Fully Remote Work: Freedom, Focus, and the Flipside

Welcome to the fourth instalment of my series on working models! If you’ve been following along, we’ve journeyed through the magic (and chaos) of distributed teams, reminisced about the joy of co-located teams and in-person office rituals . Now, it’s time to dive into one of the most debated working models of our time: fully remote work.

As someone who has worked remotely for the past 1.5 years, I can confidently say I love it. But let me also admit something, no video call, no Slack emoji, and no amount of perfectly curated Google Meet backgrounds can replace the magic of in-person connection with my team. That’s why, as much as I cherish the flexibility, I jump at any chance to travel and meet my team whenever the budget allows. And let me tell you, those moments are golden.

Remote work isn’t new—it’s been around for years, even before a global pandemic made it a necessity. What’s changed is the scale at which it’s adopted and the evolution of technology that supports it. A decade ago, companies investing in remote work had to build bespoke systems to make it function. Now, thanks to tools like Slack, Zoom, or Teams, it’s as easy as clicking a button (though maintaining the internet connection behind that button is another story!).

So, what makes fully remote work so exciting, and what do organizations, managers, and team members need to consider? Let’s break it down.

For Organizations

Some businesses are naturally better suited for remote work than others. If your industry or operating model allows it, there are undeniable benefits—but also some crucial points to keep in mind.

Benefits

1. Cost Savings on Facilities: Say goodbye to expensive office leases and hello to redirecting funds toward strategic growth.
2. Talent Without Borders: Tap into a global talent pool, where the best person for the job could be anywhere in the world.
3. Flexible Engagement Models: Engaging remote talent as independent contractors can be cost-effective and reduce administrative overhead.

Things to Consider

1. Technology Investment: Ensure seamless communication and collaboration with reliable tools and platforms.
2. Information Security: With sensitive data potentially floating across the world, robust security policies are non-negotiable.
3. Clear Policies: Have well-defined guidelines for performance, collaboration, and connectivity to ensure alignment.

For People Managers

Managing a remote team is a different ballgame compared to leading a co-located one. The tools and strategies may vary, but the responsibility remains the same: to enable high performance, foster connection, and achieve team goals.

Benefits

1. Enhanced Digital Skills: From Slack mastery to scheduling across time zones, you’ll upskill in ways you never expected.
2. Flexibility & Mobility: Manage your team from anywhere, whether that’s your home office or a coffee shop in Bali.
3. Level Playing Field: Working remotely reduces biases that can arise when some team members share a physical space with their leader.

Things to Consider

1. Connection is Harder: Celebrating wins or addressing challenges isn’t as simple as walking over to someone’s desk.
2. Reaching Team Members: When someone isn’t “online,” it can delay your ability to get what you need or collaborate quickly.
3. Trust & Maturity: Managing remotely requires wisdom to find the right balance between guidance and empowerment.

For Team Members

If you’ve ever worked remotely, you know it’s a double-edged sword. It can offer unmatched freedom, but it also comes with unique challenges.

Benefits

1. No Commute: Reclaim hours of your life to focus on what brings you joy (or just sleep in a little longer).
2. Presence at Home: Spend your lunch break with your family, your dog, or your favorite book.
3. Deep Focus: Escape the interruptions of open-plan offices and enjoy truly productive work time.

Things to Consider

1. Isolation is Real: Remote work can feel transactional if you don’t make time to build relationships with your colleagues.
2. Home Distractions: Kids, pets, and even the laundry pile can pull you away from work if you’re not disciplined.
3. Infrastructure is Key: From internet speed to power backups, you’re responsible for keeping things running smoothly.

Building High-Performing Remote Teams

While fully remote work offers incredible opportunities, success doesn’t come automatically. Based on my own experience, here are three tips for creating high-performing remote teams:

I. Clear Goals & Expectations: Establish a shared understanding of how your team works and what success looks like.

II. Identify & Adopt the Right Tools: Invest in virtual collaboration and communication tools that streamline workflows and foster team cohesion.

III. Establish Clear Rules & Behaviors: Ensure your team understands expectations around availability, communication etiquette, and performance.

IV. Foster Connection: Build team identity and cohesiveness with rituals, rhythms, and regular check-ins.

Fully remote work is a game-changer, especially for organizations and individuals who value flexibility and independence. That said, it’s not a one-size-fits-all model. From my experience, it works exceptionally well for senior roles where autonomy is higher, but that doesn’t mean junior roles can’t thrive in this setup too. It just requires intentionality, support, and the right infrastructure.

As for me, I’ve loved my remote journey so far, but I also cherish every chance to connect in person with my team. The key is finding a balance that works for everyone.

Next up, I’ll be writing about the hybrid working model—the best of both worlds or a confusing compromise? Stay tuned!