A few months back, I got into an argument with someone who said that firms NEEDED to bring everyone back to the office.
They had secret numbers they couldn't share with us about efficiency and such. And look, you certainly can do that, but you don't have to.
How do I know that? Because I did it. Instead of the normal version where the owner is there, and everyone else is around, I did the opposite. My wife and I drove around the country for 13 months, and our firm did BETTER than it ever had before. And we let our staff work from wherever they wanted to also. Most chose to come into the office, while others didn't. Some came in some days and not others.
And for my marketing company, despite being almost fully in Orlando (or the Greater Orlando Metro Area...), no one else comes into the office consistently (In fact, Thayne, your chair is still here!)
Plus. It always weirds me out when firms have offsite VAs and make those people be the bottom of the corporate ladder because they are not physically there. That's not always the best use of people's abilities.
So let's talk about remote culture, working from home, and using VAs.
Culture
I don't think we spend enough time talking about company culture. I can't even find a consistent definition. So I look at it this way. It's what people think when they think of you/your firm.
Your Internal Culture is the other side of your External Brand.
And the more they are in sync, the easier everything is. If you are trying to be the best lawyer in town, the go-to when things get serious...you can't have your cheapest, least trained person answer the phone and ruin that rep on the first call.
I am going to put a pin in the discussion of how you build a great culture (sort of because that's its own article, and sort of because that's not my area of expertise...I think I've done it, but I can't tell you why or how.)
But here is what I want you to think about...how does where your employees work play into this culture/your brand?
If you want to be laid back and approachable...don't beat the employees until morale improves...
If you want to be positioned as the tech-savvy, futuristic firm...forcing your employees to come work in 1980s cubicles isn't the right fit. No, you don't need a slide from floor to floor, ping pong tables, and a massive campus like tech companies, but a little can go a long way towards consistency.
But be fair. We travel a lot, so we have unlimited PTO for everyone (as long as no one else is out, then it must be approved). AND we have backups, so you don't go away for a week just to return to 2 weeks of work. That decision fits our culture (and I hope our brand).
So should you let everyone work from home (or wherever they want to be)? I think so...IF...
And with this flexibility, you DRASTICALLY open your hiring pool. So you go from being able to hire people 30-60 minutes from an office to being able to hire ANYONE.
Maybe that's someone in Mexico, South Africa, or Asia. Or maybe it's someone one or two states over with a lower living cost. Or maybe it's that AMAZING employee you used to have who moved across the country for love and family. Or maybe it's someone in a different time zone to give you slightly different hours.
Opportunities abound!
The thing I struggle with currently is when EVERYONE is in the same place EXCEPT... I REALLY want us to bring on a salesperson who is on Pacific/Mountain time (for LegalEase) so that we can have someone match client hours easier...But I fear that person will be removed from the culture we have built by having everyone in Orlando.
If everyone is all over, it's easy to fly people together a few times a year and otherwise host fun zoom events or whatnot...it's the inconsistent split that I worry about. If anyone can speak to this, please let me know.
VAs
I know some firms that SWEAR by VAs, and others who run away from off-shore work like the plague. And here's my hot take...
A person is a person (CRAZY, I know)
We live in the least homogenous country in the history of time. So yes, everyone is a product of nature/nurture/culture/experiences/etc, and there will be SOME commonalities between those of us who are American and those of us who are not. But it will be a FRACTION of the difference that it would be if we were a company anywhere in Europe, South America, Asia, or anywhere else.
So yes, there will be SOME cultural differences...but unless you're the law firm of Smith, Smith, Smith, Smith, and the person who married the female Smith...it's not anything crazy.
So instead of generalizing an entire option, or country, or however you break it down...look for the RIGHT person.
If you couldn't stand what I said above and NEED everyone in an office, fine...don't hire VAs.
If you want to jump on the hood of your pick-up truck in blue jeans screaming "America, fuck yeah!" with a screaming eagle behind you...don't hire VAs.
If you trust yourself and your people to be adults and do their work from anywhere, don't limit yourself to an easy commute from your office and consider VAs.
But regardless...ALWAYS check for a firm culture fit before looking at experience, credentials, references, or whatnot. Truly that's the MOST important place to start.
Next week I am going deep on finding your why (and sharing some struggles about it).
Until then, may you have a great weekend, and may you not be attacked by a bear high on cocaine (at least, I can only assume that's what the movie is about...maybe it's anthropomorphic and just selling cocaine...)
Until Next Friday
Okay, so this all sounds good, but you’re wondering how to start making these changes. The first important step was visiting this web page, so congrats! You’re already on the right track. The next crucial step is booking a consulting appointment with me so we can come up with a plan and replicate the results of so many others before you.
You can book an appointment here. See you soon!
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