A culture of trust is at the root of location independence. Trust your people and trust the results. Clear expectations and accountability for data-driven performance are critical for remote work.

Employer-employee responsibility is a reciprocal relationship. It is necessary to document the needs and expectations of both stakeholders to establish trust and to increase engagement and productivity.

Given the increased demand of remote work, organizations are now in a global competition to recruit the best talent. By aligning your internal and external branding strategies you will be increasing the visibility of your company's job opportunities among job seekers.

The interview and selection process should be designed with clarity and fairness to eliminate any unconscious bias. Through deliberate applicant review practices you increase your chances of selecting the perfect candidate.

Prioritizing onboarding strategies is critical.  New employees need to affirm their decision to come work for you and the onboarding experience is your opportunity to prove them right.

Employee engagement is an essential management competency to keep productivity high and turnover low. Engaged employees develop a meaningful connection to your mission, coworkers, and their roles and responsibilities.

Results-driven evaluations reinforce accountability and establish trust which drives individual and organizational performance.

Employees seek growth opportunities by gaining new skills, working with diverse people, and obtaining challenging work. Providing individualized performance paths creates autonomy and sparks engagement.

Whether an employee separation is voluntary or involuntary, a structured offboarding program provides you the opportunity to understand what motivates employees to find other employment or what prevented them from performing to expectations.