Remote working goes by many names: smart working, mobile work, telecommuting, telework, or just working from home. A handful of companies, like Impala, Basecamp, and GitLab, have been successfully functioning remotely for a while now. But, for many, the shift to remote work was abrupt and forced upon them by unprecedented external circumstances – the coronavirus pandemic.
COVID-19 impacted our lives in many ways. The way we work, socialise, exercise, carry out basic activities – it all changed. Even from early in the pandemic, it was clear big changes were coming. In April 2020 in the UK, 46.6% of people in employment were doing some of their work from home, with the vast majority (86%) of these homeworkers stating that this was because of the pandemic. Although a shift towards greater freedom of choice in working patterns was already happening, COVID-19 definitely gave it a huge push.
Now, many companies – from big corporations like Microsoft and Facebook to SMEs – have decided to stay fully remote or offer their team members the possibility to work from home if and when they want. But how do both companies and employees get the best out of their (new) remote working environments?
Without a doubt, a remote work setting has many benefits, but it comes with challenges too. You might have struggled with a few during the pandemic. Ben’s ultimate guide to remote working is here to help you and your team. It’ll help you get the most out of remote working, learn how to navigate the challenges, and how to pick the right strategy and tools to create a high-functioning remote or hybrid team.
When it comes to remote working, it’s clear there’s no one-size-fits-all solution. There are different remote working models which may suit various companies. The set-up you choose may depend on things like the industry your company operates in, the number of employees, the current location of employees, future hiring requirements, and so on.
Here’s a summary of the main remote working models you could consider:
No centralised office, all employees work completely remotely.
A hybrid company will have an office available, but all employees have the flexibility to work from home or the office.
There are several office hubs around the globe, all working together as one company. Either with or without a headquarters. Employees are free to choose from which office they work and/or work from home.
Creating a strong company culture in any work setting is probably one of the larger challenges leaders and managers face. And in a remote workplace, something that already appeared intangible has seemingly lost the last bit of its foundation.
It’s also easy to dismiss culture as a bit of a buzzword. But every company has a culture – whether it’s heavily advertised on the website or just an unspoken understanding. It’s a hugely important aspect of a company and the type of environment it offers for its employees.
There are plenty of definitions or explanations of company culture, but it’s easiest to think of it as the personality of an organisation, determined by what the workplace stands for and used to guide what’s expected of employees. However you come to understand culture, remember one thing: it has the power to make or break a business. After all, employees are a huge asset to any business. They deliver work, grow teams, drive strategy – and more. But if your employees are unhappy, it’s unlikely they’ll do more than the bare minimum.
With a culture that promotes transparency, honesty, and recognition, employees can be happier. And if you can win over your employees with the right workplace culture, you’re much more likely to win in the marketplace.
That’s because loyal and passionate employees will go the extra mile. A study from the University of Warwick confirmed this:
Happy workers are
more productive than the average employee
Unhappy employees are
less productive than the average employee
If you asked them to explain it, it’s likely there’ll be some common themes across different businesses’ cultures – whether they’ve officially confirmed their culture in writing anywhere or not. But it’s definitely better to guide the culture you want by having a company mission, vision, and core value statements. You might just opt for one, all three, or perhaps you’ll have different names for your statements. The important thing is that you’re sharing and promoting the same message across the company. Regardless of organisational size or remote working set-up, this consistency is important.
The first step in creating a strong remote company culture is having clear, inspiring company mission, vision, and core value statements. These can have a strong impact on your team, foster a strong work ethic, and create cohesion to guide everybody in the same direction. So, what are they?
A good mission statement is a short description of the organisation’s purpose, goals, and the sort of products/services it provides to help find solutions to specific problems. It’s a simple yet powerful statement that acts as a guiding light for company culture. In modern working culture, a clear purpose has become incredibly important to employees. Overall, a good mission statement explains in less than 100 words:
What you do
Why you do it
How you do it
Try to answer these questions when creating a mission statement. And aim to make it concise, outcome-oriented, and inclusive. Take a look at the following examples for some inspiration.
We grant the wishes of children with life-threatening medical conditions to enrich the human experience with hope, strength and joy.
Our mission is to unlock the potential of human creativity – by giving a million creative artists the opportunity to live off their art and billions of fans the opportunity to enjoy and be inspired by it.
To connect the world’s professionals to make them more productive and successful.
While a company mission statement creates a sense of purpose in the present, a vision statement communicates where the company wants to be in the future. Vision statements function as roadmaps that guide each action of a company. A good vision statement should be:
Not too far in the future
People can’t see that far into the future
As uncomfortable as it may be, it should be clear if you succeeded or failed
Here are some examples of vision statements:
To be the most creative organisation in the world.
Create economic opportunity for every member of the global workforce.
To accelerate the world’s transition to sustainable energy.
A company’s values represent its desired behaviours and attitudes. Typically, they would be formulated by a leader in the company and passed down through time. But there’s no reason why you can’t get employees involved in setting company values.
When a company transitions to remote work, it might be necessary to reformulate the values to reflect the remote working culture. Some examples of important company values could include:
When you’ve successfully formulated the company mission, vision, and value statements, they can be broken down into actionable and measurable goals. That’s where employees from across the company can get involved. Goal setting can seem like a daunting task, but it helps to create alignment within the company, and encourages employees to feel connected to the wider business goals and mission.
An increasingly popular goal-setting methodology is the implementation of OKRs (Objective and Key Results). Companies like Google, Spotify, and LinkedIn use their OKRs to manage and grow their businesses. And for good reason – they can be incredibly effective.
In a nutshell, OKRs are a goal-setting framework that helps define and measure goals. They can be used at all levels of a company, from board to employee. In a remote setting, having clear goals is arguably more important as it helps everyone stay on the same page. You can encourage collaboration and ensure colleagues are regularly sharing progress on their OKRs. It’s important to share in each other’s success. Without providing an opportunity for employees to shout about what they’re up to, these achievements may become lost.
As well as being reported on often, objectives should be:
Linked to the company’s mission
Have 3-4 key results
Key Results should be:
Difficult but not impossible to achieve
Have actionable to-dos (can be limitless)
OKRs are meant to be challenging, ambitious goals. A typical completion rate for OKRs may be somewhere between 60% and 80%. A lot of them may be aspirational goals, or moonshots, with a lower completion rate. The idea is that even if employees fail to reach their ‘moon’, where they end up will still be a huge achievement. They are a high-risk, high-reward type of OKR. Google even has its own “Moonshot Factory”, dedicated to chasing these big dreams.
So far, they’ve built self-driving cars (now a standalone company, Waymo), internet balloons (Loon), delivery drones (Wing), contact lenses that measure glucose in the tears of diabetics (Verily), and technology to store electricity using molten salt (Malta).
Your organisation may not be looking to deliver innovation on this scale, but moonshots offer an exciting opportunity to drive change that matters to your employees.
They can also choose to set commitment-style OKRs, or roofshots. One day we might look back and wonder what we did without delivery drones, but roofshots are more focused on the near-term company milestones which are essential to get done. For example, if you needed to release a new product, that would likely be a roofshot, not a moonshot.
However you and your employees choose to use OKRs, the benefits can include:
It’s clear to see that this alignment can be really powerful within a team that may be spread across multiple locations.
Very similar to OKRs, KPIs (Key Performance Indicators) are measurable values to demonstrate how effectively a company is reaching its vision. They are quantifiable, results-based statements that measure progress on goals and objectives.
The structure of a KPI includes:
Matches with measure and time period (usually a numeric value)
A data source
Clearly defined where and how each KPI is tracked
Different KPIs have different reporting needs (should be at least monthly)
KPIs should be developed in relation to Critical Success Factors (CSFs), key objectives, the company strategy, and company vision. A Critical Success Factor is a necessary qualitative element to achieve an objective. For example, customer relationship building to achieve sales objectives, high productivity to achieve operational objectives, or sustainability to achieve higher customer satisfaction. If you’re making the move to remote work, you may even be able to monitor the change in your KRs as employees adjust to a new way of working.
The great thing about goal setting is that it encourages employee engagement. When rolled out correctly, workers can really get behind shared aims. Your employees are your greatest asset. Keeping them engaged can truly make a difference to how successful your company is. A disengaged employee is only going to have a bad attitude and be unproductive. It all has a knock-on effect on your bottom line. In fact, according to Gallup, an employee with low engagement costs 18% of their annual salary, or £1,800 for every £10,000 they make. The formula is simple:
So it’s key to keep team members engaged and connected with the company, the team, and their work. In a remote setting, maintaining engagement becomes one of the biggest challenges for leaders and people managers. Goal setting is just one of the ways to maximise engagement.
First and foremost, to improve engagement, you have to listen to your employees. Create an environment where they feel comfortable being honest and you can begin to gauge where their current engagement levels are. They have to have a safe place to talk in order for decisions to be made about what’s needed to enhance or maintain engagement. That’s where our recommended roadmap starts:
Employees know that surveys give them a voice – so keep listening. When trying to maintain the engagement and happiness of employees, there should always be an emphasis on reviewing and learning from what’s working well and what isn’t. You may want to replace tools, renew the activities in the social calendar, or refresh the virtual check-ins. When it comes to employee engagement, it’s important not to stand still. It’s an ongoing task.
Luckily, there are plenty of tools which can help you. These include:
Company culture is about more than completing OKRs and working towards a shared vision. You’ll have noticed the suggestion to create a social calendar in the engagement roadmap above. We spend a huge amount of time with our colleagues – whether that’s in an office or on video calls. It’s nice to get along with them.
But you do have to create opportunities for people to socialise naturally. Don’t just rely on collaboration on work projects, otherwise some employees may never interact. Regular social opportunities organised by the company can have a great impact on working relationships.
For remote workplaces, you’ll be heavily reliant on virtual events. Fortunately, it’s a booming industry with lots of exciting opportunities to socialise virtually. You’ll easily find providers who offer online video games, board games, or game shows. Alternatively, you could create your own. This allows you to include a bit of a personal touch. For example, you could recreate the game show ‘Through the Keyhole’ by asking team members to send anonymous photos or videos of their homes for others to guess.
Some other interesting ideas include:
Shared cooking or drinking experiences
Shared crafting experiences
Virtual book, film, or music clubs
Sometimes simply creating breakout rooms for smaller groups to catch up in before a larger meeting is enough. You just want people to have a chance to talk about things other than work.
An obvious downside of remote teams is the lack of face-to-face interaction with colleagues. Nevertheless, it can happen in the form of smaller and shorter meetups or larger company retreats. It opens up the possibility for employees to get to know each other much better, which in turn increases cohesion and a sense of belonging.
You could organise a company retreat which focuses on something work-based, such as a hackathon. Or you could just make it fun. If it is possible for you to organise some in person, just remember the following aspects:
It could be anywhere, but choose a site that is easily accessible for everybody
Try not to overlap with celebrations, either cultural or familial
Look for a place that holds everybody, has a good internet connection, and provides a sense of privacy
Be respectful of people’s time
Developing a great employee benefits strategy can have a great impact on your company culture, employee wellbeing, and overall productivity. Of course, social opportunities and company retreats can be great perks, but there are plenty of other things you should be covering. Benefits can get a bit of a bad reputation when they’re hollow gestures, such as ping pong tables and free drinks, so it pays off for companies to explore and reassess their offerings.
After all, it’s something employees notice. According to MetLife Employee Benefit Trends Study 2020, 69% of employees say having a wider array of benefits would increase loyalty to their employer. The report also found that:
Ask yourself if your company offers enough benefits and if those benefits are fit for purpose. For example, if you’re new to remote working, it may be time to consider offerings such as a work-from-home allowance for office equipment or wellbeing services. Whether you’re based remotely or in an office, one-size-fits-all approaches are becoming outdated.
Depending on the country, some benefits are mandatory by law. In the UK, these include:
20 days, plus bank holidays
Maternity or adoption leave
Up to 52 weeks of maternity leave, paid up to 39 weeks
Request for flexible working
After 26 weeks of employment, employees can request job sharing, working from home, part-time, flex-time, or compressed, staggered, or annualised hours
Paid from fourth day up to 28 weeks
One or two consecutive weeks of paid leave
Minimum contribution of 3% from the employer and 5% from the employee
These benefits enable employees to save for various products and services, with money taken out of their gross salary. In the UK, there are basically two types of schemes:
Benefit in Kind (BIK) exempt
allows employees to save up to 47%. E.g. cycle to work, workplace nursery, EV scheme & payroll giving.
allows employees to save up to 12%. E.g. techscheme, gymflex, car maintenance scheme.
Now we get to the interesting part. Benefits which go above and beyond the standard are your chance to really stand out and make an impact on the lives of your employees. It’s a great chance to attract and retain talent and increase employee wellbeing. You can, of course, choose which benefits to offer your employees, or you can place the power in their hands.
Increasingly, companies that want to go above and beyond are offering employees a flexible ‘allowance’ to give them control over their benefits. In a remote setting, there’s a huge case for this approach. Some benefits can rely on employees being close to certain facilities, or they might simply assume what employees will enjoy. Using a budget instead of specific benefits is a way of overcoming those challenges.
It also means rewards can evolve over time and offer something beneficial when it’s needed. For example, in our Benefit Outlook Survey, the top five new benefits companies are planning to add are arguably linked to the reality of life during a pandemic.
By adopting a flexible approach to benefits and rewards, you can adapt to different situations that arise, as well as reward employees as individuals.
After all, different benefits respond to various employee wants or needs. The most well-received rewards packages are likely to deliver a variety of benefits. Let’s take a look at some of the core areas perks can influence:
Employers should be invested in having happy, healthy employees. And there are various ways benefits can be used to support the health and wellbeing of any team members, including:
It’s rewarding for any employee to be supported in their own personal and professional growth – whether that’s for career development or to gain valuable life skills or assets. Examples include:
You can simply reward your staff with a bit of fun. It’s a perk to get something for free any day, but there are various ways you can use benefits to give back to your team:
These are just some examples of benefits you can offer your employees. Whether we’re operating in our professional or personal lives, we’re humans. An essential human need is recognition. Benefits can be used to recognise employees for a great job, but they also simply acknowledge that it’s a win-win for businesses to support and invest in certain aspects of an employee’s life. For example, equipping them with the right set-up to work comfortably from home, or providing them with financial support if they’re unwell. Offering the right benefits can ultimately create motivation to perform, and directs behaviours aligned with the company mission, vision, and values. So it’s perhaps no surprise that 30% of businesses are planning to increase their benefits budget, according to our survey.
As workplace environments continue to evolve, it’s also becoming clear that people value benefits differently. Here are the benefits different age groups want to see (in order of preference):
Of course, people of different ages are at various stages of their careers and will place different value on perks. That’s understandable. To maximise the value of your benefits for all employees, think about the following:
For more in-depth information about benefits, take a look at Ben’s Guide to UK Benefits.
Wellbeing matters. If you treat your employees like robots, ignoring all of the emotions, requirements, and even limitations that humans have, you’ll end up running them into the ground. They won’t hang around for long. Wellbeing simply means the state of being comfortable, healthy, or happy. How one person enhances their wellbeing may be different from the next – for example, we all have different hobbies which bring us happiness. One person may run; another may knit. But there are some common themes when it comes to wellbeing.
An older, but well-cited, study found that when four basic needs were met, employees were “vastly more satisfied and productive.” The study was a result of The Energy Project teaming up with Harvard Business Review to conduct a survey of 12,115 workers. The four needs identified are:
Try to answer these questions when creating a mission statement. And aim to make it concise, outcome-oriented, and inclusive. Take a look at the following examples for some inspiration.
Employees need opportunities to renew and recharge their energy.
Being valued and appreciated at work is important.
Staff need the time and space to get their work done in a way that suits them.
Employees respond well to doing more of what they enjoy, and feeling part of something worthwhile.
All of these could be described as factors which contribute to wellbeing, so it helps to prove why it’s so crucial that employers take an active role in employee wellbeing. Ultimately, employee wellbeing and engagement are interconnected. If team members are engaged, it contributes to their wellbeing – and if team members are healthy, they are more likely to be engaged.
If done correctly, giving team members the possibility to work from home can increase employee wellbeing and engagement. That’s largely because it benefits people in the following ways:
Remote workers have a lot more flexibility and freedom with their time. Whether they decide to exercise or socialise more, the point is they have that choice. They’re no longer restricted by a long and stressful commute. A better balance between work and life can help employees meet those four basic needs on their own terms.
Employees who work from home have the opportunity to pack in more quality time with their loved ones. For people who have a family and kids at home, this can have a huge impact.
Being at home can help people make healthier choices. They can make their own lunch, rather than buying something processed, or choose to go on a long walk before work.
Commuting costs money. Depending on how people travelled to their office before, working from home could save them thousands each year.
Of course, as we’ve said throughout this guide, humans are individuals. But many people would love to enjoy these benefits of remote working – and more. For employees, it could be incredibly frustrating being forced back into an office after they’ve proved they can get the job done at home. In fact, 56% of employees have a job where at least some of what they do could be done remotely. Here are some more statistics:
of employees want to work from home at least some of the time
of employees would change jobs for the opportunity to work remotely full time (47% of Millennials and 31% of boomers)
There’s good news for these employees, though. Almost all 50 of the UK’s biggest employers questioned by the BBC have said they don’t plan to bring staff back to the office full-time. The coronavirus pandemic has created real change.
However, if no proper work structure is in place, working remotely can have a negative impact on employee wellbeing. For many employees, working remotely from home was a relatively new experience. National and global lockdown restrictions forced businesses to move quickly. It wasn’t the ideal scenario for rolling out remote working. Employees may have been working in uncomfortable workplace set-ups, dealing with new distractions, and potentially juggling childcare when the schools were shut. Lockdown burnout was a real issue.
But as things slowly and cautiously return to normal, for those companies who choose to continue remote working – either in a fully or hybrid set-up – there needs to be a real focus on ensuring employees are set up for success at home, not burnout. The financial cost of burnout is high. For companies, the lost hours and additional turnover cost (searching, hiring, and training) has an estimated cost of 33% of the annual salary of that employee. This means, for example, that the turnover of an employee making £34,000 costs £12,000. For society, the costs are enormous too. The Harvard Business Review estimated that burnout costs £90 to £135 billion in annual healthcare spending.
One of the things to be wary of when working from home is having the boundaries between life and work blurred. In 2020, people working from home during lockdown spent more time on their jobs and were less likely to take time off sick, the Guardian reported.
This isn’t good news for businesses. It’s not a sustainable approach to work. It’s when people start to let work creep into their free time, and try to work through illness or poor wellbeing, that burnout can set in. But, in a remote setting, the symptoms of burnout might be hard to spot. So what can you do to prevent it among team members?
Besides setting up a good company and leadership structure that fosters employee wellbeing, there are measures that each employee – and people in general – can take to keep their body and mind as healthy as possible.Although you can’t influence what your employees choose to do, there are ways employers can support employees to make better decisions. For example:
We all need around 7-9 hours of sleep per night. But it’s quite common to struggle to get plenty of rest. Work can be a distraction, so it’s important to make sure it doesn’t interrupt employee downtime. Having clear expectations around when employees are working and when they’re not can help. Try not to make it common practice for employees to check emails late in the evening.
Why not host company exercise classes? You could choose to do HIIT sessions, or try things like yoga and meditation. It can boost morale and create a chance for natural interaction and support within the team.
Be sure to check in with employees to find out if they’re fully supported in trying new things within their role.
Sufficient social interaction. Offices are surprisingly social places. People chat while making hot drinks, and enjoy in-person meetings. If your team works remotely, you have to intentionally create opportunities for people to socialise. After all, it is important for teams to get along. Try to organise regular things to look forward to.
To further support remote employee wellbeing, you need to investigate their workplace set-up. It might be inviting for team members to stay in pyjamas all day and work from the couch. However, we want our brains to understand it’s time to be productive, and therefore this should be the exception rather than the rule. A dedicated workspace is the way to go if we want to be productive when working from home.
Think about which set-up will make team members most successful at their job. The goal is to create an environment that triggers the mind into work mode. Think about things such as where should/can employees put their desk? Do they need a second screen? At what time do they work best – morning, afternoon, or evening?
To help you get started, take a look at this checklist and add additional items if you feel your employees would benefit from more. It’s a good idea to set aside a budget to help employees get set up properly at home.
You could also provide guidance on how to choose a good desk location, considering the following:
Employees can be professional at home. We’ve all experienced or seen some kind of accident on video calls during the pandemic. From kids bursting in, to the doorbell going, we’ve become accustomed to certain interruptions. But over time, and if remote working is here to stay for your business, you can help employees to get the right set-up to create an ideal environment for productivity.
We’re all guilty of letting bad habits creep in. Working from home does require a bit of discipline. Employers can provide working from home budgets and set clear expectations on communications, but it is down to employees to make it work for them. It helps to share advice on creating the ideal working environment, such as:
We all procrastinate from time to time. But it’s important to try to reduce the number of things that could distract you from your work. You can try to:
Not only is it important if you have frequent video calls, but it does generally make you feel more productive and in the right headspace for working.
Routine can make all the difference to your day. Don’t just get up and turn on your computer. Have some breakfast, and get ready for the day in the same way you would if you were travelling to an office. Make sure you also schedule regular breaks and have a clear end to your working day.
Plenty of people find time tracking helps them to stay on schedule and get an overview of productivity. You can learn a lot about what’s eating up your time and reassess how to prioritise your schedule.
So, you think remote working is a great idea and you want to look after your employees. You’ve got plenty of ideas, but still aren’t sure how it’ll work in reality. You’re not alone. Going partly or fully remote can be frightening. It’s a big adjustment – but there’s plenty of planning and preparation you can do to make it a smooth transition.
Creating the right company culture that fosters employee engagement and prevents burnout is important in all types of organisations. Another important part of creating the best possible remote work arrangement is creating an environment that makes collaboration easy, efficient, and effective. For this, the right technological tools should be in place and team members should know how to use them. Luckily, the options are vast and customisation endless.
We’ve broken down some common options – as well as some tips on how to make the most of them – based on what they can help your organisation with:
Communication is key to building successful relationships (personal, professional, or otherwise) and turning ideas into actions. In a remote setting, the amount of people involved increases, while the available communication cues significantly decrease. This means you need to put in extra effort to compensate.
These applications let you create channels, which you can dedicate to the whole company or specific teams, projects, and ideas, effectively creating transparency and cohesion. Additionally, it’s possible – and recommended – to create non-work related channels to encourage friendly interactions.
Regardless of the tool chosen, team members can choose to get message notifications when they are at work. However, it’s important to disable notifications after working hours, during the weekend, and during holidays. This helps to set work-life boundaries and forces people to unplug.
Some corporate instant messaging applications include:
Writing instant messages is great for small chunks of information, but sometimes it’s necessary to completely synchronise the communication and increase the human connection that can be lacking in a remote setting. In these cases, it’s best to opt for video conferencing.
Remote business meetings highly depend on these technologies because they are the closest we can get to an actual face-to-face meeting in a remote setting. However, just as with regular meetings, video meetings can be time and energy consuming. Therefore, it’s important to make them as effective as possible. Certain steps can significantly increase their effectiveness, including:
Video conferencing applications include:
In any company, you’re better off valuing output over “time in the seat”. Employees will only become frustrated with excessive time sheets or having to regularly check in. It makes it seem like you don’t trust them. So how do you make sure your team is as productive as possible?
Often, the first step is to create a centralised workspace for all team members by opting for one of the many project management tools. These tools are designed to help employees get autonomy over their work, align workflows, set priorities, and keep track of company goals.
Project management tools include:
Depending on each employee’s role, there are various job-specific tools which may help. For example: using Hootsuite to schedule social media posts, or Google Alerts for your latest press coverage. Look for tools which replace repetitive manual tasks with automation.
Knowing what you spend your time on can be invaluable for employees looking for ways to improve their productivity. We often don’t realise how much time we’re wasting in meetings or replying to emails. Getting that insight with time tracking tools such as Toggl or Rescue Time can help employees make smarter decisions about how they’re using their time.
Each team member should make use of a calendar to keep track of meetings and other work events. Besides that, it’s possible to create team calendars to keep updated about important team events. In many cases, calendars are integrated in a business suite package that includes other applications such as email, video conferencing, and cloud storage.
Have you ever wasted time re-reading emails or posts for errors? Editing tools such as Grammarly will check your spelling and grammar for you.
Equally important as a clear communication policy and a centralised workplace is an impeccable organisation that creates streamlined workflows. For this, you need to have a logical information infrastructure; remote workers should not have to search for long to get the information they need.
The best way is to give everybody access to the company cloud in which each department has their own folder(s). Department folders should hold (nearly) everything the specific department needs. A specific folder or file that’s required by various departments can be duplicated. Give each folder and file a name that is sufficiently descriptive and logical, yet easy to remember.
The cloud is also the place where all important documents about processes, policies, and culture should be located.
Cloud solutions include:
Remote work became more dominant in 2020, and so did cyberattacks on businesses. Depending on the type of company, it’s crucial to keep your data well protected while giving employees easy access to the information and tools they need. Plenty of tools can help:
Maximising security is something worth exploring in more depth with an IT expert to ensure your employees and data are well protected. But there’s plenty of best practice advice for remote companies to consider right away:
The tools mentioned above are absolutely crucial, and for most businesses will be the bare minimum necessary to have your remote team functioning successfully. However, there are many additional tools that can help optimise your specific company and workflow, such as: