The landscape of remote work has undergone several transformations. Historically, it evolved from rudimentary tools and practices to what can be seen as sophisticated, ever-adapting ecosystems. As we find ourselves in what has been termed the “Iron Age” of remote work, it’s crucial to understand its hallmarks and anticipate the forthcoming changes. Len Markidan, the CMO at Podia, offers a deep dive into these evolutions, bringing his rich experience to bear.
Markidan highlights, “There having been three ages of modern remote work so far.” These ages have distinct characteristics, primarily determined by available technologies and the mindset towards remote working. Reflecting on the early days, he says, “There’s what I’ve called the stone age, which is kind of from 1998-ish to 2002.” During this period, professionals grappled with “primitive tools like IRC and landline phones, and some pretty crude email clients.” Anyone remember Lotus notes? Those tools, despite being primitive, set the stage for more advanced remote work systems.
Fast forward a bit, and we entered “the bronze age, which I would say is around 2003 or so, to 2019.” This era was marked by revolutionary tools such as Skype and HipChat. It was also when, “There was this group of resistance crusaders who read the 37 Signals book and just wanted to follow that.” This period was notable for its growing acceptance, yet many still viewed remote work with skepticism. As Markidan puts it, “All of our parents at that point, were all wondering when we were going to get real jobs.”
Today, we are firmly rooted in what might be coined the “Iron Age.” But what exactly defines this era? For one, “FANG has entered the game,” Len notes. The entry of tech giants like Facebook, Apple, Amazon, Netflix, and Google has not only legitimized remote work but also fueled its rapid evolution. There’s a burst of “remote related SaaS apps that are launching, what seems like every single day.” With the expanding landscape, “We’re learning time zone calculations, the way that we used to learn multiplication tables.”
Yet, with this growth comes the chaos of defining remote work boundaries. “Most of us have never met our teammates in person,” and the ad-hoc nature of operations during the pandemic has further blurred the lines. As Markidan points out, “I think all of us are kind of experiencing this chaotic explosion of remote work, and a lot of companies are really having to figure out a lot of things on the fly.”
So, what lies beyond this “Iron Age”? Markidan predicts a settling down of the chaos. “What I would hope would be kind of a normally, an accepted few ways for remote companies to run themselves.” There is the potential for a clearer demarcation between different styles of remote working, whether it’s hybrid models, asynchronous work, video-heavy operations, or other forms. He believes, “Those are all dramatically different experiences, dramatically different ways to run companies.”
Markidan further points out that today’s candidates are more discerning and informed than ever before. They no longer merely relish the novelty of remote work. Instead, they ask hard-hitting questions such as, “Where is the nexus of decision making in the company? Does it happen on Slack? Does it happen on video calls? How do you actually, practically work from day to day?”
While the “Iron Age” of remote work is characterized by rapid advancements and a broadened acceptance, the next phase could be one of specificity and structure. Drawing on Len Markidan’s insights, it’s evident that for companies and candidates alike, the future holds a more defined, informed, and evolved landscape of remote work.