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Organically. As we grew and worked through this work model and faced different challenges and overcame those challenges, we shaped up a better and... -
Being remote happened organically for us, but we formalized it into our core values. We wanted our team to know that... -
It was the beginning model. Our model has grown organically into a formal model while maintaining flexibility and autonomy for our... -
Of course. I would argue that having a team that feels fulfilled in their work and personal life provides the best... -
We have a strong company culture, and we are 100 percent remote. We do this by making sure our company core values... -
Yes, with constant creative thinking on how to keep your remote staff engaged and connected to the office. -
We focus on the pillars of our culture: Fun, Action, Communication, Transparency, Trust (FACTT). Fun – Meetups, video chats just... -
(a) At the start of our weekly one-on-one calls, we take a few minutes to talk about something that we are enjoying being involved... -
I think adopting Slack has been the biggest improvement to our remote culture. It’s a lot more informal than Asana which lets us... -
Do it. Whether you’re a small company or a large organization, embracing remote workers allows you to find talent outside of a geographic... -
Know why you want to go remote, and make sure there are defined rules and a general structure in place. In... -
We succeed at making remote work by being deliberate about our communication process. We have work-related communication tools, like Slack and... -
The biggest challenge we’ve found is when we encounter verticals that aren’t able to handle an “officeless” company. One... -
Onboarding – It can be challenging to onboard new hires who have never worked remotely before. Day one looks quite different being... -
It can sometimes be difficult to accommodate for varying time zones and work schedules within the company. Lots of our employees... -
We utilize many different communication tools, such as Slack, Skype for Business, Sococo, and of course conference line/email. We also... -
We have found that most of our effective communication comes from two factors: frequency and consistency. Our team leads, for example,... -
Our team uses Skype, Jing, Trello and Pivotal Tracker to communicate. We try not to use email, because information tends to... -
The biggest things that have changed are directly related to scalability – the routines and policies we maintained as a team of... -
As the number of employees has increased, we have increasingly standardized procedures. With a smaller team, communication often occurs organically, but... -
We are using better tools, less email, thank god – less Skype. 🙂 We are a great running team, everyone knows how the... -
We offer some flexibility in work schedules so that team members can have somewhat of a normal schedule, but we also... -
We have a very social and collaborative culture, where we talk about what we’re doing and what we’re up... -
Slack and JIRA—the platform we use to track development tasks—are asynchronous tools, allowing us to manage communication even with...
139 companies answer 9 questions.
Working remotely comes with unique day-to-day challenges. From the initial step of implementing remote policy to nurturing company culture while operating remotely, we ask leading remote companies to share how they approach running their distributed teams from an operational level.
