Advantages of Remote Business Models

A decade ago, I ran a company with a big office, constant meetings, and all the overhead that came with it. Now, Onward is fully remote. No HQ. No wasted time. Just execution. Here’s why we did it (and the systems that make it work): ~~ 1. We hire the best, not the closest Talent isn’t limited to one city. Remote lets us recruit from a global talent pool instead of just whoever happens to live nearby. That means better people, better ideas, and better execution. == At Onward, we’ve hired globally: • Developers in Canada • Designers in Latin America • Operators in the U.S. Great people want autonomy. Remote work lets us build an elite, distributed team where results matter more than location. == 2. Meetings are a last resort, not a default At my first company, I spent most of my day in meetings. Remote forced us to rethink how we communicate. Now, meetings are only for things that can’t be solved asynchronously. == How we protect deep work: • No standing meetings unless absolutely necessary • Everything happens asynchronously in Slack, Notion, and Loom • When we do meet, it’s short, structured, and with a clear outcome Fewer meetings = better execution. == 3. Documentation > Constant Communication In an office, you can tap someone on the shoulder for quick answers. Remotely, that doesn’t work. So we document everything—decisions, processes, and updates—so no one is blocked waiting on someone else. == We use: • Notion for company knowledge & SOPs • Asana for project management • Slack for quick updates (not deep work) Great documentation eliminates confusion and helps the team move faster without constant check-ins. == 4. We measure output, not hours worked In an office, people get rewarded for looking busy. That’s useless. Remote forces you to focus on what actually matters: delivering results. == At Onward, we don’t care when or where you work. We care that you: • Hit goals • Communicate clearly • Deliver outcomes Remote rewards performance, not face time. The best people want to be judged on results, not hours. == 5. Culture needs to be intentional A great culture doesn’t happen by accident. When you’re remote, you have to design it. It’s not about ping pong tables—it’s about how you work, communicate, and collaborate daily. == Here’s what we do at Onward: • We fly the team together 3-4x per year for in-person off-sites • We over-communicate wins, learnings, and company milestones • We focus on ownership—everyone has real responsibility Remote doesn’t kill culture—bad leadership does. == The Result? Onward is growing faster and running leaner than any startup I’ve built before. Less office politics. Less wasted time. More focus on what actually moves the business forward. == Remote isn’t for every company. But if you do it right, it’s a competitive advantage. Follow Josh Payne for more insights on building and scaling companies.

I was talking with a senior director in customer service recently and he shared his experience after two years of testing remote work. The results? A resounding YES, with some key insights along the way. Like anything, WFH comes with both benefits and challenges. But when implemented well, the benefits are hard to ignore: (this is the real data!) ✅ Absenteeism decreased by 24% – Employees who would have taken a full day off now request just an hour or two, benefiting both them and the company. ✅ Retention improved, turnover decreased – Less stress from commuting meant employees stayed in roles longer, reducing strain on hiring teams. ✅ Cost savings for employees – Gas, parking, and daily commuting expenses were significantly reduced, especially in high-cost states. ✅ Increased productivity – Call center employees' average talk time jumped from 4-5 hours to 6.5+ hours per day. ✅ Easier scheduling – No more “I’m not in the office at that time.” Meetings between East and West Coast teams became much smoother. ✅ WFH as an incentive – Employees who exceeded KPIs could remain remote, while those falling short returned to the office. This system was self-managing. ✅ Problem-solving skills improved – Without immediate access to coworkers, employees became more resourceful and independent, a crucial skill in customer-facing roles. ✅ Earlier start times – No commute meant employees were more willing to start at 6:00 or 7:00 AM, boosting efficiency. ✅ Expanded recruiting reach – With remote capabilities, they could hire top talent from anywhere, filling roles from the Bay Area to Texas and Florida. Of course, success didn't happen overnight. Investing in the right CRM and dashboards helped leaders effectively manage and support their teams. The takeaway? When done right, WFH isn’t just a perk, it’s a powerful business strategy. I don't think its for everyone or every company in every situation, but I personally appreciate it when this is my work view for a couple hours each day! How has remote work impacted your team? Good or bad, I’d love to hear your thoughts! 👇 #WorkFromHome #RemoteWork #Leadership #EmployeeRetention #FutureOfWork

I've spoken to 4,000+ companies about remote work since March 2020 Here are the most common things I've heard 👇 1. 🏢 HQ Obliteration: Return to office has stopped, companies have cut back the real estate they could, and will cut a lot more as leases expire. The majority of workers will work remotely at least part-time and the amount will grow 2. ⭐️ Access talent: The first reason they are going remote-first is simple – it lets them hire more talented people. Rather than hiring the best person in a 30-mile radius of the office, they can hire the best person in the world for every role 3. 💰 Cut costs: The second reason is because it makes them more cost-efficient. Rather than spending $10K-$20K per worker a year on office space they can provide a worldclass remote setup for less than $1,000 a year 4. 🌐 Universal problems: doesn’t matter the size of the organization, every company is dealing with the same thing. How do we operate as a global business? Equipping teams and managing assets is a huge pain point 5. 🏭 ESG Considerations: many companies care massively about the environmental impact eradicating the office – and the commute – has. 108 million tons of Co2 less every year. Boards are looking here as well 6. ❤️ Quality of life: companies also know they don’t need workers to waste 2 hours a day commuting to sit in an office chair for 8 hour. Companies have seen reducing commute frequency leads to happier more productive workers 7. 🚀 Outcomes vs. Time: the measure of performance in the office is how much time you spend sat in your seat. The measure of performance while working remotely has to be output. Companies are moving slowly here 8. 🎡 Hybrid Conflict: what companies and workers think hybrid means are two different things. Workers think it is being able to work remotely whenever they want. Companies think it is telling workers when they must attend. Big problem 9. 🛑 Bad Software: companies continue to use software and tooling designed for in-office teams causing issues for distributed workers. New tools developed by remote-native startups are emerging but not being adopted fast enough 10. 🔐 Tech & Security: in the old world the edge from a security perspective was the office, now it's every device. This creates big security risk and vulnerabilities as devices are lost. Companies lack good solutions

Stop saying workers are willing to take a salary cut just to be remote. It sends the wrong message that remote work is a perk. It's not. Remote work is an effective, strategic way to run a business. It reduces overhead costs, widens the talent pool beyond geographic limitations, and improves employee retention. Studies show remote workers are often more productive, not less, because they’re free from office distractions, long commutes, and rigid schedules that don’t accommodate real-life. Framing remote work as a privilege instead of a smart business model undermines its value. It’s not about employees being willing to sacrifice for flexibility. It’s about companies recognizing that remote work is a win-win—for productivity, profitability, and overall job satisfaction. Now, what are some other myths about remote work that need to be debunked?

Elon Musk: "Remote work is morally wrong" 56% of employees say they’re more productive working from home—why call that a moral issue? Elon Musk recently labeled remote work unfair, arguing it’s wrong for some to work remotely while others must be on-site. I get his concern, especially for roles that need physical presence. Factory workers, surgeons, and some customer-facing roles can’t be remote, but many legal and medical tasks—like telemedicine or legal research—can. For knowledge workers in tech, marketing, HR, and beyond, remote work isn’t just possible; it’s often better. At Lundi, we’ve hired top talent from Poland, Brazil, and India remotely, cutting costs by 30% while boosting output. Stanford found that remote workers are 13% more productive. The pandemic proved work can happen anywhere, and it’s unlikely most will revert to full-time offices. Company leaders must recognize and adapt to this shift. What’s morally right is creating an environment that empowers your people to do their best work, whether that’s from an office or their living room. I’m not against in-person work where it’s needed. But dismissing remote work as a "luxury" or a "moral failure" is sentimental and ignores the huge strategic advantage that comes with flexible work models. It’s like having tunnel vision. Remote work unlocks global pools, reduces churn, and taps into a $78 trillion richer world by moving work to people, not people to work. Dismissing it ignores that strategic edge. Leaders, stop seeing it as remote or in-office—it’s a false choice. The best companies tailor solutions to each role, each person, and each market. So, what’s your biggest barrier to going remote? Share below—I’ve might be of some help. P.S. Want to learn how to attract the world’s best employees through flexible work? Get our free white paper: How C-Suite and HR Senior Leaders Can Attract the World's Best Employees—link in the 📌 comment.

Remote work benefits more than just the disabled community. Here’s why it’s not just a great accommodation but a win-win for everyone: - Greater Accessibility: For disabled people, remote work removes many of the physical barriers to traditional office environments. No need to navigate inaccessible transportation or buildings; remote work allows people to contribute fully from the comfort of their own homes. - Flexibility: Remote work offers flexibility in work hours and environments, which benefits parents, caregivers, and anyone who needs to balance personal responsibilities with their career. This flexibility promotes a healthier work-life balance and greater job satisfaction. - Increased Productivity: Many employees report being more productive when working from home. Without the distractions of a busy office, people can focus more easily on their tasks, leading to improved efficiency and outcomes. - Expanded Talent Pool: Remote work allows companies to tap into a broader talent pool, hiring the best candidates regardless of geographic location. This is especially important for disabled people who may have limited access to traditional workplaces but possess valuable skills and expertise. - Cost Savings: Remote work eliminates commuting costs and reduces the need for large office spaces, benefiting both employees and employers. This can lead to significant savings and a more sustainable way of working. - Environmental Impact: Fewer commutes mean a lower carbon footprint, contributing to environmental sustainability. Remote work isn’t just an accessibility solution, it’s an innovative, inclusive model that benefits us all. What are your thoughts on this? #RemoteWork #Accessibility #Inclusion

4 years ago, I made Flash Pack 100% remote. Not because of COVID or to cut costs. But because I believed the future of work was flexibility. Today we have 70+ people across 15 countries. And the hardest thing I've learned? Remote work exposes every weakness in your business. Every unclear process. Every trust issue. Every culture gap. BUT When you get it right, remote teams can outperform office teams. Why? Because remote work forces you to be intentional about everything: → How you hire (skills matter more than proximity) → How you communicate (clarity beats frequency) → How you measure success (output, not hours) → How you build culture (deliberately, not accidentally) Here's 10 things I wish I knew before going remote 👇🏽 (Including why we cut 30% of our meetings and productivity went UP) ♻️ Share if you believe the future of work is flexible _ 👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travelers on life-changing social adventures. Follow for daily posts on the journey!

Most people aren’t chasing dream jobs anymore. They want flexible jobs to fuel their dreams. With companies everywhere pushing their people back to the office, Spotify’s decision to stay remote is a breath of fresh air—and a wake-up call for the rest. And here’s why that choice matters. Studies show remote work doesn’t just boost morale; it improves productivity. A recent Stanford study found that remote employees were 13% more productive and took fewer sick days than their in-office counterparts. Another report by FlexJobs revealed that 65% of professionals say they’re more productive at home, with fewer distractions and less time lost to commuting. The benefits are clear: 𝗕𝗲𝘁𝘁𝗲𝗿 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵: Remote work reduces stress and burnout by eliminating daily commutes and creating flexibility. ↳ A 2022 Gallup poll showed that employees who work remotely or hybrid are significantly less likely to feel burnout than those in-office full-time. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗝𝗼𝗯 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻: People who work remotely report higher job satisfaction rates. ↳ It’s no wonder, given that they have more control over their schedules and can prioritize family time, hobbies, and personal growth. 𝗖𝗼𝘀𝘁 𝗦𝗮𝘃𝗶𝗻𝗴𝘀: The average employee saves over $4,000 annually by working from home, thanks to reduced commuting and work-related expenses. ↳ Companies, too, save big on overhead—adding flexibility to reinvest in what matters. Spotify understands that these benefits aren’t just about morale; they’re about building a workplace where people thrive. While you look to progress in your career, consider this: - Find roles that respect your time. - Seek to prioritize mental health and life quality. - Turn passions into income streams aligned with you. You don’t need to climb the corporate ladder to achieve wealth and stability. But you do need a work-life structure that supports your mental health. Here’s how I’d build that structure: 1. Grow your Distribution – Start before you're ready and grow your LinkedIn, launch your YouTube with a video podcast, grow your audience. 2. Start a Simple Service Business – Identify a skill you excel in and offer it to clients. 3. Develop a Digital Product – Package your expertise into an online course, eBook, or other format that can create passive income. People today aren’t looking for dream jobs. They’re looking to design dream lives. And as Spotify has shown, it starts by creating a work environment that works for you. What are your thoughts? ♻ Repost if you agree. ➕ Follow Nico for more on growth & career.

RTO mandates might work for the Fortune 50, but for small companies it's a mistake. Here’s why companies with fewer than 200 employees shouldn’t follow suit: 1. Compete where you can win. Small businesses can’t match big-company salaries, but they can offer work-life balance. Remote flexibility is a real advantage in attracting top talent. 2. Talent isn’t tied to one city. Small businesses need access to national talent. Remote work expands your hiring reach. 3. Culture is easier to maintain. At 200 employees or under, leadership is still hands-on. Strong connections can thrive even remotely. Small companies should embrace their size and lean into advantages where they can. Remote work is one of those.

CEOs are saying that remote work is a “productivity issue.” To me, that sounds like a trust issue. If you hire great people and set clear goals, they don’t need to sit in a building 40 hours a week to prove their value. Harvard Business School found that remote workers are 13.5% more productive and make more calls per minute than their in-office counterparts. Stanford’s research shows remote employees take shorter breaks, have fewer sick days, and quit half as often. Micromanagement isn’t leadership. Autonomy is. Remote work isn’t the problem. Bad management is.