Rick Armstrong

Being lead on a few global launches that had on-stage keynote presence. You learn that teamwork is everything when you're 'conducting an orchestra.' Lead from the front, communication is key, and trust your team.

They can be quite effective, if it's encouraged and supported from the top down. What I've seen work is if you experiment with 4-day work weeks or reduced weekly hours (e.g. working 32 hours across 5 days), be intentional about hours of operations and set those expectations with the team. It’s important to be clear about expectations and boundaries to dismantle old philosophies about more hours...

Here's a few tips that's worked for us, coming from our co-founder. If you experiment with 4-day work weeks or reduced weekly hours, be intentional about hours of operations and set those expectations with the team. One of the strengths of remote work is giving control of an individual’s work day back to them, but it’s important to be clear about expectations and boundaries to make sure that we...

My .02, it's not the end. Only the beginning. Whether a company does it or not, all depends on factors. Larger companies will require a hybrid type approach as we're seeing more forced mandates. But mid to small companies will adopt more remote options. I think many of the large companies are trying to get butts back in seats due to lease/financial reasons and want to utilize the office space...

👋 Hi everyone! It’s Rick, head of marketing here at Tangle with a special message from Tangle’s co-founder’s Alex Schwartz @alexattangle and Cy Wise @cy_wise. They are absurdly excited to share Tangle with you, the 2D workplace on a canvas. Here’s a little insight into why they’re reimagining remote work culture, what sets Tangle apart, and a few customer use cases. 🌎 The remote work...

I've found having a 10-minute meditation session is effective to get in the right headspace.

We're targeting 6/13 and trying to get as many Notify Me's as possible. A few of us have been getting involved in the community the last 2 months, we've started amplifying across social, and have some beta user emails set to go out before then. Everything I've researched is that launch day is a marathon day of driving as many upvotes as possible. Good luck with yours and wish us luck!

As long as either is truly encouraged and mandated from the top down, both will work. Instead of '4 day work week' though, better to have '32-hour' so people have the flexibility to do what works best for them. Some people like to do 8 hours 4 days a week, while others prefer to spread it across 5 days. Regardless, a work-life balance must be encouraged, with an emphasis on life.

Our viewpoint is that productivity is an output of focusing on culture, even in a remote setting. If you focus on the human element, then other benefits follow. Having a tool that facilitates collaboration and brings in the parts of the office that people actually miss (aka the people element, ability to overhear conversations in a spacial environment, closing a door when you need to be heads...

What's worked for me is to create, maintain, and stick to a routine. Like in the days of commuting to the office. Instead, walk the dog during that period of time in the morning (or something else that you enjoy to do). What didn't work, at a previous company the teams were trying a mix of Hybrid. People would coordinate what days they'd be onsite so you could get face time. But every week...

Establishing boundaries is crucial, but encouraging that people are doing it is critical. It's a top down mentality. Founders, execs, managers...the leaders must make sure that their teams feel empowered and safe enough to create those boundaries, take time off, etc. For example, someone decides to take PTO, celebrate it as well as stress 'leave the laptop at home.' My .02 that I've seen work....

Tools needed aren't just for productivity, which can lead to isolation and burnout. Instead, tools that have culture built in as the core will help connect people and teams, and productivity is an output of that. All while trying to be mindful of challenges like onboarding someone in a completely remote environment, needing to schedule a few company onsites for face time a few times a year, and...

Here's some guidelines forged from one of our co-founders that works pretty well: - Move things to asynchronous mediums when and where it makes sense. - Give a lot of thought to where your direct interaction will be more valuable to your team. Instead of status meetings, implement weekly or semi-monthly 1-on-1s with your direct reports. - Another way you can show up to your team is swing...

Features that enhance productivity and efficiency are great, but those are byproducts of making sure the tools focus on the human element first. A tool that's created in a way so that people want to engage, don't feel like they're being spied on, and has an openness to it so people are empowered to move around and work freely, even in a virtual space.

Depends on company size, culture, individual,...so many variables. Me personally, I have adapted to remote work after always being in an office my entire career. As long as the company believes in and sets boundaries, cares about the human, and supports its team, remote has so many advantages.

Onboarding 'in the void' can be challenging.

Here's some ideas that we live by from our co-founder. Can share the blog that has full details if you like. Social rituals – Being intentional and cognizant of ways your team can interact and bond. Be sure to give space to and facilitate the non-work parts of work… humans are more than just the parts of themselves that produce work product. Onboarding – Think about the very first moments a...

Set boundaries and plan a schedule. Fill in times that you used to commute with a 'walk the dog (if you have one) in the morning that is a good starter. That at least worked for me.