ReSocialize

How ReSocialize can make remote work more engaging. Don't let your culture, communication, or collaborations suffer just because you're working remote. By setting up an ReSocialize Virtual Online Office, you can get both the benefits of working in-person and the benefits that remote work allows. ReSocialize Virtual Online Office is the bridge between in-person and remote work, giving the best of both worlds, without compromising either. Reach out to learn more.

Our CEO Emelie Hagander is celebrated by Virtual Global Leadership Community & The Enabler for her years of work dedicated to making the future of work more accessible, less isolating, and unbound by commute times. Thank you for all your hard work, Emelie!

It's thanks to the brilliant minds at AIgent Forge we've been able to build and stay competitive. AI is average. Average isn't good enough when you, like we, are building something that's never existed before. Despite that, there is a LOT of work that can be enhanced with AI, so we can focus on the truly tough nuts to crack. We're proud to say we've been working with Aigent Forge since day 0, and we owe a large part of our success to them.

The companies who run the numbers for the worlds' companies ran the numbers on flexibility at work. They are doubling down on flexibility. Here's the 3 keys: 1. Team-based agreements, not company-wide mandates. Your coworkers and team leaders know what they need to be successful. Give them that. 2. Shared office spaces for when it makes sense. There is power in sharing an office. Use the office for what it is. Design the office around it's use. Be deliberate 3. Get the right communication infrastructure. Communication needs the right tools. Video calls, chat software, online offices, and task planning software all fill important parts of the distributed work pattern. Make sure you're set up to get the most out of your way of working. It's about listening to your team, not enforcing leadership vision.

RTO to speed up communication? We agree. Not everything needs to be an email. Sometimes you just want to walk over and get the quick answer. Do that remotely.

What culture does your company promote? It's not about in-office vs remote. It's about making work suck less. Try ReSocialize with your team. Share your feedback. Lead the change! Innovation and productivity thrives where people are supported to do their best work. Flexibility is the key.

Stock market favours flexible companies. Flexible companies grow revenue 4x faster. Does flexible => financial success? No. It's something else. Correlation is not causation. BCG found that remote companies grew revenue 4x faster than non-remote in 2020-2022. Those years are outliers. McKinsey found that companies that grew over 10% YoY in 2023 were 25% more likely to be remote. The stock market has picked up on this signal. Out of the S&P 500, over 80% offer flexibility. Of the 10 best-performing stocks in October, 8 offered flexibility. 2 were fully location flexible. 0 were full in-office. The 10 best performing in November were more balanced (6 flexible, 2 remote, 2 in-office). This begs the question: If flexible companies are performing better than location-bound companies, does flexible work lead to better performance? I don't have a definitive answer. As far as I'm aware, there is no research on this (yet). But, correlation is not causation. 2 things go against the theory of causation: 1. Survivor Bias. Yes, thriving companies tend to do better in a remote setting, and thriving companies tend to grow faster than average. Data on struggling companies could be different. Struggling companies tend to eventually go out of business. This data is harder to track. I'm not convinced video calls and chat are the best way to communicate in a crisis or the best way to build a constructive company culture. The office plays a big role in both of those areas. It's a great tool. 2. Financial performance and flexibility are likely both symptoms of something else. These companies have figured out several things on how to effectively run companies and teams at scale. They are less silod, more outcome-oriented, more task-focused and have more room for employee wellbeing. These are all things that lead to good performance. Not to mention market position and product demand. If we're only looking at their flexibility policy and financial results, we're missing a large part of why these companies are successful in the first place. It's an overly simplistic view - and simplistic views are almost never right. I know I've promoted this simplistic view as well. I will do so in the future, too. Not because I have a vested interest (I do), but because we can learn from the success of others. It makes sense to look at well-performing companies and try to learn what made them successful. Employee wellbeing and flexibility is an important part of that (even if it isn't the entire picture). So, as leaders, what should we do? 4 steps: 1. Acknowledge that successful companies tend to be flexible. 2. Take an honest look at where we are right now and where we want to be. 3. Learn from companies that have successfully navigated a similar path and stake out our own roadmap. 4. Evaluate what tools we need to get there. Including the office. And remember: the office doesn't have to mean less flexibility. You can get the office, online. ReSocialize.

The office is important. So is flexibility. At ReSocialize, it's all about balancing the benefits of flexibility with the benefits of the office - without compromising on the advantages of either. Happy to give you a tour! P.S. look at those numbers! Allstate reduced turnover in teams with new employees from 35% to 5% by working from the same office the first few months. This might sound contradictory - but that's possible remotely. That's what we do!

We love working from the office. We also love flexibility. The office doesn't have to be a physical place. Take it online. There are many very good reasons why it's good to be in an office. There are many very good other reasons it's good to work distributed. There are many very good reasons to shift preferences from one week, or month, or quarter, or task, or team to the next. This is why flexibility wins. Make your distributed team thrive.

Build a connected, thriving culture for your distributed team. This is what it's all about.