It will soon be 5 years since we launched our "Remote Work". Yes, it was almost a year before the arrival of Covid when the home office became a necessity (sometimes a necessary evil). However, our reasons were different than the quarantine and I believe that it is precisely because of this that we did not have to return to the office for mandatory attendance after the end of Covid.
Our reasons were (or still are) related to our long-term intention to create great working conditions for great employees. To spread trust, to demand competence and to receive great performances or results.
We felt mature enough to introduce "Remote Work". This means that we in the team felt a great responsibility towards the company, understanding the context and our functioning, we believed that our team deserved trust.
It turned out that it was mostly about managerial courage. To lose control (more like "pseudo-control" for me) over the fact that people are working and to believe that we will not lose performance and gain motivation. And that was subsequently confirmed.
Working remotely is a discipline that needs to be learned. It is not enough to just "stay at home". The book of the same name, Remote Work, written by Jason Fried and David Hansson, helped us a lot at the very beginning. However, now, after five years of operation, we have decided to write down our own know-how. What we had to learn, what Telework brings us, what risks it entails, etc. It is excellent material for newcomers who join our company. It will help them to orient themselves and "get on board" in the new environment faster. But it is actually also excellent material for all of us, because we can inspire and improve each other.
For myself, I still perceive one important experience over the whole topic of remote work. This is the self-management ability of our employees. We have actually created not one, but many unique models of how to work. Everyone could find their own way. We didn't start with a "Management manual, a guideline on how to work". Just a simple framework in which we move. We check each other's calendars, we suggest meetings between 9 a.m. and 5 p.m., unless we agree otherwise. We are available at this time. The rest is decided by everyone according to their position, habits, needs, current projects or perhaps the place where they are at the moment. He decides for himself whether he can join the meeting from the car, with headphones from the park, or if he needs to sit at his computer. In the end, even this text is written on Sunday morning, because now is when I write best.
So what does it bring us? You can take a look for yourself. We decided to publish the text we created together. Make it available to everyone who is interested in remote work experience. Perhaps we will be able to help the working conditions that we created at FIXED spread to other companies as well. We ourselves can no longer imagine that we should work differently.
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