Juliana Chan, the founder and CEO of Wildtype Media, a STEM-focused media communications firm, made the bold decision to transition her company to a fully remote work model. While some managers praised her for her bravery, Chan acknowledged the unique challenges that come with remote work. Issues such as employee disengagement, miscommunication, and data privacy concerns were on her radar. However, Chan’s instincts told her it was time to embrace the future of work.
The decision to go remote was influenced by her office lease ending in August 2023, along with her realization that the office space was underutilized. Additionally, feedback from employees during performance reviews indicated their gratitude for not having to deal with traffic and daily commuting. Currently, Chan successfully manages a team of 20 members based in Singapore, Malaysia, the Philippines, and India, along with 30 to 40 regular freelancers from around the world.
When she shared her decision to go remote on LinkedIn, Chan was surprised by the influx of messages from job applicants. This supports recent data showing a high demand for remote work, even as some companies backtrack on flexibility initiatives. However, Chan acknowledges that hiring a successful remote worker requires a more sophisticated approach. In-person behaviors that were once key to success in an office setting may no longer hold the same weight in a remote setting.
Chan explains two important traits that make a strong remote worker: excellent virtual communication skills and a sense of accountability. While virtual communication may seem obvious, Chan emphasizes that not everyone excels in this area. A good remote worker actively participates in virtual conversations, builds professional relationships, and knows how to ask for help when needed. Additionally, accountability is crucial for remote work success. Remote employees must be responsible for their work performance, meet deadlines, and communicate any changes in plans to their supervisor.
Despite being a fully remote company, Chan recognizes the importance of face-to-face interaction. To prevent employee isolation, she organizes company-sponsored lunches, arranges for overseas employees to visit Singapore or travels to meet them. She also uses the savings from not having an office to fund overseas retreats. Chan believes that fostering a shared purpose and mission within the team is the key to preventing disengagement.
In conclusion, Juliana Chan’s decision to embrace remote work was guided by her instincts and a thorough evaluation of her office usage. She has successfully managed her remote team by prioritizing virtual communication skills and accountability. While face-to-face interaction remains important, Chan takes intentional steps to keep her employees engaged and connected. By fostering a shared purpose, she has created a thriving remote work environment.
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