“If you can’t trust your team to work unsupervised, you may have hired the wrong people or need to look in the mirror first.”
When it comes to remote work, most organizations focus on the technical setup. Things like servers, software, and security. But before any of that matters, you should consider who you are hiring.
I’ve always believed that trust is the foundation of effective remote work. If you can’t trust your people to work without supervision, it’s not a remote work problem, it’s a hiring problem. The best processes and policies in the world won’t fix a lack of motivation or accountability. That’s why I encourage leaders to start by hiring people who are self-driven and aligned with your culture. When you get that right, everything else becomes easier.
That said, structure and clarity still matter. Having the right tools, data protection policies, and communication guidelines ensures that your team can function smoothly and feel connected. Whether it’s an allowance for home office setups, clear expectations for online communication, or onboarding documents that explain “what it’s like to work with me,” every step helps remote employees feel supported and included.
Leading remote work isn’t just about navigating logistics. As a leader, you should also think about culture. It’s important to consider how you are helping people feel seen and valued even when you can’t walk past their desk. For me, that means making a daily effort to “touch people before you touch your work.” Reach out, check in, and stay human.
I’ve learned that the best remote teams aren’t defined by distance. They’re defined by trust, communication, and genuine connection. And if you can bring those elements together, remote work stops feeling like a challenge and starts becoming an opportunity to lead differently.
Notable Moments
[03:37] The importance of hiring self-motivated people before implementing remote processes.
[04:52] Why trust issues with remote work often stem from hiring decisions, not management style.
[08:04] Setting up tools, technology, and data policies for remote employees.
[09:48] Onboarding for culture, not just compliance.
[11:03] Defining communication expectations and channels for hybrid teams.
[13:30] How Dan Cockerell’s “What It’s Like to Work With Me” document inspired Tim’s own approach.
[16:15] The “touch people before you touch work” leadership philosophy.
[18:29] Helping organizations transition from in-office to remote environments effectively.
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