Implementing Flexible Work Policies

Remote teams don’t work? Here’s the truth: If your team needs constant watching... You’ve hired the wrong people. I've managed a remote team for 3+ years. Here’s what I’ve learned: 1/ The best people don’t need babysitting → They deliver results, not excuses. → Micromanagement kills trust. → Ownership drives real performance. → Accountability beats oversight. 2/ No commute means more growth → Extra hours for learning, not traffic. → Time spent on skills, not sitting still. → Work-life balance fuels productivity. → Efficiency replaces exhaustion. 3/ No office means no politics → Results matter more than appearances. → Ideas win, not egos. → Collaboration over competition. → Culture thrives without drama. Here’s how you can make it work: → Set clear KPIs that actually matter. → Monitor outcomes, not hours. → Document your process with Tango. → Give freedom to work where, when, and how. → Focus on impact—not desk time. Remote success isn’t about location—it’s about results. I started using Tango myself to streamline our workflows, keeping everyone aligned. For our remote team, it’s a game-changer. Why? Less explaining, more doing. ♻️ Repost and follow Justin Bateh, PhD for more.

👶🏻 A workplace tribunal has rejected business arguments that changing nappies and settling a crying baby are grounds to refuse WFH requests because they would significantly distract an employee. Last week, the Fair Work Commission backed a Freight and Logistics Services Australia account manager’s bid to increase his WFH arrangement from 2 to 3 days every second week to take care of his 18-month-old child and save on childcare costs. The ruling stressed that employers are required to accommodate individual employee situations, even if it departs from the terms of their employment. The manager had asked for an extra day after his wife lost flexibility in her job and they did not want the child to go to daycare until she was 2 years old. He proposed to work from home and use the company BubbaDesk – where parents have a shared workspace and nannies look after the children. The freight company rejected the manager’s claim after he flagged he may need to change nappies, help his daughter get to sleep and tend to her if she got upset. The business said such duties were “significant supervisory responsibilities” that “would represent a significant distraction”, and conflict with his contractual obligation to devote his whole time to the business during work. It argued that supervising his daughter would negatively affect customer service, particularly urgent requests to attend sites and claimed two clients had already commented on the distraction. Granting the request would set a “concerning precedent across the broader business”, it told the commission, as it “spends a lot of money on real estate, and it would prefer for its employees to be in the office”. Commissioner Damian Sloan found FLSA’s arguments unpersuasive, particularly when the Fair Work Act’s objectives for flexible work were for employers to accommodate individual employees if they can do so. “This might require a departure from the written terms of the employee’s employment,” he said. In any case, it was “a stretch” to argue a clause requiring the manager to devote his time to the business while working – which in context was about engaging in other business activities – “operates as a bar to [him] changing his child’s nappies or settling her when required during working hours”. He ordered FLSA to allow the worker to work from home the extra day until July 31, when the child turned 2 years old and the family expected her to start childcare. ❓Do you agree, is changing nappies and settling a crying baby are grounds to refuse work-from-home request, or should employers be required to accommodate individual employee situations like this? If an employer ‘spends a lot of money on real estate,’ should employees to be in the office? As always, keen to hear your thoughts, experiences and opinions. 🙏🏻 Link to full article in the comments below 👇🏻 WorkFLEX-Australia #flexibleworkarrangements #wfh #worklifebalance The Australian Financial Review Author: David Marin-Guzman

Remote work is amazing. Until your living room starts feeling like a boardroom and your workday never really ends. Sound familiar? While remote work offers flexibility, it also comes with unique challenges like blurred boundaries, screen fatigue, and the struggle to truly disconnect. The key? Intentionality. I dive into the 7 biggest challenges of remote work and share strategies to overcome them: 1️⃣ Blurred Boundaries 👉 Challenge: When your home becomes your office, the lines between work and personal life often vanish. 💡 Solution: Set clear working hours and communicate them to your team. Create a dedicated workspace to mentally “leave work” at the end of the day. 2️⃣ Feeling Always ‘On’ 👉 Challenge: The convenience of technology means work can follow you everywhere—into meals, weekends, and even vacations. 💡 Solution: Use “Do Not Disturb” settings on your devices and schedule intentional breaks. Protect evenings and weekends by turning off work notifications outside your set hours. 3️⃣ Isolation 👉 Challenge: Without the energy of a shared office space, many remote workers experience loneliness or disconnection from their teams, affecting morale and mental health. 💡 Solution: Schedule regular virtual coffee chats with colleagues to nurture relationships. Consider joining local co-working spaces or community groups for social interaction. 4️⃣ Overlapping Roles 👉 Challenge: Balancing work responsibilities with household duties—like childcare, cooking, or chores—can create stress and distract from focused work. 💡 Solution: Communicate with family or roommates about your work schedule and boundaries. Use tools like time-blocking to separate work and home duties effectively. 5️⃣ Technology Overload 👉 Challenge: Spending hours on video calls, emails, and digital tools can lead to screen fatigue and overwhelm. 💡 Solution: Build screen-free breaks into your schedule and evaluate which meetings can be replaced with emails or asynchronous updates. 6️⃣ Lack of Routine 👉 Challenge: Without the structure of a commute or office rituals, days can feel unanchored. 💡 Solution: Establish a consistent morning routine that signals the start of the workday. Incorporate rituals like exercise, journaling, or a designated start time to set the tone. 7️⃣ Difficulty Unwinding 👉 Challenge: When your workspace is just a few steps away, it can be tempting to keep working—or hard to stop thinking about unfinished tasks. 💡 Solution: Create an end-of-day ritual to signal the workday is over. This could be going for a walk, tidying your workspace, or planning the next day’s tasks. Balance isn’t about perfection. It’s about making space for what truly matters. How have you tackled these challenges in your remote work journey? Share your thoughts or tips below! 👇

To keep a virtual team connected, the fix isn’t “more meetings.” It’s shared purpose. Clear alignment. And strategic shots of connection. Thank you to The Globe and Mail and Gobi Kim for featuring me alongside Shannae Ingleton Smith and Justin Raymond in this piece on building culture in distributed and remote teams. 🤔 One of the biggest challenges I see? Distributed and remote teams “transacting” with each other instead of truly collaborating. 🧭 The solution starts with defining how we work together. → That’s why I recommend every team create a Team Working Agreement. Yes, it takes time to develop - but the ROI is real. → In our programs, we’ve seen double-digit increases in clarity, connection, and trust. That kind of alignment pays out dividends. 🗺️ A foundational step in this process? Map your team. → Who’s where? What time zones? Who’s hybrid - and from which office on what days? → This simple exercise builds empathy, reduces friction, and improves coordination. → Want to try it? Get the free mapping tool here: https://lnkd.in/eRTZnVUf 💡 Remote doesn't mean never together. Think of intentional gatherings as a “shot of connection.” → This is one of my favorite analogies from Annie Dean at Atlassian. → Atlassian research shows that just one well-designed in-person gathering can boost connection by 27% - with effects lasting 4-5 months. It’s like an inoculation for team connection. 💥 Case Study: a remote agency Shannae leads a fully remote company, Kensington Grey Agency Inc. She reinvests what could've been spent on an office lease into travel - sending groups of employees to meet clients in-person. This strengthens both external relationships and internal connection. Justin's team at Flexday supports Kensington Grey in building their intentional connection by matching them with a well-resourced office space for the agency members to gather for 2 days each month. 📖 Full article: https://lnkd.in/ervVgwmU 👇 What’s one thing your team does - virtually or in-person - to boost connection?

I have made and saved a lot of money using remote teams across all of my companies.  Here’s how you do it: Almost every business could use at least some remote talent. It’s a great way to access a broader talent pool than your local area. You can also lower overhead costs — less office space, lower bills, and even hire talent from other countries. So how do you get the most out of a team that you don’t see face to face? Step 1: Define your objectives and needs Nail down your biggest reason for building a remote team. Broaden your hiring pool? More flexibility? Lower costs? Your main goal guides your future decisions. Then, assess which of your positions are suitable for remote or hybrid work. — Step 2: Develop a remote work policy A solid policy sets the tone and expectations for your team. Try to answer all questions ahead of time. Clarify Scope and Purpose: •  Who is eligible to work remotely? • For hybrid, how many days? • Is there a distance requirement? Set Communication Standards: • When should people be online and available? • What communication tools should they use? Security Protocols: Password manager?  VPN? Are you providing work equipment or expecting BYOD? — Step 3: Update your hiring process Build remote-specific job descriptions: Highlight skills like self-discipline and communication. Use diverse recruitment channels: Remote-specific job boards and communities. Tailor interviews for remote readiness: Include video calls and assess their home office setup. — Step 4: Find the right tools & technology Equip your team with tools that support collaboration and productivity. You’ll probably need: • An async communication hub (like Slack) • A video call platform (Google Meet) • A project management tool (Asana or Trello) • Hardware/software support Provide equipment or offer a stipend. — Step 5: Establish clear communication guidelines Effective communication is the backbone of remote work. Do you need people to: • Set online statuses? • Post daily updates? • Follow a response time rule? • When do you need people available for video calls? Make sure to set regular meetings and check-ins. Weekly stand-ups and monthly all-hands help keep everyone aligned. — Step 6: Build a strong team culture Strong remote teams thrive on culture and connection. Start with thorough virtual onboarding. Set up meet and greets and mentoring sessions. Add regular team activities: • Virtual coffee breaks • Game time • Casual Slack channels Celebrate everything: • Individual and team wins • Holidays • Company milestones — Step 7: Keep tabs on performance Address concerns head-on with clear goals and regular feedback. Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Schedule quarterly reviews. Focus on outcomes — not hours worked. — If you’re interested in remote staff for your teams. Comment below or message me and I’ll get you connected.

The remote work era demands a new approach to team leadership. With distributed work and hybrid setups becoming the norm, it’s time to re-evaluate traditional frameworks. Inspired by Patrick Lencioni’s "Five Dysfunctions of a Team," I adapted it for remote teams—because the rules have changed. 👀 𝗧𝗵𝗲 𝟱 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀: 1️⃣ 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 Trust is essential in remote setups but harder to build without regular face-to-face time. Consistency, transparency, and empathy are critical to bridge the trust gap. 2️⃣ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 In virtual settings, it’s easy to skip tough conversations. Healthy conflict is essential for innovation—encourage open channels for feedback and constructive debate. 3️⃣ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 & 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Misalignments are common without a shared space. Set clear goals, built upon narratives and outcomes — to ensure everyone is moving in the same direction. 4️⃣ 𝗘𝘃𝗮𝘀𝗶𝗼𝗻 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Remote work can blur accountability lines. Establish clear roles, responsibilities, and track progress consistently to build ownership. 5️⃣ 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗼𝗮𝗹𝘀 Digital tools create constant distractions, making it easy to lose sight of team goals. Regularly reinforce your team’s mission, celebrate progress, and debrief setbacks. --- Ready to tackle remote dysfunctions head-on? Here are also 10 practical tips for remote leaders: 1️⃣ Visualize team goals in one shared place 2️⃣ Write weekly async updates instead of a meeting 3️⃣ Set clear ownership of outcomes upfront 4️⃣ Build a “virtual watercooler” for informal chats 5️⃣ Plan quarterly offsites (in-person or digital) 6️⃣ Share small wins weekly to boost morale 7️⃣ Run frequent feedback sessions of different scopes 8️⃣ Set clear deep work timeslots for the team 9️⃣ Create a digital playbook for team processes 🔟 Document, document, document --- What's your view on this? Does it resonate? What other tips would you suggest for remote leaders? #RemoteWork #TeamDynamics #Leadership #HighPerformance --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025.

9 ways to combat loneliness in your virtual team. Virtual teams are becoming the norm across industries. While this shift offers numerous benefits, it also presents a unique challenge. Remote teams grapple with an invisible adversary: 𝗟𝗼𝗻𝗲𝗹𝗶𝗻𝗲𝘀𝘀. Loneliness occurs because- - Isolation from Team Dynamics - Lack of spontaneous interactions - Reduced sense of shared experiences - Absence of non-verbal cues in communication - Blurred boundaries between work and personal life - Difficulty in building trust without face-to-face interactions This social isolation causes ↳ feelings of detachment, ↳ a drop in productivity, ↳ loss of motivation, ↳ struggles with teamwork, ↳ increased risk of burnout, and ↳ even anxiety. Loneliness in virtual teams is a growing concern. Here are 9 ways to combat loneliness in your virtual team: 1) Embrace Casual Connections: ▶ Schedule casual talks, like online coffee breaks or game nights. 2) Regular Check-Ins: ▶ Schedule regular one-on-one and team check-ins to promote communication and connection. 3) Mentorship Programs: ▶ Partner with team members for mentoring or skill swapping. A structured approach to foster deeper one-on-one bonding within the team. 4) Celebrate Wins (Big and Small):  ▶ Acknowledge and praise accomplishments. A brief team chat message or virtual cheer is impactful. 5) Prioritize Video Calls: ▶ Use video calls for teamwork, ideas, or casual chats. They create a stronger sense of being together than texts or calls. 6) Invest in Team Building Activities: ▶ Schedule online team-building activities. Options include games, trivia, or shared brainstorming on non-work subjects. 7) Encourage virtual "watercooler moments": ▶ Create dedicated online channels for non-work-related discussions, fostering a sense of community and shared interests. 8) Lead by example:  ▶ Managers engage in team-building activities and virtual social events. Prioritize the team's well-being. 9) Support Mental Health:  ▶ Offer mental health aid, like counselling access and wellness plans. --------- Connecting virtual teams reduces loneliness, fostering productivity, innovation, and organisational resilience. What tips will you add? --------------- I am Jayant, a big supporter of raising awareness about #MentalHealth. This week (Mon/Wed/Fri) on #JayThoughts (follow it), ▶ we focus on #Loneliness. You can follow me and then press the bell 🔔to receive new post notifications. #Culture #Leadership

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Faster implementation gets applause. Lasting adoption gets results. What are you aiming for? I see a lot of focus on faster implementation. While sacrificing lasting adoption. There’s a difference: 👉 Faster Implementation: Prioritizes meeting deadlines and checking boxes, often leading to superficial change. 👉 Lasting Adoption: Focuses on embedding changes into workflows and mindsets to deliver measurable, long-term benefits. Example 1: Cloud Platform Migration ☁️ ↳ Faster Implementation: Migrated data to the cloud in 30 days, but employees struggle with old habits and avoid using new tools. ↳ Lasting Adoption: Trained employees to leverage cloud tools, achieving a 20% reduction in reporting time. Example 2: Hybrid Work Policy 🏢 ↳ Faster Implementation: Policy emailed overnight, but unclear expectations lead to inconsistent participation. ↳ Lasting Adoption: Managers align hybrid schedules with team needs, boosting satisfaction and productivity. Example 3: Fitness Program at Work 🏊 ↳ Faster Implementation: Program launched with sign-ups, but participation drops after a few weeks. ↳ Lasting Adoption: Personalized plans and incentives sustain participation, improving employee health long-term. When you appreciate this, your approach will alter with a different end (i.e. lasting adoption) in mind. Here’s how: 1️⃣ Communicate the ‘Why’: → Explain the value to stakeholders before rolling anything out. 2️⃣ Involve Users Early: → Engage end users in design and testing phases. 3️⃣ Simplify Rollout: → Prioritize ease of use and focus on quick wins. 4️⃣ Provide Support: → Offer ongoing training, clear documentation, and responsive help. 5️⃣ Track Adoption Metrics: → Measure usage, behavior changes, and outcomes, not just deadlines. Remember, applause fades, results last. What are some of your strategies for ensuring lasting adoption? ♻️ Repost this if it resonates with you. 🔔 Follow me (Hussain Bandukwala) for more content like this.

Building a successful remote working environment is challenging. You have to build a culture of collaboration to do it effectively. Here's how we do it at Shoelace 👇 1️⃣ Communication Tools: A cornerstone of remote work is asynchronous communication. Tools like shared project boards & task management software are vital. We built our own OS on Notion that has all client portals, data, and task management built in to keep the workflow simple. Further, synchronous communication tools are just as important, if not more important. If your team isn't actively chatting, they aren't building relationships. Think of Slack as a non-negotiable element. Without it, your team is forced to rigidly engage with one another. 2️⃣ Flexibility: Embrace a culture that values flexibility. Respect individual schedules & understand productivity isn't confined to 9-5. Managers should focus on outcomes, not hours. We have unlimited vacation days, reward time off, no meeting Wednesdays, and half-day Fridays. 3️⃣ Virtual Team-Building: Regular virtual activities are essential. From coffee breaks to structured exercises, they can create a feeling of community. At Shoelace, we hold weekly all-hands update calls, weekly team collaboration sessions, and a monthly 'fun' meeting. 4️⃣ Transparent Communication: Establish open channels. Regular meetings and forums for sharing successes & concerns help maintain a connected community. We do a monthly all-hands call where senior management briefs the whole team on what's in the pipeline before it happens. We also provide updates in dedicated Slack channels and even have a channel to share our wins across client accounts and personal achievements, where the entire team can share and celebrate. 5️⃣ Skill Development: Training in a remote environment is key. Enhancing the skills of your team makes remote work more effective and rewarding. Recently, we started hosting a monthly learning session with an industry expert, which has gone over very well with the team. 6️⃣ Recognition Systems: Implement programs highlighting teamwork and incentivizing effective collaborative efforts. At Shoelace, we have a 'kudos' system, where we give kudos to team members and at the end of the month, they're tallied, and a few winners are chosen. 7️⃣ Mental Health Support: Offer resources like flexible schedules and wellness programs. Remember, mental health matters, especially in remote work. Again, similar to flexible schedules, we foster a culture of understanding. Our team is encouraged to take time off when needed. 8️⃣ Feedback Mechanism: Create channels for feedback. Act on this feedback to continually evolve. Being heard and seen is so important for improving team morale. We have multiple open channels for feedback, anonymous or otherwise, and we demonstrate that we listen and act on it. - Like this post? Like & comment below, and follow me for more high-value marketing insights.