Today, I'm diving headfirst into one of the most
divisive game -changing moves in business today,
and that is remote work. If you're still clinging
to the idea that productivity only happens in
the office, it's time to examine that. Long commutes
are gone. Office politics, not so much. With
remote work, it's all about dialing in and getting
things done. and having more time to live your
actual life. No more wasting hours on the road
just to sit in a cubicle, sometimes not very
busy. Remote work means freedom, focus, and some
next -level productivity. And if you're managing
it right, your team can crush their projects
harder than ever before. Let's be real. It's
not all rainbows. Remote work comes with its
own set of headaches. I'm talking about isolation,
blurred boundaries, miscommunication. That can
blow deadlines if you're not on top of that.
In this episode, I want to tear into both the
perks and the pitfalls of remote work. And I
want to give you a blueprint to make it work
for you that I've actually done for many, many
years. Welcome to Ignoring the Rules. I'm Wayne
Robertson, and this is the podcast where I shred
the playbook and reimagine how projects really
get done. So buckle up. This episode isn't for
the faint -hearted. I'm here to rip apart the
myths and show you how remote teams can deliver
results that will make your office -bound counterparts
look sometimes prehistoric. Get ready. to rethink
everything you know about work. Let's go. In
a world where the office is no longer a physical
space, but a virtual one, remote work has emerged
as a powerful tool for productivity. Imagine
a team that's not bound by geography, where each
member works from wherever they feel most inspired.
No more exhausting commutes. No more rigid schedules.
Just pure focus and flexibility. But the benefits
don't stop there. Remote work can lead to happier
employees who are free to design their day, balance
their personal lives, and even choose where they
live. And this freedom translates to a much better
personal satisfaction. So when our employees
are happy, they bring that positivity and energy
into the work. So let's explore how embracing
remote work can unlock your team's potential.
boost productivity, and create a much better
work environment. So we'll challenge the norms
and discover how breaking free from the office
can bring us closer to achieving our goals. In
the past, being told by the boss to go home meant
you were in trouble or actually being fired.
Today, it might mean get yourself home and get
a whole bunch of work accomplished. because remote
work is here to stay regardless of your biases
the following story is fictional as i need to
keep the actual experiences i had confidential
but it illustrates some key issues that arise
in getting projects done john a seasoned project
manager in a large tech company was the definition
of old school for him productivity was synonymous
with physical presence He had a clear -cut routine,
strolling through the office, peering over team
members' shoulders, and stopping by desks for
a quick check -in. He believed that was the only
way to ensure the team stayed on track. Remote
work, to him, was an invitation for distraction,
a path that would lead to missed deadlines, reduced
focus, and a loss of control over his team. But
then, things began to unravel. One by one, his
top performers started leaving, not for other
industries, but for other teams or companies
that offered them one thing that John had refused
to consider, the flexibility of remote work.
Long commutes, rigid office hours, and constant
supervision were driving them away. And so John
had to face the hard truth that he was losing
his best talent, not because of the work, but
because of the environment he was enforcing left
with fewer team members and mounting pressure
from upper management john knew he couldn't continue
on the same path he reluctantly allowed a trial
period of remote work for his remaining team
a move that he had always resisted and it was
a cautious start He still required everyone to
check in daily, give him regular updates, and
attend virtual meetings that he feared would
lack the productivity of face -to -face interactions.
But to John's surprise, the team's productivity
didn't drop. In fact, it surged. Team members
started completing tasks faster, contributing
more innovative ideas, and collaborating more
freely during online meetings. the team felt
energized by the new freedom to set up their
work spaces and manage their own schedules and
without the need to commute they had more time
and mental clarity to focus on work and it showed
in their output the work itself had not changed
but the flexibility made them more engaged and
invested in their roles And so, John's mindset
began to shift. He realized that his constant
supervision was rooted in a lack of trust. And
with remote work, he couldn't check in on every
detail, but he saw that his team was still delivering
results. And so slowly, he replaced micromanaging
with trust, allowing team members to manage their
own time. He began to understand that the role
as a project manager didn't have to be about
overseeing every task it could be about guiding
and supporting his team from a distance so john
adapted to the new reality by creating structures
that balanced autonomy with accountability he
scheduled weekly team check -ins that focused
not on status updates but on tackling challenges
and fostering connection And he encouraged team
members to share their progress, to ask for help,
and celebrate each other's wins. And by doing
so, he fostered collaborative culture where team
members felt supported, even from afar. John's
turnaround involved very specific steps that
fundamentally transformed his team dynamics.
And here's how it happened. Once John decided,
to try remote work. He just didn't leave the
team to figure it out on their own. He researched
and implemented remote collaboration on many
tools, including Microsoft Teams and other tools
available. He also used project management software
to keep things organized. So that structure was
very important for clarity and ensuring everyone
knew their responsibilities and deadlines. and
every task had a name tied to it. He also established
clear expectations that outcomes were now prioritized
over hours logged. The message was simple. As
long as the deadlines were met and quality remained
high, team members could manage their own schedules.
So instead of his usual quick check -ins, he
shifted to outcome -focused weekly meetings.
These weren't status updates or micromanagement
sessions. They were designed truly for collaboration
where team members could discuss the week's achievements
and obstacles and next steps. He encouraged everyone
to share their wins and their challenges and
he created a safe space to ask for help or suggest
improvements. These meetings fostered a sense
of shared responsibility and helped the team
focus on big picture goals, making everyone feel
like the critical part of the project's success.
And recognizing that remote work gave team members
the freedom to be productive at their own pace,
John allowed flexible hours with a core collaboration
windows, three hours each day where everyone
is expected to be online simultaneously. this
window ensured real -time collaboration when
necessary but also allowed everyone to manage
the rest of their day around their personal peaks
for instance team members could start early or
work late as long as they were available during
those three hours and this setup encouraged flexibility
while maintaining a rhythm that kept the team
connected he also knew that accountability was
the key to remote work success. And so he introduced
personal goal setting, really important. Each
team member outlined their top three goals for
the week, aligning them with the project's objectives.
At the end of each week, they'd share their progress
in the team meeting, and the goal setting process
encouraged ownership of tasks and allowed John
to monitor project milestones without needing
to check in constantly. and so by focusing on
the weekly achievements the team stayed motivated
and accountable and john's need for a peer over
the shoulders was replaced by trusting his team's
dedication And to reinforce his new focus on
productivity over presence, he introduced a reward
system based on outcomes. He celebrated team
members who met their goals with high quality
work or went above and beyond to support others.
This recognition wasn't about who logged the
most hours. It was about the impact and the quality
of contributions. John would give shout outs
in team meetings. send personalized appreciation
emails, and he even organized small virtual events
to celebrate big wins. This shift from hours
worked to results delivered significantly boosted
morale and it helped align everyone with the
project's mission. He also realized he needed
to rebuild trust, both from his side and the
team's. And so he scheduled bi -weekly one -on
-one meetings with each team member. But rather
than discussing tasks, these conversations focused
on personal growth, well -being, and feedback
on the remote setup. He would ask questions like,
how are you finding this balance between work
and life? Are there any challenges you're facing
that I can help with? And this new approach fostered
open communications and made team members feel
heard, and supported, strengthening across the
team. And so he recognized that some of the team
members were struggling to disconnect due to
the new remote arrangement. So to address this,
he created a work -life harmony policy, setting
boundaries that encouraged people to unplug after
working hours. He discouraged sending emails
late at night or on the weekends, respecting
everyone's need to recharge. This policy helped
team members maintain a healthier work -life
balance, which reduced burnout, and helped them
return to work more energized and focused. So
now, with the team now operating remotely, John
realized he could use some of their saved commute
time for professional growth, and he introduced
optional cross -training sessions where team
members could learn each other's skills from
coding techniques, to some other fundamentals
and this cross training helped the team understand
each other's roles better equipped them with
skills to cover for each other if someone was
available and the sessions fostered a stronger
sense of collaboration and adaptability creating
a more versatile and resilient team but perhaps
the biggest shift With John's personal growth
as a leader, he took time to study remote leadership
best practices and adapted his management style
to the needs of the team. He moved from being
a watchful supervisor to a proactive facilitator,
always looking for ways to support rather than
monitor his team. He shifted from controlling
every detail to empowering his team, which allowed
him to focus on strategic decisions instead of
micromanaging. His transformation didn't just
save the project, it made him a more effective
leader. As word of the team's remote success
spread, John's team began attracting talent again.
Former team members who had left for remote work
returned, and new candidates drawn to the flexible
setup and collaborative culture joined eagerly.
John's reputation was transformed within the
company and from being a rigid and traditional
person to an adaptive leader who wasn't afraid
to embrace change. So through this experience,
he developed a new outlook on project management.
He no longer believed productivity depended on
constant physical presence. Instead, he saw the
power of trusting his team, empowering them to
manage their time, and focusing on outcomes rather
than micromanagement. John's journey became a
case study in the company for managers struggling
with remote transitions, proving that flexibility
doesn't just retain talent. It unleashes new
levels of productivity and engagement. These
changes had a profound impact. John's project
saw remarkable improvement. In productivity,
the deadlines were not only met, but they were
often exceeded. And team members felt a renewed
sense of ownership and enthusiasm, and their
innovative ideas helped streamline tasks that
had previously been time -consuming. His team
became known for high -quality work and collaboration,
attracting attention across the company. and
the project succeeded beyond expectations and
his success story soon became a model for others
looking to embrace remote work hey on a side
topic here i love trivia nothing is more exciting
than to find oddball trivia i found this one
time The Amazon Smile logo was designed to point
from A to Z, to symbolize they sell everything
from A to Z. And Google's first server was built
using Lego bricks, because this was to house
the 10 4 -gig hard drives they needed for their
new search engine, which is so funny. 4 -gig
hard drives. I remember those days. We thought
they were huge. They weren't. So, what are the
biggest work earthquakes? Took a little used
option and made it mainstream because of the
COVID -19 pandemic, and that is remote work.
Few things can cause bigger arguments than remote
work. But I have seen it boil down to three camps.
One, for many workers who use a computer all
day, it is perfectly reasonable to work completely
remote. And there are many great tools to get
the work done. Number two, hybrid work is where
some days are in the office and some are remote.
And three is that no remote work at all, all
in the office, five days a week. And those are
the three groups that it's boiling down to. And
that pandemic brought about a massive shift towards
remote work and flexible work. And many businesses
adopted remote work to ensure the employee's
safety during the pandemic and maintain operations.
And this change highlighted the importance of
technology infrastructure, communication tools,
and work -life balance. So we had some good things
come out of this. Employers began placing a greater
emphasis on employee well -being, recognizing
that the mental, emotional, and physical health
of employees directly impacts productivity and
job satisfaction. And this led to an increased
support for mental health resources, wellness
programs, and flexible scheduling. And many organizations
started exploring hybrid work models, allowing
employees to split their time between working
remotely and coming into the office. And this
approach aims to combine the benefits of remote
work, that flexibility, with the advantages of
in -person collaboration. And as technology continues
to advance, businesses have been investing in
upskilling and reskilling programs to ensure
the workforce has the necessary skills to thrive
in a rapidly challenging environment. This could
involve training employees in digital skills
or data analysis or artificial intelligence or
more. Automation and artificial intelligence
have been changing the nature of work in various
industries, and while these technologies can
streamline processes and increase efficiency,
they also raise questions about job displacement
and the need for employees to acquire new skills
to stay relevant. And also with remote and hybrid
work becoming more prevalent, managers have had
to adapt their leadership styles. to effectively
manage teams in virtual settings. Communication,
trust building, and task coordination, those
are all new challenges in this context. And the
gig economy has continued to expand, offering
individuals more opportunities to work as freelancers
or independent contractors. And this trend has
many implications for job security, benefits,
and traditional employer. employee relationships.
And companies have increasingly recognized the
importance of regular feedback and engagement
with employees. Regular check -ins, performance
evaluations, and opportunities for growth have
become essential to maintain a motivated workforce.
And many businesses have shifted towards more
sustainable practices. and embrace corporate
social responsibility initiatives. And employees
often value working for companies that align
with their values and contribute positively to
society. So to summarize, for employees, remote
work often allows for flexible schedules. It
enables employees to work during hours they find
most productive or when it fits their personal
life best. and without the need to commute which
can be horrendously long employees can spend
more time with family they can spend time on
hobbies they can rest and return to a much better
work -life balance and eliminating the daily
commute saves a lot of time and reduces the stress
and expenses associated with travel and also
many people find they are more productive when
working in a comfortable self -controlled environment
without the typical office distractions and they
can set up their own workspace as they prefer
to boost comfort and efficiency and remote work
opens up opportunities for jobs that are not
limited by geographic location so as an employer
and employees you both have many more options
here's something that I don't think we've talked
too much about the flexibility of remote work
can contribute to better physical and mental
health because they can establish an easier healthy
routine and work in a stress -free environment
now what's in it for employers okay we've talked
from the employee point of view what about employers
well You have access to a wider talent pool.
You can hire the best talent regardless of the
geographical location. Also, overhead costs can
be reduced because you have less need for office
space and utilities and supplies. Huge reduction
in cost. And many businesses report higher productivity
levels from remote workers as there are fewer
office interruptions. flexible work arrangements
can lead to higher employee satisfaction reducing
turnover and reducing commuting lowers the carbon
footprint so it contributes to more environmental
sustainability and in a disaster a remote workforce
can continue operations in various circumstances
including natural disasters or pandemics a geographically
diverse team can bring in different perspectives
and insights which can be very beneficial for
global businesses and it's not all positive i
would be very remiss in not discussing the problems
you're going to encounter because i did remote
work for many years even before i became famous
and while there are many benefits it comes with
challenges for isolation overworking the need
for strong self -discipline, the necessity of
effective communication tools and practices.
So both employers and employees need to be very
proactive in addressing these challenges. One
of them is under a weird name. It's been called
the time zone tango. Basically, it's how do you
coordinate work across time zones? Not too bad
if you're in some place like the United States,
one country. It's tough enough there. It gets
really tough internationally, and I've done it.
It can be fixed. It's just tough. And this is
the movement of scheduling and rescheduling meetings
and deadlines to make sure that team members
who are spread across many geographical locations
can be involved properly in the work. And it's
one of the unique challenges of remote work.
It requires flexibility, clear communication,
and frequently creative scheduling. Now, this
one I have never done, but some people are doing
it, and it seems to work well for them. And it's
called Virtual Coffee Breaks. You get on an online
system like Microsoft Teams, And these are informal
online meetings. It's not a meeting where you
discuss work directly, although you may. It's
just to get together. Hey, let's all meet at
10 o 'clock and see how it's going on. What's
happening in your world? How's the weather? Those
kind of things. And the goal is to reduce the
feelings of isolation, maintain a sense of team
unity, and the benefits that come from that.
So, Business management is going to have real
concerns, and they're real. I'm not going to
ignore them. And the concerns are around control,
productivity, and culture. One of the problems
is lack of oversight. Managers may feel that
they have less control over their teams when
they can't physically see them. Clear issue.
This can lead to worries about whether employees
are effectively managing their time and staying
productive without direct supervision. And remote
work can complicate communication and decrease
spontaneity in interactions. Managers might be
concerned about delays in communication or misunderstandings
or the loss of quick, informal exchanges that
often spark innovation and problem solving. And
there is a traditional belief in some quarters
that employees work best under direct supervision
and that remote work will lead to slacking off.
And despite numerous studies showing that remote
work can increase productivity, the perception
persists in some circles. Maintaining a strong
company culture is tougher when employees are
dispersed. And upper management will worry that
without a central working location, employees
will feel less connected to the company's goals
and to each other, potentially weakening team
cohesion and company loyalty. And remote work
increases the risk of cybersecurity breaches.
As employees access company networks from various
and sometimes insecure locations, this can be
a significant concern for management, especially
for those that have incredibly sensitive, or
proprietary information which probably is everybody
and transitioning to remote work involves significant
changes in organizational structure and processes
and some leaders might resist this just due to
the uncertainty and up -front investments due
to it so addressing these concerns often involves
demonstrating the effectiveness of remote work
through solid management practices, robust communication
tools, and clear productivity metrics to evaluate
this, not to mention strong cybersecurity. And
this can help in gradually shifting the perspective
of upper management towards viewing remote work
more favorably. Well, that's a wrap on today's
episode of Ignoring the Rules. I've untangled
the cords of remote work and the pivotal role
in project success. But remember, managing a
remote team is somewhat like herding cats. But
you can do it. And I've covered everything from
virtual coffee breaks to time zone issues, proving
that you don't need to be in the same room to
create something amazing, though you might need
to be in the same virtual meeting room. Don't
forget. While remote work lets you attend meetings
in your pajamas, it requires the right tools,
it requires trust, and a whole lot of communication.
Because the only thing worse than a bad internet
connection is a misunderstood email or comment
that was supposed to be funny. Hey, thanks for
tuning in. Make sure to join me next time on
Ignoring the Rules, where I'll dive into the
digital tools that make remote work feel less
remote. Go to WayneRobertson .com to get all
the latest information. And I look forward to
seeing you next time on the next podcast episode
of Ignoring the Rules.