Working Remotely & Employment Satisfaction

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To be remote or not to be remote? That is the question. Well, it’s one of the questions!

There are a few guidelines that we, at the boT, take as a company with regard to employment satisfaction and offsite vs. onsite decisions:


1.  “Count the cost" before hiring someone, especially a remote worker. 

We've had great success with personality testing to make sure the individual we are on-boarding is the right fit for our company culture. 

The boT is very much a "figure it out/make it work" type of firm; we trust that our shared vision is the guiding light for everyone. We refuse to micromanage; so our culture dictates that we seek people who have go-to attitudes and work well in both independent and group settings. Personality testing allows us to locate the right candidates with these traits and place them in the best possible positions.

It costs us more to engage the proper individuals... but it is significantly cheaper than hiring the wrong people. Success is cheaper than failure.

2.  Make sure your people have everything they need to do their jobs.

This is a general rule we follow but we consider it especially essential for offsite employees. Again, it can be both expensive and high risk to have remote workers, but it's more expensive to have a HR claim because someone is so frustrated he/she can't do his/her job.

3. Use technology to keep everyone, onsite and offsite, accountable.

Our weekly meetings are done via video, without exception. We consider this vital because people are more involved when they can see each other.

Furthermore, we use cloud-based software such as Asana (project management), G Suite (productivity), and Cirrus Insight (measures productivity) to keep everyone on track. However, we also encourage the use of old-fashioned lists. Short term lists such as, “Top 6 Things to Accomplish Today,” together with long term lists such as, “Quarterly Goals,” help us all stay on target. Long term lists are cloud-shared companywide to keep everyone accountable.

4.  Take good care of your people.

Our employees don't need an excuse to take the day off. As long as everyone is accomplishing their goals, we as management don't require a reason for well-deserved time off.

Beyond that, if employees cannot accomplish their goals, leadership needs to be a safe place for them to talk to about it. We also need to be actively involved in solutions.

Happy employees = Happy company.

And finally…

5.  Act swiftly.

If someone isn't a fit... reposition/relocate the employee (if possible) or move him/her out quickly and with compassion. We all have feelings, we all have lives, and we all have families to support. Compassion is imperative.

On the contrary, failure to respond to personnel issues can corrode company morale. So quick action is advisable.


Utilizing these guidelines has had a direct impact on our company’s success and growth. We have both onsite and offsite employees and our employment satisfaction is at an all time high amongst both demographics.

We hope sharing our employment ideology has helped you and your company. Do you have any other suggestions on employment satisfaction how-tos? We’d love to hear from you! 949-416-0199