Video is a critical factor for doing remote work well while maintaining a sense of social connection. It allows you to better "read" people and creates a more cohesive team and experience.
It does not make sense to do a video call with your video off. Encourage people to turn their video on...

• Open offices can be full of distractions.
• Long commutes have a negative impact on well-being.
• Remote work increases job satisfaction and performance.

Being remote-first requires that you have a strong system for both shared files and documentation.
It is critical to have an impeccable organization with a remote, distributed team. It creates a higher standard for operating, even if you are all physically in the same room.

Your people need to feel your presence as a leader as they will have fewer opportunities to see you face to face when they work remotely.

• On time = one minute early, because there are lots of different links and things that people need to click.
• Slack time vs. Solo time. If you're always available on Slack or email, you're multitasking and unable to do deep work. Instead, check in periodically throughou...

These meetings are designed to boost energy at the company. They may seem to have no business purpose, but they are essential for creating connection while fulfilling the lack of natural connection.

To build a strong, healthy culture, create a channel where people can thank, praise, or give recognition to one another. It increases positive communication in organizations, which in turn increases performance.

Accept that you have to put in place remote work systems, even if more than half of your employees ultimately revert to office-based work.

Most of a manager's effectiveness in managing remote teams is when they engage in the right cadence of activities, and the right conversations at the appropriate time:

OKRs (Objectives and key results) are important for driving alignment around the few objectives that matter most. Using objectives helps to shift an employee from a task-oriented to a results-oriented focus.

• For the Leadership Team Meeting, start by having each member of the team rate how they're feeling and share a few words about their current state or weekend.
• Train managers to spend 2-5 minutes at their regular scheduled meeting to talk about non-related work topics that build trus...

A common fear is that employees may work less when they work remotely. This fear is usually misguided, and the desire to micro-manage should be curbed.

Recurring check-ins ensure regular communication between managers and their direct reports. Each week, every employee reflects on their role and provides a brief update and share the following:

If Zoom is your conference room, Slack is your open office. Just like an office, you need to think of leveraging Slack for both work and social interaction, where the team can have conversations they'd normally have in passing.
It can be anything from good morning, suggesting events, in...