The world isn’t flat. Different time zones, cultures, and lifestyles converge to define the global workplace. So why do we often box ourselves into synchronized clocks when managing remote teams?
Michael Mizrahi, Head of Operations at Levels, emphasizes the tremendous value of the ‘Async First’ approach, especially when manoeuvring through the challenges of remote work. He sheds light on an organizational direction that many businesses have been late to adopt, but those who have embraced it have reaped the rewards.
So, what does ‘Async First’ really mean? At its core, it is the ability for teams to work effectively without the necessity of overlapping hours. As Mizrahi points out, expecting team members spread across Canada, Columbia, New Zealand, and Portugal to synchronize their clocks just isn’t sustainable. The cracks in this approach become evident as teams scale.
Rather than forcing a team into a ‘one-size-fits-all’ schedule, there’s a need to adapt to the modern remote work environment’s fluidity. The ‘Async First’ approach means designing workflows that allow team members to complete tasks and communicate without always needing immediate responses.
Consider the flexibility and freedom it brings. A developer in New Zealand isn’t waiting for the project manager in Mexico to wake up. They have the resources and instructions they need to move forward, at any hour of the day. Similarly, the designer in Portugal can collaborate on a project with a colleague in Canada without mandating a midnight meeting.
This doesn’t mean the elimination of synchronization. There’s undeniable value in real-time conversations, brainstorming sessions, or decision-making meetings. However, the idea is to ensure these moments of synchrony are the exception, not the rule.
And the benefits are manifold. Think broader talent pools. An ‘Async First’ approach removes geographic boundaries. Companies can attract and retain the best talent from around the world. It’s no longer about where someone is based but rather what skills and perspectives they bring to the table. Mizrahi highlights the luxury of having access to a global talent pool as a game-changer for Levels. It grants businesses the flexibility to hire individuals based on talent and fit rather than location.
Now, this approach isn’t just about operations; it’s deeply cultural. Mizrahi’s insights highlight a cultural reset, a shift from traditional workplace norms to modern ones. For instance, the undue emphasis on “visible effort” – such as sending emails at odd hours to showcase dedication – is no longer seen as a virtue. Instead, focus shifts to the actual results and value delivered. This transition encourages team members to work at their optimal hours, resulting in enhanced productivity and, importantly, a healthier work-life balance.
But here’s the deal. This isn’t plug-and-play. It requires being intentional about tool choices, processes, and a considerable amount of norm-setting. For instance, when an email gets sent shouldn’t be a metric of dedication or effort. The timestamp on a message or a document shouldn’t dictate perceptions. The priority should be on content quality, results, and contributions to the team’s overall goals.
Companies eyeing the ‘Async First’ approach should lean into it with an open mind and flexibility. It’s not a static strategy. As with any method, it demands iteration based on evolving needs, team dynamics, and challenges. As Mizrahi aptly points out, the essence lies in intentionality – being clear about why you’re taking this path, and then being consistent in executing it.