Why BlueModus is Dedicated to Staying a Fully Remote Company

With the COVID crisis in the rearview mirror, it seems that an increasing number of companies are pulling their teams (often reluctantly) back into the office, forsaking the fully remote approach. I lead a digital agency, BlueModus , with over 145 colleagues spread across more than 30 states, specializing in content, UX, and technology solutions for over 100 clients. We have not only worked remotely these past few years but have thrived doing so. I know working remotely is challenging for many company leaders, so I thought I would share why BlueModus is dedicated to staying a fully remote company, as it may help others decide if staying on this path is suitable for their company or even trying it for the first time.

1. Talent Acquisition: One of the most significant advantages of being a fully remote company has been the ability to tap into a more extensive talent pool. Five years ago, we limited our hiring to talent in Denver, Colorado. While Denver is a fantastic city, it has limitations when it comes to the number of technologists, especially .NET Developers, interested in working at a digital agency. By casting a wider net and not confining our hiring to a specific geographic location, we've attracted incredible talent to our team. This flexibility has not only allowed us to secure the best talent but has also accelerated our growth.
2. Lower Overhead Costs: Maintaining a physical office is expensive. Our shift to a fully remote has resulted in substantial cost savings by eliminating expenses such as rent, utilities, furniture, office supplies, alarm systems, and insurance. These funds have been reallocated to areas that directly impact our team's growth and happiness, such as increased investment in professional development and perks like pet insurance, fitness reimbursements, and spot bonuses. Additionally, our colleagues benefit from financial savings by avoiding commuting costs, contributing to a more efficient and environmentally friendly workforce.
3. Improved Work-Life Balance: Remote work empowers our colleagues to balance their professional and personal lives better. It provides them with the flexibility to tailor their work schedules to their individual (and family) needs, reducing stress and, we believe, increasing long-term retention by reducing burnout.
4. Increased Productivity: By eliminating daily commutes, most of our colleagues have converted that time into valuable work hours. Moreover, the absence of office distractions and the ability to personalize their workspaces have contributed to increased focus and efficiency. Personally, I appreciate having control over my music and room temperature without compromise and that my dog spends half her day on my lap.
5. Our Team's Happiness: At BlueModus, our top priority is always our team. If our team is happy, they can focus on delivering high-quality, valuable work to our clients. It seems they are happiest when working in a remote environment, which is why we will continue to offer them the flexibility to work where and how they feel is best for them.

While the fully remote model has been a resounding success for BlueModus, it's natural to wonder if there have been any drawbacks. Does the lack of face-to-face interaction hinder collaboration? Have we lost any of our culture? We have embraced communication tools like Zoom and Slack into our DNA, which allow us to maintain regular "face time." Our extensive interview process emphasizes adult responsibility and autonomy, diminishing the need for micromanagement. However, it took time to figure out and fine-tune our approach. Like everything, it required trial and error to ensure that collaboration remained a priority. But we believe we now have just as much collaboration and camaraderie as we did when we were all in an office.

I believe that a significant aspect of leaders not accepting remote work and returning their teams to the office centers around trust. If you trust your team and treat them like adults, they will behave like adults. There will always be a small percentage of individuals who cannot handle flexibility and autonomy, but they are likely the same individuals who don't work well with others in general and may not be suitable for your team, whether in an office or remotely. If you, as a leader, feel you cannot trust your team to work remotely, it could be due to hiring the wrong people, failing to foster the right culture, or possibly having control issues of your own.

I strongly encourage other companies to continue the fully remote path and resist returning to conventional work practices. If you have questions about how we've successfully embraced the fully remote approach, please don't hesitate to reach out. I am more than willing to share our experiences to help make remote work an integral part of life at your company. I would also love to hear your opinions on this topic and what is driving the decision at your company.

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