From Dreamer to Leader: My Journey in Building a Woman-Led Business and Ideal Team

When I started my career back in 2008, I was just a teen with a BIG DREAM. All I wanted was A CHANCE. I wanted someone to TRUST me, give me an OPPORTUNITY, and offer a little GUIDANCE. I had the potential, I had that fire to spark, ??. I was eager to prove myself.

Fast forward to 2023, and I found myself on the other side of the picture. After years of dedication, hard work, and countless prayers, I finally became a business owner and registered my company in Dubai. The journey hasn’t been easy, but it’s been incredibly rewarding. I spent a whole year building the foundation of my business, navigating the challenges, and standing on my own feet as a new business owner.

And then came my biggest prayer answered: the opportunity to give others a chance. I had once been on the receiving end of opportunity, and now it was my turn to offer that to others. My vision for 2025 is to hire 500 remote employees from Pakistan only while considering other countries too. This wasn’t just about hiring—it was about giving back to the country that shaped me into who I am today.

Giving Back Through Opportunities

I realized that the people in the villages of Pakistan were the ones who needed opportunities the most. While people in cities have more access to jobs, the talented individuals in rural areas often find themselves sidelined due to limited opportunities. So, I decided to create remote jobs for them, offering a chance to work from home, earn well, and grow in their careers.

But as I took this step forward, I quickly discovered that building a remote team came with its own set of challenges.

The Struggles of Remote Work and Employee Engagement

One of the biggest challenges I faced was ensuring my remote employees treated their work as seriously as a physical office job. In my mind, remote work should be just as professional. You should be available during your set hours, show up on time, and communicate effectively. But I started to notice that many employees didn't take their work as seriously as I had hoped. Sometimes they’d be out running errands or engaging in family matters during work hours. Others were juggling multiple jobs at once, spreading themselves too thin.

This led me to a big question: How do I win their loyalty and commitment?

Implementing Company Policies to Establish Accountability

To solve this issue, I realized I needed to set clear expectations from the start. So, I created comprehensive contracts that outlined my company’s rules and policies. I included detailed clauses about work hours, availability, video calls, and communication protocols. I made it clear that remote work isn’t just a casual setup—it’s a serious job, and they are expected to be as committed as they would be in a physical office.

I also implemented regular performance reviews and penalties for unprofessional behavior, including tardiness, lack of communication, or not following through on tasks. It was important for me to create a structure where employees could thrive and perform at their best, while knowing they were accountable for their actions.

Having these policies in place brought more clarity and stability to the team. It helped remove any confusion and set a standard for professionalism, whether working remotely or in an office. It also allowed me to focus more on growing my business rather than constantly managing issues.

Overcoming Resistance to Video Calls and Remote Engagement

Another challenge I encountered was resistance to engaging in video calls. When I hired people, many of them were desperate for work, but once they were hired, they seemed less enthusiastic. Despite offering flexibility and fair compensation, I found that some employees still refused to attend video meetings or felt uncomfortable with being on camera during calls.

For me, video calls and showing up on camera should be a basic requirement of remote work. It helps better communication, builds trust, and ensures that everyone is on the same page. To tackle this, I made video calls a non-negotiable part of the work routine. I included this in the company policies and communicated how important it is to build a reliable team.

Becoming More Selective in Hiring and Firing

One of the most valuable lessons I’ve learned is the importance of selecting the right people. I’ve become more selective in my hiring process, ensuring that candidates meet the professional standards I expect. It’s not just about filling positions—it’s about finding the right people who align with the company’s values and work ethic.

I’ve also become more comfortable with firing employees who don’t meet expectations. It’s not something I take lightly, but as a business owner, I’ve learned that holding on to employees who aren’t contributing to the company’s success only hinders growth. If someone isn’t meeting the standards or consistently being unprofessional, it’s better to part ways sooner rather than later. This process has helped maintain the quality of my team and allowed me to focus on those who are committed to helping SyNet grow.

Lessons Learned and Moving Forward

As I reflect on my journey, I can confidently say that I have grown immensely as a leader. I’ve learned that success doesn’t come from just hiring anyone; it comes from building a team that shares your vision and values. It’s about creating an environment where everyone feels empowered, valued, and motivated to do their best work.

Setting clear expectations, implementing structured policies, and holding employees accountable have been essential in building a high-performing team. I now feel more confident in my leadership, knowing that I have a team that understands the importance of professionalism, loyalty, and communication.

Seeking More Advice: Building the Ideal Team

Despite the progress, I know that creating the ideal team is a continuous journey. I’m still learning, growing, and adapting. That’s why I’d love to hear from others who have built successful remote teams. What strategies have worked for you in managing a large, diverse group? How do you ensure your team remains engaged, motivated, and loyal?

I am always open to suggestions and feedback, as I continue to work on growing SyNet and making it the best it can be. My goal for 2025 is to not only hit the target of hiring hundreds of employees but to create a culture of professionalism, accountability, and growth that will help grow SyNet to new heights.

The road ahead is exciting, and I am determined to continue building a team that will help me achieve even bigger dreams. Let’s keep learning from each other and growing together!

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