Before remote work even became a norm for most companies, we were already embracing it down at Jibble. Our team has been fully remote since 2017. And safe to say, it was the best decision we ever made.
We understood early on the value of flexibility and the potential it held for empowering teams to work from anywhere.
To date, we now have over 100 staff in 16 different countries.
Here’s the story of how we did it, and how you can too.
Is remote work truly better?
Remote work has many advantages, not just for employees but the company as a whole.
From a financial perspective, there are significant cost savings on office space, utilities, and other overhead expenses. Which, let me tell you, can weigh heavily on a company’s budget.
A remote company will also be able to choose from a much larger talent pool, tapping into skilled professionals from across the globe. And there are perks to working with a global team. You get to collaborate with diverse perspectives, ideas, and experiences, which can lead to more innovative solutions and a stronger, more adaptable team.
Beyond all this though, the biggest advantage of remote work is what it can do for boosting employee morale. I like to call it the “home advantage” (much like in sports!).
When employees don’t have to deal with the stress of daily commute or any of the office politics they’re just generally more happy with their lives. I mean, who wouldn’t be?
They can work comfortably in their homes or wherever feels best for them, whether it’s a quiet corner in their living room, a cozy café, or even while traveling. They’ll also be able to spend more time doing the things they love, whether it’s going out for quick walks in between work or working outside with friends.
There’s just so much to gain from letting employees live their lives. And no, that doesn’t mean they won’t get their work done—in fact, it often means the opposite. When employees love their work environment, they have a greater incentive to keep doing their best work.
Because our team is so happy with their remote setup, our staff turnover rate is almost non-existent!
“Workers who worked from home 100% of the time were 20% happier on average than those who didn’t have the ability to work from home.” – Tracking Happiness Study
Happy employees mean higher productivity, better quality of work, and just overall good business. So if you truly look at it, remote work can be a win-win for everyone.
Key Steps for Switching from Office to 100% Remote
The transition from an office setup to a 100% remote company can be challenging, but I do believe it’s achievable with the right approach.
There’s no one-size-fits-all formula for making this shift, as every organization has its unique needs and culture. However, if you want to start the transition to remote work, here are some of the key steps that I think you should take.
1. Assess if your business is remote-fit
I’m not going on here to say that remote work is the perfect work setup for every business. Just because it worked for us, doesn’t mean it’s going to automatically work for you.
So before diving into remote work, it’s crucial to evaluate whether your business operations can effectively transition to a remote setup. Consider the nature of your work, the tools your team rely on, and how tasks are typically managed.
Some roles may require physical presence or specialized equipment that isn’t easily accessible outside the office. Identify these challenges early on, and determine if they can be addressed through alternative solutions or if certain functions will need to remain in-person.
Luckily, at Jibble, we found that most of our roles were well-suited for remote work. Our business model relies heavily on digital tools and cloud-based systems, which made the transition smoother. However, we still took the time to carefully analyze each role to ensure that remote work wouldn’t compromise productivity or team collaboration.
Once you’ve confirmed that your business can operate remotely, the next step is to plan your transition carefully. This means developing a timeline, setting milestones, and communicating your plan to the entire team.
A phased approach can help ease the shift, allowing employees to gradually adapt to the new work environment. During this phase, gather feedback and be ready to make adjustments as needed.
2. Set clear remote work policies
Going from an office set-up to working remotely can be a tad bit daunting for everyone in the company when they don’t know what to expect. This is where remote work policies can help.
Clear remote work policies act as a roadmap for both employees and managers, outlining expectations and procedures for a smooth transition. They help establish guidelines for work hours, communication practices, and performance metrics, which are crucial for maintaining productivity and ensuring everyone is aligned.
Some key aspects that should be outlined in a remote work policy include:
- Core working hours when employees should be online for meetings or collaborative tasks
- Tools and channels for different types of communication
- How tasks should be assigned, tracked, and reported
- Protocols for securing company data, such as using secure networks, strong passwords, and VPNs
- Resources and support for setting up a productive home office
By addressing these key areas in your remote work policy, you create a structured framework that supports a smooth transition to remote work.
3. Track employees ethically
One of the main issues managers have with remote work is how to maintain supervision. How can you be certain that employees are doing their job when you can’t actually see them? Is it possible to monitor productivity without being overbearing?
Well, it definitely is possible. The answer as to how can vary.
One of the ways you can monitor your employees is by tracking their time and attendance using attendance tracking apps. You can also choose to track their location using GPS trackers. Other companies even go as far as tracking online activities, measuring keystrokes, and monitoring screen activities. I’m sure these methods have their advantages but I’m not really a big fan of it.
When choosing the right way to track your employees, it’s important to first define your objectives. Consider what specific aspects of their work need to be monitored and why. For instance, if employees are required to be at specific locations for their job, like attending client meetings or visiting different sites, GPS tracking might be justified. However, if your team works entirely from home and location is not crucial for their tasks, GPS tracking could be seen as intrusive and unnecessary.
At Jibble we mainly just track time and attendance. We have several employees that are paid by the hour and tracking their time helps us make sure everyone’s being paid accurately for the amount of time they work. It also helps keep them accountable for their time.
If you want to delve deeper into the hows of remote employee tracking and what you should or shouldn’t do, you can check our quick guide on how to track remote employees ethically.
4. Maintain open communication
Switching from an office environment to a 100% remote setup requires more than just adapting to new tools and processes—it demands a deliberate focus on maintaining open communication. When teams aren’t physically together, the spontaneous interactions that naturally occur in an office, like chatting in the hallway or grabbing lunch together, don’t happen. This lack of face-to-face connection can lead to feelings of isolation or disconnect if not addressed.
At Jibble, we’ve found that fostering a strong sense of connection and team spirit is not only possible but can even surpass what’s experienced in traditional office settings. How? By prioritizing and facilitating open, frequent communication.
Rather than relying solely on formal meetings, we encourage our team members to engage in quick calls or “huddles.” Tools like Slack’s Huddle feature make it easy to have those casual, spur-of-the-moment conversations that keep everyone connected and in sync. Instead of sending a message like “Shall we get on a call?”—which might get overlooked—we promote a culture where just initiating a call is the norm. This approach brings back the spontaneity that remote work can sometimes lack.
But it doesn’t stop at day-to-day work interactions. To deepen our team’s bond, we organize a company-wide meetup every nine months at a resort, fully paid for by Jibble. This 3-day event is a chance for everyone to connect on a personal level, away from the pressures of work. It’s entirely optional, yet nearly everyone attends, proving how much our team values this opportunity to strengthen their relationships.
The result? A team that feels genuinely connected, supported, and motivated. Despite working miles apart, our sense of camaraderie is strong, so much so that we haven’t had any turnover in years.
Here’s us on one of our team get togethers, enjoying a really delicious lunch.
A sense of belonging is crucial in a remote environment. The physical distance can be vast, but the emotional and professional bonds don’t have to be.
Final Thoughts
Remote work is great but it also has its fair set of challenges. If you plan on making the transition, it’s important to have the right set of strategies in place during your transition. This way you can build a remote work environment that not only functions effectively but also enhances productivity, employee satisfaction, and business growth.
Remember, remote work isn’t just about relocating your team from the office to their homes—it’s about rethinking how you work together, how you communicate, and how you maintain a strong team culture despite the physical distance. If done thoughtfully, remote work can do wonders to transform your company and bring it to greater heights. Much like what it did for Jibble.
Best of luck!
