six Tips To Have Success Working In Worldwide and Remote Companies

Here’s precisely why the father of American books was wrong (kind of)

“Travel is usually fatal to prejudice, bigotry, and narrow-mindedness, and many of our people need it sorely upon these accounts. Broad, wholesome, charitable views of men and things cannot be acquired simply by vegetating in one little corner of the earth all one’s time”

– Mark Twain

While the sentiment of the estimate is progressive towards social understanding, Twain unfortunately overlooked the age of remote work by a decade or seven.  

Today medium to enterprise-sized companies spanning physical plus virtual borders are choosing into a remote work plan. Not only are they increasing the opportunity for a more diverse workforce, but also the opportunity for cross-cultural studying.  

Don’t get me wrong, direct in-person experiences will typically triumph in terms of cultural learnings. But the day-to-day correspondence plus relationships you build along with coworkers living abroad is really a close second.

As an worker of Stone Content , a global remote-first company, I wanted to share my perspective on how I’ve traveled the world with my company. Without ever having to leave my desk. But first, let’ s dive into the experiences of other companies to see how they have adapted.

Remote Variety: A Talent Pool Sea

Relocating, having an extra long commute, or refusing employment.  

Those are the three choices you have when you are provided an exclusively in-office place outside of the typical commute variety.

Unless you’re ready for a big change in scenery, none of the options seem ideal. If only there is a way you could grab that will dream job without having to move halfway across the country (or world)…

Leaders across the globe are starting to recognize that their small talent pool can quickly become a huge talent ocean through a remote policy. Let’ s take a look at what the leaders of Cotopaxi and Airbnb have to say in regards to the matter.

In a letter towards the employees of Airbnb using their CEO, Brian Chesky, writes

“If we limited our talent swimming pool to a commuting radius close to our offices, we would become at a significant disadvantage. The best people live everywhere, not concentrated in one area. And by recruiting from a diverse set of communities, we will become a more diverse company. ”

Chesky hits on two integral pieces of a WFH policy. The first is that if a person bind your job candidates to a physical location, it puts you at a disadvantage when it comes to the potential of talent.  

The second piece being that expanding to a larger geographic area, or even a global network, can offer a whole new level of diversity in the company.  

While it looks great on a company, diversity and inclusion hiring is not a box to check away from, or a Marketing tactic – it’s to give an equal opportunity to everyone, because it is the right thing to do.  

But is going global together with your hiring that easy?

In an interview Davis Smith, CEO associated with Cotopaxi, stated

“It’s a lot easier to hire a diverse team when you aren’t limited to a specific geography…. I have asked myself many times: From what point does this catch up to us? Mainly because so many people are new and perhaps they don’t understand the lifestyle as deeply. But the west has changed and all those traditions and traditions, we had in order to wipe them clean and start over and we’ve created brand new ones that work for this new environment. ”

While acknowledging the variety aspect no longer being restricted, Smith does raise an essential question to those looking to associated with switch.

Who should adjust? Should the new employees take on the culture their company has already set in stone? Should the company start fresh to accommodate everyone’ s cultural values?

The particular short answer: Yes*

*with a shift in mindset 

Intercultural Mindset = Cross-Cultural Learning: A Checklist for Adaptation

Remote culture can have its challenges…. (obviously). Not really being bound by bodily borders doesn’t mean being unbound by virtual edges, also known as time zones. If you’re in the eastern United States and your coworker is in eastern Brazil, no big deal, it’s simply 1 measly hour ahead.  

But if you work in England and your coworker is within Australia, they’re probably a full work day ahead of you.

Apart from time zones there are vocabulary barriers, cultural holiday activities, digital miscommunications, the list goes on. Yet through struggle, comes the opportunity for growth.

To hopefully mitigate these challenges, ASU gives these six methods to grow your global way of thinking in this new age of remote working:

1 . Self Recognition

Under the ancient Greek proverb associated with “Above all, know thyself”, the first thing to do is to look at your own culture and biases.  

It can be uncomfortable plus challenging to look at yourself through an honest lens, recognizing that your own culture may have fostered biases. But this is a essential step on the path of working through them plus developing your own awareness and cultural understanding.

2 . Interest

Employers typically like workers that ask a lot of questions about a role. It displays they’re eager to learn whenever possible, so they can develop their skills faster, and overall become better at the job. The greater questions, the better the understanding.

Now apply the same concept to your global coworkers. Inquire about their culture, country, thoughts, feelings, etc . Gain a better sense of how the people within their culture communicate, and start in order to forge that international romantic relationship. As stated earlier: the more questions, the better the understanding.

three or more. Be Flexible & Open-Minded

When it comes to cross-cultural learning, nothing is really black and white. Neither celebration is necessarily “right” or “wrong”, it’s just a matter of different beliefs based on social upbringing. If someone is doing something different from how you normally do it, it may be the time to step out of your comfort zone.  

four. Learn A New Language

Language study can help by providing new ethnic perspectives. From personal experience, as a native English speaker working for a business where a great number of coworkers speak Portuguese, this exercise has been one of the most interesting.  

It not only broke the particular ice on things to discuss besides work, but gave me a goal to be able to communicate with anyone in the company using their indigenous tongue. But the most outstanding part was others willingness to teach and support in learning. I’d highly recommend asking someone who speaks a different language to teach you, from my encounter they’d be ecstatic about this.

5. Practice

Developing your global mindset isn’t that can compare with riding a bike, it’s more like education a muscle. It takes exercise and repetition to keep it going. The more accustomed you are in order to thinking globally, the easier it will be to adapt in a brand new cultural setting.

6. In no way Stop Learning


To go back to the question, who must adapt when a company shifts to a remote working environment? The answer is still both. Workers should start down the path of adapting a global mindset to operate in harmony. Employers need to foster and nurture the thought of inclusivity while building out the frameworks of their company’s new state of being.  

In a guide explaining tips on how to adapt company culture to remote work, Zoom offers the much needed foundational message associated with:

“Remember, true culture is not about perks, proximity of team members, or the processes you have in place, it’s about inclusivity. ” 

The View On Working Remote 

In 2020, Rock Content, like many others, shifted from being an office-first to a remote-first organization with the same idea that the ongoing future of work is remote, with people “globally integrated”. Rock is definitely open to evolve its practices and to find ways to participate employees from around the world.  

I’ve had the enjoyment of seeing this first hand in my seven months of being here. I knew that working for a global organization meant having global coworkers. What I didn’t necessarily anticipate was the encouragement to routinely reach out to them.

Urged by leadership to reach out to people with similar roles, I began slowly breaking down the “borders”. Similar roles became teams, teams became departments, and so on and so forth.

Now my time feels odd if I haven’t talked to a coworker within either Brazil, Italy, England, you get the idea (Rockers are everywhere). But one of the things that makes me most proud to become a Rocker is the initiatives in our Diversity, Equity, and Inclusion team.  

The incredible global mission they are upon is grand, but instead associated with talking about it myself, read the amazing results they’ve achieved in Rock Content’s 2021 Interpersonal Impact Report !

When it comes to our people, we never stop learning, so you shouldn’t either.  

Obrigado a todos, and keep rocking!
Do you want to have got experience working in a global plus remote environment? Please, check Rock Content ’s opened work positions . I hope to see you quickly in our Slack.

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