Name: Remote, Not Distant
Rating: 3.8 (237 reviews)
Author: Gustavo Razzetti

Work is no longer a place you go to; it’s something you do. The future of work is about creating a culture that thrives, no matter where your team is.

1. Rethink Work: Focus on Results, Not Hours

The traditional workplace mindset often equates long hours with productivity. However, in a remote or hybrid setup, this approach falls short. Instead, organizations should measure success by the outcomes employees achieve, not the time they spend at their desks. This shift allows workers to focus on meaningful contributions rather than performative busyness.

To make this change, leaders must clearly define goals and expectations. Employees should understand what success looks like and feel empowered to achieve it in their own way. This approach fosters creativity and innovation, as workers are no longer confined to rigid schedules or micromanagement. It also helps build trust, as employees are given the autonomy to manage their time effectively.

For example, a marketing team might focus on the number of successful campaigns launched rather than the hours spent brainstorming. A software developer could be evaluated based on the quality and functionality of their code, not the number of meetings they attend. By prioritizing results, organizations can create a more motivated and engaged workforce.

Examples

A company that rewards employees for meeting quarterly goals rather than tracking their daily hours.
A remote team that uses project management tools to track deliverables instead of micromanaging schedules.
A leader who celebrates innovative solutions, even if they come from unconventional work methods.

2. Design Culture with Intention

Workplace culture doesn’t happen by accident—it must be deliberately crafted. In a remote or hybrid environment, this requires extra effort to ensure employees feel connected and valued. Leaders should actively seek input from their teams and be willing to experiment with new approaches.

Intentional culture design involves creating rituals and practices that reinforce shared values. For instance, regular virtual check-ins or team-building activities can help maintain a sense of community. Leaders should also model the behaviors they want to see, such as openness, collaboration, and respect.

Consider a company that holds weekly "wins and challenges" meetings where team members share their successes and struggles. This practice not only builds camaraderie but also reinforces a culture of transparency and support. By designing culture intentionally, organizations can create an environment where employees thrive.

Examples

A remote-first company that hosts virtual coffee chats to encourage informal connections.
A team that co-creates its values and revisits them regularly to ensure alignment.
A leader who openly shares their own challenges to foster a culture of vulnerability and trust.

3. Embrace the Messiness of Remote Work

Remote work blurs the lines between personal and professional life, and that’s okay. Instead of trying to maintain rigid boundaries, organizations should embrace the reality of working from home. This means normalizing interruptions, casual attire, and flexible schedules.

Acknowledging the human side of work helps employees feel seen and supported. For example, a parent who needs to step away for a child’s school event should feel comfortable doing so without fear of judgment. Similarly, allowing employees to work in their most productive hours—whether early morning or late at night—can lead to better results.

By accepting the messiness of remote work, companies can create a more inclusive and empathetic culture. This approach not only improves job satisfaction but also boosts productivity, as employees feel free to bring their whole selves to work.

Examples

A manager who starts meetings by asking about team members’ personal highlights of the week.
A company that encourages employees to set their own work hours as long as they meet deadlines.
A team that celebrates "bring your pet to Zoom" days to add a touch of fun to remote meetings.

4. Asynchronous Collaboration is a Game-Changer

In a hybrid workplace, not everyone works at the same time. Embracing asynchronous collaboration allows teams to work more effectively by giving individuals the freedom to contribute on their own schedules. This approach reduces the need for constant meetings and enables deep, focused work.

To make asynchronous collaboration successful, organizations need the right tools and practices. Transparent communication platforms like Slack or Trello can help teams stay aligned without real-time interaction. Documentation is also key—decisions, updates, and feedback should be recorded and easily accessible.

For instance, a product development team might use shared documents to brainstorm ideas, allowing members to contribute when it suits them. This not only accommodates different time zones but also leads to more thoughtful and creative input. By prioritizing asynchronous collaboration, companies can unlock their teams’ full potential.

Examples

A team that uses a shared Google Doc for brainstorming instead of scheduling a meeting.
A company that records all-hands meetings for employees who can’t attend live.
A leader who sets clear expectations for response times to avoid unnecessary pressure.

5. Purpose Drives Connection

A strong sense of purpose unites teams, even when they’re miles apart. Purpose gives employees a reason to care about their work and feel connected to their organization. It also provides a guiding framework for decision-making, especially during challenging times.

To cultivate purpose, leaders should align team goals with the company’s mission. This alignment helps employees see how their work contributes to the bigger picture. At the same time, teams should have the autonomy to define their own purpose, creating a sense of ownership and pride.

For example, a tech company might emphasize its mission to "make technology accessible to everyone," inspiring employees to innovate. A customer service team could adopt the purpose of "delighting customers with every interaction," fostering a sense of pride in their work. Purpose not only motivates employees but also strengthens their connection to the organization.

Examples

A company that ties individual performance reviews to its broader mission.
A team that creates a shared purpose statement during a workshop.
A leader who regularly highlights how employees’ work impacts the company’s goals.

6. Psychological Safety Fuels Innovation

Teams perform best when members feel safe to express themselves. Psychological safety allows employees to share ideas, take risks, and admit mistakes without fear of judgment. This is especially important in remote settings, where communication can feel less personal.

Leaders can foster psychological safety by encouraging open dialogue and actively listening to their teams. For example, starting meetings with a check-in round can help create a welcoming atmosphere. It’s also important to address conflicts directly and ensure everyone’s voice is heard.

A culture of psychological safety not only improves team dynamics but also drives innovation. When employees feel safe to experiment, they’re more likely to come up with creative solutions. This leads to better outcomes for the organization as a whole.

Examples

A manager who thanks employees for sharing dissenting opinions during a meeting.
A team that uses anonymous surveys to gather honest feedback.
A company that celebrates "failure stories" as learning opportunities.

7. Feedback is a Gift

Feedback is essential for growth, but it’s often seen as criticism. To change this perception, organizations should frame feedback as a tool for improvement. Feedback should flow in all directions—up, down, and across teams.

Effective feedback focuses on the future rather than dwelling on past mistakes. For example, instead of saying, "You didn’t meet the deadline," a manager could say, "Let’s discuss how we can improve time management for the next project." This approach encourages a growth mindset and fosters continuous learning.

Regular feedback loops also help teams stay aligned and improve their performance. By making feedback a normal part of work, organizations can create a culture of openness and development.

Examples

A leader who asks for feedback on their own performance during team meetings.
A team that holds monthly "feedback Fridays" to share constructive input.
A company that trains employees on how to give and receive feedback effectively.

8. Meetings Should Be Rare and Purposeful

Meetings often dominate workdays, leaving little time for deep work. In a remote or hybrid setup, this problem is magnified. To combat meeting overload, organizations should schedule fewer meetings and make them more intentional.

Every meeting should have a clear purpose and agenda. Only essential participants should be invited, and the meeting should be as short as possible. For example, a 15-minute stand-up meeting can be more effective than a one-hour discussion.

By reducing unnecessary meetings, teams can focus on meaningful work. This not only improves productivity but also reduces burnout, as employees have more control over their time.

Examples

A team that replaces weekly status meetings with a shared progress tracker.
A company that enforces a "no-meeting Wednesdays" policy.
A leader who ends meetings early when all agenda items are covered.

9. Define Your Hybrid Work Model

Hybrid work isn’t one-size-fits-all. Organizations must define the model that works best for their teams. This could range from an office-first approach to a fully remote setup. Clear guidelines help set expectations and ensure consistency.

For example, a company might adopt a "remote-first" policy, with optional office days for collaboration. Alternatively, a team could designate specific days for in-person meetings while allowing remote work the rest of the week. Whatever the model, it should be designed with input from employees.

Defining the hybrid work model also involves setting best practices. For instance, employees should have the flexibility to set their own schedules as long as they meet their goals. Clear communication protocols and decision-making processes are also essential.

Examples

A company that surveys employees to determine their preferred work model.
A team that establishes "core hours" for collaboration while allowing flexibility outside those times.
A leader who communicates the hybrid work policy clearly and consistently.