Dolead’s Remote Work Strategy for Success: Breaking Down Borders

Remote work can make or break a team, and quite frankly, it doesn’t work for every company. It may be a controversial opinion, but I truly believe the past few years have shown us companies can’t establish remote work without a dedicated strategy behind their decision.

When I first arrived at Dolead, I was blown away by how this international company could work so well together, even with an ocean separating them. I believe that it’s come down to a few key aspects that are imperative to a successful remote work strategy.

Separately, each of these aspects seems like it could be the key to success in remote work, but we’ve found that a blend of trust, communication, and accountability has truly made our remote work shine.

It feels weird to boil down such a complex strategy to these three simple points, but this is really the key to Dolead's intercontinental success. In this article, I will briefly explain the intentional steps that have been taken to make this team successful, even over a nine-hour time difference.

Trust

Trust. The most integral part of any relationship. And in a situation as complex as Dolead’s, it starts at the top.

One of our founders, whom I have had the pleasure of working with for the last ten months, often demonstrates this. There are two ways he makes this work company-wide: taking suggestions and taking action on the input of his employees. Secondly, our leadership always backs us up even in difficult times, even if we bear some of the responsibility.

One of my first examples I noticed in my first few days at Dolead. However, it didn’t stop there - it has continued throughout my time at the company. Our founder often asks: “What would you change?” At first glance, this may seem like a standard question, but instead of just stowing the comment away to “use later,” our founder would use the feedback we provided. This quickly grew my trust in him as our leader and helped me truly believe that I was a valuable team member whose ideas would be heard.

Another example is that even though I’m located in Texas and the HR department is in Paris, our teams made changes and accommodations to my onboarding process. This meant that the Paris team had to work weird hours late into the day and produce new resources while I was asleep in the early morning. By doing this, the team laid a foundation of trust for me by showing me they had my best interests in mind. Those sacrifices never go unnoticed.

While these examples show how I quickly came to trust my team, it’s also important to note our leaders trust us as well, even when we mess up.

“Forgiveness is key. All I ask is that you learn from the mistake.” I, for one, have heard him say this more than a few times.

Early on in my role, I made a pretty significant mistake. Large enough to warrant multiple intense calls from the client’s highest decision-makers. Needless to say, things were in turmoil. As the dust settled, it was clear the partnership would never be the same, and I was crushed. In that moment, seeing the name of the co-founder pop up on my phone had me mortified. Much to my surprise, however, I was met with nothing but grace, points to improve on, and a request that I learn from what happened and do my best to prevent it in the future.

But this is just one small story of mine. There are countless other stories of Doleader’s located across the hemisphere who have received calls from the founders telling them it’s OK to learn from their mistakes.

Communication

The second key is communication. Simple enough, but what does that look like in practice? Well, there are three things I believe contribute to this.

#1. Prioritizing the water cooler.

Whether it’s sharing photos of family adventures, doing team trivia, or random competitions to find the best writer/sports-gambler/AI specialist, we always keep a running Slack channel to share our lives with one another. And the co-founders are no strangers to these channels either. A huge part of our international coheasion is that we each can see pieces into one another lives on a regular basis.

#2. Weekly team meetings.

Yes, you read that right. Every Friday, our entire Dolead team meets on a call to discuss business. Sometimes, it's lighthearted, and sometimes, it's hard. But we are always all there, celebrating the wins and losses together. Nothing makes you feel more seen and welcomed than having a coworker in Paris celebrate your promotion in Denver.

#3. Meet in person when possible

Finally, we come to HQ days. This one seems impractical initially, but I believe it is a game-changer. Once a quarter, the Dolead team gets together in two locations—the North America team in Boston and the EMEA team in Paris. During this week, we work and close the quarter together, celebrating the wins in person and over the phone as one big team.

If we are lucky, every few years, the two teams are known to come together in the same location for a week to build a community like no other. While it may not always be easy, our founders know that this is an integral part of building a cohesive team, and I have seen firsthand how it pays itself back to Dolead 10 fold through the relationships built.

Accountability

The final key is accountability. Difficult as this may be, this one comes naturally once you have trust and communication. People begin to work for one another, not just with.

This shows itself in two ways. The first is in our Slack channels. One of the first things I learned about Dolead is almost no one uses direct messages. All conversations are done in channels with anywhere from 10 to 80 team members. It is in essence, several mini town halls, where conversations on how to better serve our clients and what actions need to be taken are posted for all to see.

Sure, it gets messy, but it's hard to miss something when 15 other people know that action needs to be taken. And with the trust and open communication that have been established, people want show up and hold each other accountable, as well as be held accountable themselves.

The other way is an open celebration and conversation about the company’s progress on our Friday and monthly company round-ups. Though it may seem repetitive to those on the outside, for us Doleader’s, it has become a source of truth and accountability. Many challenges are proposed openly during these calls. And if one team doesn’t have the answer, you can bet another will have a solution we haven’t tried. That is why we value these meetings so highly.

Make Remote Work “Work” For You

Embracing remote work can be a game-changer, but only if it's backed by a thoughtful strategy. For us, trust, communication, and accountability are the pillars that hold our remote culture together. These elements have allowed us to thrive despite the miles and time zones that separate us.

So, take a page from our book and start crafting a remote strategy that works for your team. You'll be amazed at what you can achieve when everyone is working together, no matter the distance.

FAQ

What is Dolead’s remote work strategy?

Dolead’s remote work strategy focuses on breaking down borders to create a seamless and productive work environment. By leveraging advanced digital tools and fostering a culture of collaboration, Dolead ensures that their remote employees can work efficiently from any location.

How does Dolead ensure effective communication among remote employees?

Dolead prioritizes clear and consistent communication through the use of various digital tools. These tools facilitate real-time collaboration and ensure that all team members are aligned with the organization’s goals and objectives.

What measures has Dolead implemented to maintain productivity in a remote work setting?

Dolead employs a combination of technology and management practices to maintain high productivity levels. By providing employees with the necessary digital tools and fostering a culture of autonomy and flexibility, Dolead ensures that their remote employees can perform at their best.

How has COVID-19 influenced Dolead’s remote work strategy?

The COVID-19 pandemic accelerated the adoption of remote work at Dolead. The organization quickly adapted by enhancing their digital infrastructure and implementing robust remote work strategies to ensure business continuity and employee well-being.

What role does flexibility play in Dolead’s remote work strategy?

Flexibility is a cornerstone of Dolead’s remote work strategy. Dolead empowers them to balance their professional and personal lives effectively, leading to increased job satisfaction and productivity.

How does Dolead manage a virtual team?

Dolead manages their virtual team through a combination of regular check-ins, performance tracking, and the use of collaborative digital tools. This approach ensures that all team members remain engaged and productive, regardless of their physical location.

What are the benefits of Dolead’s remote work strategy for employees?

Employees benefit from Dolead’s remote work strategy through increased autonomy, flexibility, and the ability to work from a home office or any location of their choice if asked in advance and validated by HR Team. This strategy enhances work-life balance and overall job satisfaction.

How does Dolead’s remote work strategy impact the traditional office setup?

While Dolead’s remote work strategy reduces the reliance on a traditional office setup, it does not eliminate the need for physical office spaces entirely. The organization maintains office spaces for collaborative activities and meetings that require in-person interaction.

What digital tools does Dolead use to support remote work?

Dolead utilizes a variety of digital tools to support remote work like Slack, Notion, Hubspot, Jira, Click up, g-Suite, Looker…, including project management software, communication platforms, and collaboration tools. These technologies enable seamless interaction and efficient workflow among remote employees.

How does Dolead’s remote work strategy benefit the organization as a whole?

Dolead’s remote work strategy benefits the organization by enhancing productivity, reducing overhead costs associated with maintaining large office spaces, and attracting top talent who value flexibility and autonomy in their workplace.