Growing up remote: Lessons learned from scaling a fully distributed team
In the realm of Chapter3, our journey of remote work and team expansion has been a remarkable one. Over the past year, our team size has quadrupled, leading us to experience the expected growing pains that come with scaling a fully distributed team. Scaling a distributed team alongside a thriving business requires careful navigation and a solid foundation. In this chapter, we will delve into the core values that guide us, the significance of team building, fostering a feedback culture, continuous improvement, strategic hiring practices, optimizing meetings, and nurturing a supportive team culture. By exploring these aspects, we will uncover the key principles that have allowed us to grow and thrive as a fully distributed team.
1. EMPHASIZE CORE VALUES
During our early growth, we swiftly recognized the significance of defining our team and the company’s core values. Documenting these values, which are vital to us, has proven to be an immensely valuable exercise. Our core values serve as the bedrock of our organizational culture, fostering a strong sense of community among our team. They guide us and act as a compass, ensuring that our decisions align with our fundamental standards as we evolve, whether they relate to hiring product development, or internal processes.
2. PRIORITIZE TEAM BUILDING
As a remote team, we discovered that as we grew, spontaneous opportunities for socializing became increasingly scarce, and we missed those interactions. Investing in team-building activities and creating opportunities for colleagues to connect, whether virtually or in person, yields substantial benefits in terms of employee productivity, retention, and engagement. At Chapter3, we encourage regular video calls where everyone can share their projects, ask questions, and provide feedback. We also allocate time for casual conversations and personal anecdotes, enabling us to stay connected and learn about each other’s lives. Additionally, we organize virtual gatherings, engage in knowledge-sharing sessions, and create collaborative spaces for team members to interact and bond.
3. FOSTER A FEEDBACK CULTURE
At Chapter3, we maintain an open-door policy for feedback, concerns, questions, or requests. However, we wanted to go beyond merely having our doors open; we wanted to take a proactive approach in seeking feedback. Regular check-ins with our team members are essential to providing support and maintaining open lines of communication. These one-on-one sessions allow us to address pressing issues, offer timely feedback, and set goals. We also conduct formal performance reviews twice a year, providing an opportunity to recognize achievements, discuss long-term goals, and support career development. Regular feedback and goal-setting conversations help ensure that everyone is on the right career path and making progress towards their objectives.
4. COMMIT TO CONTINUOUS IMPROVEMENT
At Chapter3, we believe in a culture of continuous learning, teaching, and growth at both an individual and organizational level. We encourage our team members to pursue ongoing education opportunities, such as online courses, attending conferences, and reading relevant books. Prioritizing career development not only boosts engagement but also contributes to employee retention.
5. HIRE THE RIGHT PEOPLE, THE RIGHT WAY
People are our biggest asset, and we have established a thorough hiring process at Chapter3 to ensure that we bring the best talent on board. Our multi-round interview process includes phone screenings, team interviews, and interviews with hiring managers. We also provide candidates with the opportunity to speak with our CEO, who shares our company’s roadmap and vision. This comprehensive approach allows candidates to assess if Chapter3 is the right fit for them. By aligning with our values, demonstrating passion for our work, raising the bar for our team, and sharing our commitment to excellence, candidates can envision themselves thriving within our organization. Our robust hiring process not only aids in successful onboarding but also minimizes the risk of making costly hiring mistakes.
6. OPTIMIZE MEETING EFFICIENCY
With an increasing team size, the number of meetings can escalate quickly. However, we found that excessive meetings were hindering productivity and impeding our ability to focus on core tasks. To address this, we introduced company-wide meeting-free days, providing uninterrupted time for focused work. We also enforce shorter meeting durations and encourage setting clear agendas to ensure that meetings remain efficient and purposeful. By consolidating meetings on specific days of the week, we create a conducive environment for meaningful collaboration and individual productivity.
7. FOSTER A SUPPORTIVE TEAM CULTURE
At Chapter3, we strive to cultivate a work environment that feels like being part of a family. We encourage open communication and camaraderie among team members. Our channels facilitate not only work-related discussions but also casual conversations, jokes, and sharing personal experiences. Additionally, we offer a comprehensive benefits package that includes family-friendly policies, such as paid parental leave. By providing exceptional support and fostering a positive work culture, we attract top talent and maintain high employee retention rates.
Ultimately, scaling a business necessitates the addition of people, tools, and new processes. However, these changes also require adjustments and a realignment of priorities. The key lesson we’ve learned from our rapid growth at Chapter3 is that growing pains are natural and present opportunities for improvement. Whether it’s enhancing hiring practices, streamlining meetings, or fostering a supportive environment, embracing these challenges allows us to evolve as a team and company, ultimately improving the lives of our team members.
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