Since our company is fully remote, we have our standard company policies, which include expectations for all employees and working remotely. We also have a readily available online employee handbook that answers all employee questions and helps set clear expectations for our team.
A challenging time finding talented local employees gave Brad the idea to make WebDevStudios 100% remote—hear about his strategies for creating a healthy remote work culture.
Read full interview from Company Interview with Brad, co-founder and CEO of WebDevStudios.
BELAY is a remote workplace. We don’t have a brick and mortar building, and all of our employees work from the comfort of their own home. It is the responsibility of each employee to ensure a secure and dedicated workspace and be free from distraction at all times.
For 10 years, BELAY has been a 100% remote work company. CEO, Tricia, shares the tools that keep them thriving and how boundaries & expectations contribute to their success.
Read full interview from Company Interview with Tricia, CEO of BELAY.
Our work contracts stipulate that we can either work from home or from the office, so I guess that makes it a formal policy :)
From making employees shareholders to letting workers take control of their roles, Maxime describes Digicoop's path to remote success.
Read full interview from Company Interview with Maxime, Co-founder and CTO of Digicoop.
Yes! We highly recommend a well-written and well-communicated remote work policy for all companies to start off on the "right remote foot" with aligned expectations at every level of employment. Our Goplaceless program is designed for leaders and change managers to identify the key elements of a remote work policy that would work best for their teams.
With Workplaceless, Tammy helps companies start off on the "right remote foot." Hear how her 100% remote team stays in sync, and how she keeps her employees engaged
Read full interview from Company Interview with Tammy, CEO of Workplaceless, and a remote work leader.
Working remotely is part of our DNA, and all our teams can work from wherever they want.
We ensure our people utilise not only the best tools but also the right, agile working practices.
Ensuring that remote teams are aligned and motivated is vital. Our highly collaborative and transparent way of working we call: ‘Working out Loud’.
Remote work is built into Rainmaker Solutions' DNA. See the beliefs that push this company forward & check out their virtual activities that are building organizational trust.
Read full interview from Company Interview with Jan, founder and CEO of Rainmaker Solutions.
Not really apart from what is described as our 'typical day' above. Everyone has to be reachable on Skype at all times during working hours and have to ensure that they are on a good connection (no working from noisy cafes with poor WiFi i. e.).
If they want to take a gym break, they need to make us aware the day before, do it in the morning immediately after the morning meeting, and make up for it later on.
A three-hour work commute motivated Jan to establish a full-on remote work arrangement for his company. What have been the benefits & challenges? See his takeaways!
Read full interview from Company Interview with Jan Fex, CEO of DotDee Digital.
We have flat teams, with each team member equally engaged and equally important to a project. Therefore we encourage people to work together closely and so that they can adapt easily to specific situations, especially those that involve remote work.
Ivan's company, Base B helps companies build effective remote teams. See the tools and training practices that allow them to excel in helping their clients.
Read full interview from Company Interview with Ivan, CEO of Base B .
Formality, in my opinion, creates robots. We have simple rules on how to communicate without distracting, as I shared in my previous answers.
With DistantJob, Sharon has created a mistake-friendly environment where managers lead by example. See his tips for building trust and security among his remote teams.
Read full interview from Company Interview with Sharon Koifman, CEO of DistantJob.
We have an Employee Handbook that discusses our fully remote policies and procedures.
Four of the most important words in our employee handbook are “use your best judgment.”
We feel confident about using this phrase because we trust our employees to do the right thing. Otherwise, we wouldn’t have hired them in the first place!
Twenty years ago, Shelly started one of the first all-remote U.S. companies. See how remote work has given Fire Engine RED a competitive advantage & the four most important words in the employee handbook.
Read full interview from Interview with Shelly, CEO of Fire Engine RED & remote work pioneer.
Not yet, though we plan to draft one up before our first key hires.
Based on the conversations we have with experts every week, it’s clear that remote work cannot be an afterthought.
It affects every aspect of company culture, from hiring to benefits to company socials.
Class is in session! Corine and her team have been studying how to incorporate remote work in their startup for months. Learn about the effective remote work practices she and the team are implementing in their new company.
Read full interview from Company Interview with Corine, co-founder of Sike Insights.
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