Articulate Remote Working Policy

An Articulate employee and manager setting out their career development plan

Remote working is a part of who we are

We've been a remote working business from the start. Since 2003 we have championed working from home and we’ll continue to grow and learn on our remote journey for years to come. Here are the things we’ve learned to live by along the way. These are our policies, but we won’t take ill to blatant theft – we always encourage better remote working practices.

General principles

  • Get up and get ready (most of the time) like you would for any other workday. PJs from the waist down only, please!
  • Use automation tools where possible.
  • Conference call etiquette is important. Have the camera on in meetings as much as possible and ask clients to do the same.
  • Determine what meetings are mandatory for everyone on the invite list.
  • Update colleagues on your revised schedule if you are taking advantage of flexible working hours.
  • Take part in company or departmental check-ins, stand-ups etc.

For client communications

  • Have a clear strategy and agreed agenda in place.
  • Organise regular check-in meetings (weekly is good).
  • Keep your clients up to date on any current tools or tool changes.
  • Be presentable and professional on client video calls like you would for face-to-face meetings. (The ‘I just rolled out of bed look’ doesn’t give a great impression.)

For hiring

  • Ensure any new hires demonstrate the right kind of resilience and independence needed to work from home.
  • It can be hard to judge how a remote candidate will work. Give them a task to complete related to the role and let them show you their abilities.
  • Ask candidates if they have considered the pitfalls of home working, such as isolation or loneliness. This will bring these issues to the forefront immediately and allow you and the candidate to see if they are prepared for the reality of home working.
  • New hires should demonstrate an ability to be self-motivated.
  • New hires will have a probationary period, allowing an opportunity to see if the relationship works for everyone.
  • New hires will take part in a detailed onboarding process.

For teamwork

  • Each of you has a voice. And you are encouraged to use it.
  • Stay in touch. Check on your projects and stay on top of deadlines.
  • Ask if anyone is struggling or needs help. Some of us find it harder to reach out in a remote setting.
  • Ask for help when you need it. But use Google first.
  • Check your instant messaging platform and email on a regular basis during the working week to ensure team communications aren't missed.

For management

  • Build trust.
  • Communicate clearly, be transparent.
  • Make yourself available and actively listen to ideas, problems, and questions.
  • Give feedback regularly.
  • Check-in on people.
  • Offer support more often than you would do in an office environment.
  • Don’t forget to delegate. Don’t try and do everything yourself.

For wellbeing

  • Talk to other people. Your colleagues, your friends, your family…
  • Take a break if you need it. It usually enhances your productivity.
  • Don’t come to work if you’re unwell. If you wouldn’t go into the office, don’t log on. Tell your manager, log a sick day and get better!
  • Our Chief Happiness Officer provides a holistic approach to team wellbeing. Contact Liz when you need to.
  • Refer to the intranet. Everything is on there: company policies, ways of working, benefits, news etc.
  • Care for your colleagues. Be able to identify any difficulties and provide help or alert the appropriate people.

For socialising

  • Have fun and build friendships.
  • Join in on our virtual watercooler moments (Happy Half Hours) or tea and chats during the day (Fika poddles).
  • Interact and build personal connections with your colleagues.
  • Use the slack channels to share your interests, be it yoga, sky-diving or drinking wine, someone else will want to hear or talk more about it.

Articulate remote working resources: