enforced in their behaviour for 30 years • that world no longer exists • as a remote manager, ensure you inject a little fun to avoid only talking to your team members about hard or negative topics • do performance reviews based on staff goals, career goals.. not company goals. (as you’d expect in any setting) • ensure people are taking time off • working long hours or weekends is not encouraged nor celebrated
- 12. recruiting and onboarding remote staff • when doing remote work interviews, do the interviews remotely too • mentor, fly new starters in to work with their mentor for a period of time, assign buddy • remote retreats (2 x a year), work together for a week, bring teams and families together (some examples) • design a 3-5 year org chart to show people some career progression options • do the team-fit interview first, there’s no point doing the technical interview first
- 13. companies represented Atlassian: 3000 people, mixture GitHub: 800 people, 20 countries, mixture GitLab: 300 people, 40 countries, remote-first Doist: ~60 full time, ~20 part time, remote Stormboard: ~32 people, remote Dribbble: 34 people, fully remote Empire Flippers: remote Buffer: 73 people, fully remote Webinar Ninja: ~30 staff, remote
- 14. online guides • https://www.remoteonly.org/ • https://open.buffer.com/ • https://blog.doist.com/how-we-work/home • https://www.atlassian.com/team-playbook • https://about.gitlab.com/handbook/ • https://product.canva.com/working-with-global-teams/