Q&A: Nailing Remote work with Siddhant Sil

Every week, we schedule our weekly 1:1 with our readers. Want to be featured in an upcoming edition? Click here to introduce yourself.

This week we’re in conversation with Siddhant Sil - who works at Airmeet, a 350-member organization, fully remote. We talk about Remote work culture.

The interview is edited for clarity.

Q- How would you define the culture at your organization?

I'd like to bifurcate this point into four parts:

a. Onboarding Process - The onboarding process for me was really smooth, with HR constantly in contact with me - which is a sign of reassurance.

b. Leadership - The management is very transparent and empathetic. We have an open Slack channel where anyone can ask the leadership anything, anonymously. Whenever a genuine question pops up, our CEO/CMO/Directors make sure to take some time out to answer it. We also have a #gratitude channel wherein people can appreciate each other for the work they do.

c. Time off - We have unlimited PTO. Take as many time offs you need, no questions asked. Of course, we make sure to complete any pending tasks before our long vacation plans :p

d. Team/Pod interactions - I can only comment on this for the Marketing team. We have some set team values which reflect the way we talk/interact/get work done. Really helps. People are helpful and they make sure to unblock stuff for each other.

Q- How does async communication work for you?

The marketing team is big on async. We only get on a call when it's really necessary. We have different Slack channels for each pod in the department (separate channels for marketing events, partnerships, demand gen, and so on). A lot of people keep some time blocked for focus work without notifications, which is appreciated. We're also constantly trying to replace short messages with emoji reactions (OK, thank you, on it, I agree etc.). Also, Asana is a lifesaver.

Apart from that, we have a weekly business review meeting which clearly gives out the current health of the organisation, our quarterly spends, & revenue.

Q- Do you have offline events or meetups? How does informal team bonding work?

Yes, we do have offline meetups. I can only speak for Delhi/NCR. We usually go to a WeWork once a month and then for drinks afterwards. Every employee is given a monthly synergy budget which can be used for such meetups. You can't encash it. Apart from small monthly meetups, we have departmental offsites too.

Q- What additional policies help you transition into a remote workspace?

When making the transition to remote work, there are several policies that can help ensure a successful and positive experience. These policies can include a home office allowance, which can help cover the costs of setting up a suitable workspace at home. It is also important to have clear and transparent communication channels in place to help facilitate effective collaboration and to avoid any misunderstandings or miscommunications.

Another policy that can be helpful is to set clear boundaries around work-related direct messaging, such as limiting the use of direct messages to urgent matters only. This can help reduce interruptions and distractions, allowing employees to focus on their work and maintain a healthy work-life balance.

In addition to these policies, flexibility is also the key when transitioning to a remote workspace. This can include flexibility around work hours, as well as the ability to work from different locations if needed. Lastly, unlimited PTO can also be a valuable policy for employees, as it can provide them with the flexibility and freedom to take time off when needed without having to worry about accruing a limited number of vacation days.

By implementing these policies, companies can help ensure a smooth and successful transition to a remote work environment for their employees.

Calling all People Managers - Let’s Talk! Reach out to janhavi.jain@springworks.in or DM @janwhyy on Twitter