Managing Remotely

Communication in a virtual environment is absolutely key to building trust. And so for this reason we expect our team to respond to emails,...

We’ve never had to set policies around communication as our employees are very self-motivated and if anything need to log...

We have general guidelines for communication and signaling within our distributed team, but we anchor a lot of communication around daily...

Yes we sure do! Jungle Camps twice yearly. It is a great way to meet, work, and grow together. It is...

At our team meetings, we do organize loads of stuff, which are fun and supports team building. Most of the time...

We currently don’t, but I hear they are awesome 🙂

Not yet. Skype and Google hangouts are what we use.

We are proponents of team projects so no one person is out there working on their own.  With onsite Customer engagements,...

We only do one formal meeting each year, a 4-day annual retreat that tackles some operations-level work, but is mostly for play and social...

I think this is a very important question for all organizations – not just organizations with remote workers.  Too often a “flexible workplace” turns into...

We don’t- the culture around productivity is the same for both office and remote- get things done.

At Toggl, we have a result oriented culture and everyone’s productivity is measured by their results. We have small teams working together: back...

We have a disproportionate share of employees who have been founders and entrepreneurs themselves in the past. This is the kind...

Communication is key. Keep the lines of communication open at all times, whether through regular meetings or just a quick check-in...

We place a strong emphasis on transparency, authenticity and being direct. We do monthly one-on-one feedback sessions, which we call “pair...

Sensing everybody’s mood, level of motivation, identifying issues before they develop.  With an on-site team, you get to take advantage...

It is not for everyone.  You have to be able to hire effectively and be quick to realize that if it is not a...

One of the challenges in managing a remote workforce is employee engagement. To be successful at Remote Year, employees need to...

Our leaders are continual learners in what good leadership truly is. Ultimately, we keep ourselves moored in our mission, the continual development of a...

We do this in lots of ways that aren’t too different than if we were all in the same office....

Well, by giving them a lot of responsibility. They need to feel needed and wanted.

Computers, monitors, peripherals, desks, chairs are provided by Automattic.

We offer employees a notable equipment stipend to be used for purchasing company assets when they start ($2,000 for technical production like designers and engineers, $1,500...

We have all of our team members use their own computers, but we provide all the apps necessary.

We ask that everyone let their team members know about any planned time off with as much advance notice as possible. There’s not...

We give everybody 20 paid vacation days per year (they generate 1.66 vacation days per month worked) and the local country holidays wherever they happen to...

We offer time-off to our employees with 24-hour notice. We’re an incredibly collaborative and connected team, so this is important...

When we started out, especially when we had to grow and hire new people, my biggest fear was that they�...

My biggest fear is that one day I’ll wake up and simply be too frustrated that I don’t get...

We’ve always been worried that they wouldn’t commit to teaching online in the long run, because most of our...