On The Future of Distributed Work
If you’ve been following Nimble. for a while, you know that we look forward to the seasonal tradition of ‘Nimble.Elsewhere’ days. Historically, Elsewhere days have provided uninterrupted summer Fridays dedicated towards high-focus projects and exploratory tinkering from a locale of our choosing. Founded originally out of need (read more), Elsewhere quickly transpired into a beloved benefit. Why? Because in a world of constants, departure = necessity.
At the onset of the pandemic, we openly embraced our studio hiatus. Safety and separation felt comfortable and respectful. We were determined to make continued WFH work for our team, so we established rituals, routines and etiquette comparable to the culture of the studio.
It wasn’t easy to break down walls and re-establish boundaries, norms and conversation, but we’ve collectively worked towards making working anywhere accessible for everyone on our team.*
As we bridge month six (wow, let that sync in) of ‘WFH’ we found ourselves seeking purpose in the permanence. We polled the team to share openly (and anonymously) about the pros and sincere cons of their WFH experience.
*Please note: We’re incredibly grateful our business model allows for flexible locale and recognize remote work isn’t feasible for many roles/positions and businesses. It is not our intent to overly extend our findings as ‘norm’, but rather to openly offer an update on how work has changed at Nimble.
Based on these [team] responses, we uncovered some core common threads:
Communication frequency and candor improved greatly
Newly formed rituals shaped added structure to the bounds of the workday
Leadership team transparency on all levels of business added comfort in the unknown
Mutual respect and grace for person and family first was shared by all
Sincere maturity in the ability to process openly, find holes and step up
With all of the variables we have little control over these days, these core threads made us feel a sense of pride and unity that undeniably needed to be bottled.
Faced with the tough conversation and logistical ‘how’ to return to studio or stay the course, we discussed openly how we could push deeper into a continued season of work optimally, from optional locales.
We absolutely love our studio, do not get this confused. Our studio has been the home to many memories, much progress and as a vehicle for collective growth. We believe strongly in the power of workplace in bonding people with mission.
We also know, for our team, the risks surrounding togetherness in this current season cloud the equation.
So, we did what we’d do for any problem we’re working to solve — we analyzed the the full picture.
Distributed Work is a workplace model that does not bind team members to a dedicated/singular workplace.
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For distributed work to work for our team in this continued season and beyond, we’ve aligned under the following controls to promote virtual collaboration, walls-down communication and a graceful nudge for that 6p ‘get outside now’ nightly sign-off:
Clear and concise policies
A shared belief and values system
Communication protocols and Slack etiquette
Internal meeting norms
Consistent meet-ups and planned studio days
Rather, it takes the clear position that the ability to work well independently and as a connected unit is reliant on several physical and psychological factors that require flexibility, change in environment and access [to projects, people and/or surroundings]. It’s a methodical stance to workplace learning that stands with its belief that people are capable of their best work with variables and controls.
We’ve embraced these controls in order to introduce new variables that promote personal flexibility like family dynamics and commitments (ahem, virtual learning anyone?), place of residence(s), travel schedules, personal power hours and flexible workspace (determine your own in-studio days) to blend with our workdays vs. in conflict or silo.
All in on Distributed Work, we’ve made a mindful commitment to supporting one another and future team members through ‘what’s next’ in each of our life stages — making it possible for Nimbler.s to move to new cities (a Nimble. Charleston remote studio sounds SO fitting), make life changes that come with getting married, plan for kiddos or whatever life has in store.
Here are the ground rules we’ve mutually outlined to ensure Distributed Work is a measurable success:
01. Routine Meetings — Evolved
We’ve evolved our routine studio meetings and meet-up norms — implementing an informal daily “stand-up” as opposed to our once/week status meeting, and prompting an end-of-day catch up to ensure a mutual close to each workday.
Because work days fly when you’re not watching or working around traffic patterns!
02. Workplace — Reconfigured
We’ve reconfigured our in-studio arrangement to enable safe distancing and advance safety and wellness measures. From physical spacing and division of our beloved open studio environment to reduced seating in shared spaces, investing in self-cleaning door handles and defining cleaning etiquette for in-studio days, we’ve determined a shared layer of comfort that our team can stand behind.
We’ve also made the studio openly accessible to our team during nights and/or weekends, whenever they need to get out of the house and enter into an alternative environment for heads down or collaboration time.
Studio time at Nimble. remains a creative outlet and treasured escape because we’ve retooled the ‘why’ behind our physical environment.
03. Onboarding — Reimagined
We’ve completely reshaped our onboarding experience to promote a blend of in-studio experiences with remote learning. With our most recent hire, a full-time Brand Designer, [👋 Olivia!], we took mindful precautions to allow for a blend of scheduled in-studio learning with a reduced number of teammates paired with remote to-do’s and on-[project] site experiences. Presenting learning [whether it be processes, platforms or projects] in digestible sessions has been key to absorption and avoidance of ‘zoom fatigue’.
We’re one month in and in reflection, truly believe the adjustments we’ve made to onboarding based on the ability to be elsewhere have set us up to think differently, prepare methodically and focus on teaching first (vs. speed).
In short, positive alterations to onboarding that are setting us up for a deepened level of self-sufficiency and retainment of core competencies vs. robust exposure and redundant shadowing. Whether you’re actively hiring or not, we recommend this reflection/rebuild exercise.
04.‘Together Time’ — Cherished
And last but not least, we’ve been much more intentional on programming ‘together time’ into our calendars, because our need for human connection has only strengthened during this season and we adore safely distanced connects around the lake at studio.
The decision to implement a Distributed Work model has been an exciting one for our team, and we’re committed to the continued candor, retrospectives and tinkering required to ensure our controls balance the variables.
If you’re considering Distributed Work for your team, we’d love to be your ally and have a deeper discussion.
👉 Always on, let’s connect.®
Weigh in with your opinion on distributed work and productivity for teams in this season.
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This is the 11th edition of our series, Nimble. on Record. Thank you for reading!
For questions or to add to the conversation, contact Candice Riley Campbell, candice@nimbledesignco.com | 404.445.3400