🌍✨ Imagine a team united by values and goals, working from anywhere worldwide. Discover the importance of team culture in remote work and how to foster it with freelancers! 💻🤝
FreeUp’s Post
More Relevant Posts
-
If it works for certain positions and sectors, I don’t have any issues with it. I think in terms of training for certain jobs it can be a challenge. I agree that remote work is here to stay and there is a whole generation of workers who have never worked in a physical office and probably never will. It’s a mindset. I prefer the hybrid model because I like some face-to-face time with employees. However, there are some real advantages to working remotely like saving money and time commuting to work as well as wearing informal clothes which are comfortable and convenient.
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Certified Debt Consultant/Call Center Consultant and Strategist/Outbound Consultant/Outbound Sales Trainer/Data Analyst Using data and analytics to uncover pain points and optimize outbound contact and increase sales.
Or when it’s getting done. I’ve found that my best work is done atonomsy the less micromanagement the better my results. I am self-motivated, I have spent years of my own time investing in my craft and honing my sales skills. My process doesn’t work for everyone but I’m as transparent and honest as they come, some may not like it and others respect it. Most of the ones that respect it would never buy from your sale consultant cause they didn’t have the balls to ask the tough questions. Sales isn’t awlays about people liking you but also respecting your position of authority and professionalism. It’s a fine line with each client and one of the many reasons that keeps me coming back day in a day out to this grind that many would quit called Sales.
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Vice President @ CSF Group | Group Legal & Corporate Services | Company Secretarial | Compliance & Corporate Governance | Avid World Traveller 🧳
💯 this is the way forward. Remote working ✔️ or perhaps not so extreme mode (still acceptable) for the malaysian employer now is the hybrid working arrangement. Hands down for fully remote working and second best option is hybrid working (3 days wfh and 2 days wio is the perfect arrangement for me. However in my current office is 3 days wio and 2 days wfh. Hoping for the better 🙂🙃. All in all l, I personally cannot tolerate fully work-in-office arrangement for the 'obvious' reasons. Who's with me? #remoteworking #hybridworking #wio
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
results oriented
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Trust is key.
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Hiring remote workers isn't just about embracing a trend; it's about unlocking a world of talent beyond geographical boundaries. It's not where they work from, but the quality they bring to the table that defines success. Embrace the remote revolution and watch your team soar." #RemoteRevolution #TalentKnowsNoBounds
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
As long as fully remote work is done intentionally, there’s no reason it should be inferior to working from a physical office. In fact, easy access to the best international talent easily outweighs the few drawbacks of working in a in-person office. Before remote work, accessing talent from 8 countries seemed like a fever dream. Now, for us, it’s a reality. It’s all about hiring high performers you trust.
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
-
Hire adult professionals then treat them as such.
Founder @ Soleo. Creating leads for B2B leaders through ghostwriting. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
I’ve never met my team — we’re completely remote. Here's why it's not a problem: → Projects are completed on time → We’re perfectly in sync on client work → Our output is miles ahead of the competition All while they’re: → Traveling the world, working from Berlin to Bali → Clocking in hours from their favorite local coffee shops → Eating healthy homemade meals (and no expensive downtown lunches) Here’s why this works for us: → I trust them fully → I set reasonable deadlines → They get paid above-market rates And yeah, I’ve received some criticism for my remote-first approach… Some people feel that I’m letting employees “slack off” on my dime, or that my team would be more productive at the office. And I’ll be first to say it: If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)... …remote probably won’t work for you (or your approach). But us? We're crushing it, and it feels effortless. No need for strict oversight, no burning the midnight oil in a cubicle. We do great work — and we do it where we want. It’s really that simple.
To view or add a comment, sign in
10,456 followers