Expanding a company is rarely straightforward, and when you throw remote working
challenges into the mix, it can sometimes feel like there are additional pain points to
navigate. What works with a small team of 10 rarely works for a team of 100 –
expectations can become fuzzy, and a breakdown in communication is common. However,
by using strategic leadership skills and building a remote structure that supports rapid
growth, your business can thrive during uncertain times.

In this blog post, we share three expansion tips for remote businesses.

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Build one synchronised, documented way of working

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Undoubtedly one of the biggest challenges facing remote businesses is the potential for
loss of communication between teams. However, being a remote company doesn’t
necessarily mean communicating less – it just requires a restructuring to ensure everyone
is on the same page. It’s essential to build a documented way of working that allows for
asynchronous communication.

It’s important for business leaders to communicate clearly, thoughtfully, and with purpose,
and to foster the same sort of direct and transparent communication within their teams.
Every update should include enough detail to stand on its own, without necessarily
needing face-to-face contact – this ensures that all employees have access to the same
information no matter their time zone or schedule.

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Hire teams for outcomes, not presence

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Working remotely can actually make it easier to spot when something isn’t working quite
right or expectations are fuzzy. If people don’t know what success looks like in their roles,
it becomes easy for them to either overwork or disengage, which can both negatively
impact themselves and the business.

When it comes to hiring, you should be clear about responsibilities and working hours,
including any flexible working policies. Some level of timezone overlap may be necessary,
but it may not need to be perfect, just intentional – not every role will require real-time
collaboration. For some companies, outsourcing will be a better expansion strategy than
hiring, particularly for roles where less collaboration or face-to-face communication is
needed.

Remember, good remote leaders focus on goals, deadlines, and quality of work, rather
than monitoring the online activity of team members. This builds trust and accountability.

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Make culture and trust visible

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In an office, culture spreads through proximity, but for remote teams, it requires a little
more planning and effort. Celebrating wins, sharing progress, and acknowledging good
work, and even simply getting together in a social capacity will all go a long way in
boosting company morale and productivity – these moments are particularly important
when people aren’t physically together.

Company values, decision-making principles, and growth paths should be easy for all
employees to access and understand. Likewise, pay, promotions, and performance
reviews – a priority for employee retention – shouldn’t feel inaccessible, particularly when
team members aren’t getting in-person meetings with leadership.

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Balance and continuity for sustainable growth

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Ultimately, remote work gives business owners access to a lot more talent and flexibility,
but it only works if the structure and operating system is built to handle it. Be deliberate
about what success looks like and how you’re going to get there. Scaling a remote
company isn’t about replicating office culture or eliminating real-time collaboration
altogether – it requires a healthy balance and continuous evolution for sustainable growth.

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