[planetburgess]

Sense of pride and loyalty is generally not a problem. For many (most?) people working remotely allows them to better balance work and life. It often makes it easier for them to do things that are important to them.

One of the ways people "pay that back" is with loyalty and engagement. Also if working remotely gives them opportunities which they can't get elsewhere they might have a higher attachment to keeping the job.

Taking responsibility for work and work hours also comes with the territory. If you can't do this, you can't work remotely. The more common issue that remote employers have is prevent overwork and burnout.

Feeling connected to each other is a bit more complex. Remote companies need to be deliberate about this, especially as they scale. It depends a lot on the way they are constructed. A company that is remote but all within one region can have a synchronous culture. This influences how workers interact. If the company is spread across many timezones they are more likely to have an asynchronous culture and need different ways to interact and build bonds between people. It is possible, just requires effort. I talk about how we do this on the Collaboration Superpowers podcast https://www.collaborationsuperpowers.com/232-getting-to-know...

I think the most public remote companies are also companies who are quite thoughtful about why they exist and what they want to be. Which are good places to start when creating vision and objectives!

[hamochi]

Thanks a lot, I will definitely listen to the podcast!