Ensure HQ workers have flexibility

A few important areas where centralized and accessible documentation should exist:

• Company policies, core values, and operating principles
• Project management system guidelines
• Critical service outage instructions
• Technical implementation re...

The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.

• Remote-friendly environment...

While treating both remote and office employees fairly, they don't necessarily need to be treated the same. Consider the unique needs of each group and create policies and perks that address them.

• Office employees only can receive publi...

• Mentorship weeks and in-person onboarding. Extend new remote team members the opportunity to meet their office peers by flying them out to headquarters for onboarding. It builds personal relationships early on that ease collaboration.
• Get office colleagues ...

Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.

For example, in hybrid teams, remote employees are often left in the dark. Office workers are...

Remote-ish teams should adopt asynchronous communication as the primary source of correspondence.

• Synchronous communication, where a quick back-and-forth conversation is possible, falls short for remote-ish teams. Synchronous-first teams encourage an always-on cultur...

Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.

Leadership must acknowledge the various challenges remote workers face and cr...