When the landscape of the modern workspace is scrutinized, remote and co-located work environments are often pitted against each other. They’re seen as distinct entities, as different tracks on which businesses operate. Yet, are they really that different? Or is there a deeper, more universal fundamental at play that transcends these seemingly disparate setups?
Darren Murph, the Head of Remote at GitLab, presents a fresh perspective on the matter.
The Universal Business Fundamental
In examining Darren’s view, one thing becomes clear: whether a team is working remotely from different parts of the globe or sitting in adjacent cubicles, the core practices remain consistent. They revolve around good business fundamentals. Remote and co-located are not worlds apart; they are simply adaptations of a broader principle.
The Rigor of Remote
Remote work demands rigor, intentionality, and early-stage implementation of practices, says Murph. This isn’t a fanciful choice; it’s a necessity. To function remotely, businesses need to establish clear communication structures, ensure employees are empowered, and adopt tools that are often seen as “extras” in a traditional office setting.
Yet, what’s intriguing is that these rigorous practices are not solely the domain of remote work. They’re just good business. They’re about cohesive business operations, minimized dysfunction, and maximal inclusivity.
The Optionality of the Traditional
The co-located setting, with its physical presence, offers a safety net that remote work doesn’t. As a result, many practices that are mandatory for remote work become “options” in the traditional setting. Think about it: how often do businesses with physical offices delay the implementation of a robust communication platform because they can just “catch up” at the water cooler?
Murph hints at a deeper truth: these practices should be universal. Whether you’re running an all-remote team or heading a bustling office space, fundamentals like inclusivity, clear communication, and employee empowerment should not be optional.
Navigating the Integration
Integration of remote and co-located work isn’t about stitching together two different fabrics. It’s about realizing they’re cut from the same cloth. When an organization’s foundation is built on these robust principles, it naturally becomes more flexible and adaptive. The question isn’t whether to choose remote or co-located; it’s about how to make either (or both) work to the company’s advantage.
The answer? By embracing the practices that are often seen as the strict purview of remote work.
- Empower People: Let team members bring their entire selves to work. It isn’t about clocking hours; it’s about harnessing potential.
- Optimize Productivity: Recognize and respect when team members are most productive. Not everyone peaks from 9 to 5.
- Hire Diverse: Diversify your time zones. It’s not about being online at the same time; it’s about having a presence all the time.
- Prioritize Communication: Communication tools aren’t just about messages; they are about intent, clarity, and inclusivity.
- Business Resilience: Think of resilience not as bouncing back but as bouncing forward. Remote work might be the trampoline you didn’t know you needed.
Darren reminds us as that remote or co-located, the game may change, but the rules remain the same.