Andrea Hoffman, the Director of Delivery at Hum, calls on her 10+ years of remote management experience to shares insights and best practices on remote work culture. Discover 4 key areas to shift as you perfect your remote-first practices: hiring and onboarding, benefits, management styles, and maximizing remote happiness.

1. Remote, not
Disconnected
Cultivating Strong Teams through
Covid and Beyond
March 3, 2021

2. What do we want to
accomplish today?
● Best practices for hiring remote-first
teams
● Designing benefits for remote-first
teams
● How to design and implement a
remote-first culture
● How to engage and motivate remote
teams
● Shifting management style and
expectations for remote staffers
● Maximizing happiness and
efficiency while working from home

3. Who am I?
● Located in Milwaukee, Wisconsin
○ Worked with colleagues across the US, London, the Netherlands, Ukraine
● Background in project and client management
● Process and efficiency expert
● Developed and implemented remote onboarding programs for an international
marketing agency
● 8 years as a project manager for an educational association where they said the job
couldn’t successfully be done by remote teams
Andrea Hoffman
Director of Delivery at Hum

4. Who is Hum? www.hum.works
Remote-first
Virtues and Practices
Tech Company - Software for
associations, societies & member orgs
What We Do Our Culture

5. Remote-first Telework
Work from
home (WFH)
Let’s get the
jargon out
of the way
Remote
work
Collocated

6. March 12, 2020 March 12, 2021

7. What brought you here today?

8. Hiring and Onboarding

9. Hiring and
Onboarding
Crafting a better job
description
Screening questions +
more descriptive job title
International tax filings
1
2
3
Regional salary
considerations
4

10. Hiring and
Onboarding
Technology Stipend
Personal User
Manual
Documentation and
“hands on” training
1
2
3

11. Andrea’s Personal User Manual
Personality &
Characteristics
Meyers Briggs: ESTJ,
described here as “the
efficient organizer”
Workstyles &
Decision Making
Communication
Work Life
Balance
When we have 1:1 meetings,
assume you have my full
attention and am not
working in the background.
I sit on an exercise ball, so I
tend to move around a lot.
If you see me pacing or
shifting around, it’s just my
body needing to expel some
energy.
I do not mind interruptions!
Slack messages, a quick
video call, anything
equivalent to dropping by
my office is fine!
I do protect my time with
my family in the evening
hours, with a hard stop at
5:30 eastern to pick my son
up from preschool. My
normal working hours are
9-5:30 eastern, and are
reflected in my Google
calendar.

12. Hiring and
Onboarding
Technology Stipend
Personal User
Manual
Documentation and
“hands on” training
1
2
3

13. Benefits & Practices

14. Benefits and
Practices
State by state differences
in worker protections
“Office” perks
Small group informal, virtual
gatherings replace the
“organized fun” in person
1
2
3

15. Adapting your
Management Style

16. Adapting Your
Management
Style
Establishing trust
Clear expectations with
open communication
Aiming for fairness
1
2
3

17. Maximizing Remote
Work Happiness

18. Maximizing remote work
happiness
What do you need to be happy at home?

19. High speed
+ reliable
internet
Proper ergonomics
at their home
workstation
Clear boundaries
for your working
hours
Occasional
team
gatherings
Flexibility with start
time depending on
kids’ schedules
Semi annual
formal reviews
Broad participation
in company wide
planning
...and more

20. What are your
takeaways
from today?
Maximizing happiness
Shifting management style and
establishing expectations
How to design and implement a
remote culture
Basic practices for
hiring remote teams

21. Questions? Discussion?

22. Thank you andrea@hum.works
Andrea Hoffman
Director of Delivery at Hum