Remote working is the new norm. Recent months have transformed everyday life and work for thousands of businesses and their employers, with Covid-19 restrictions continuing to keep trading doors shut across the world. Creating a productive remote working team and ensuring staff welfare has never been more critical. With this in mind, we conducted a remote interview with Seditio’s very own Antonie Geerts, discussing working from home and adapting to a world in lockdown.

As we kick off the discussion, Antonie briefly introduces his career background before deciding to embark upon a life of business and entrepreneurship. Originally from the Netherlands, Antonie moved to Ireland at 21, where he worked for 13 years. The Dutchman-abroad established his agency in Dublin before launching a second agency based out of the Philippines. He speaks to us from his base in the Philippines, although he does try to return to Ireland as often as possible. “I was supposed to come back in May, but things have changed significantly over recent weeks!” he laughs.

Antonie was initially attracted to the Philippines for its low rate of pay and labour costs. The digital expert immediately fell in love with the country, using it as a base to develop new products that could meet the needs and challenges of his clients. However, his passion for Ireland will remain: “Sometimes I think of myself as more Irish than Dutch, and that’s awesome. When the time comes for my son to study, we will certainly be sending him to Ireland,” smiles Antonie.

A Growing Client Base

Over the years, Seditio’s client base has grown significantly. “We have airports, for example, that might require a safety management system. We had an Irish customer who needed a reputational management platform and another customer who required an effective property management solution,” explains the CEO. “We build not just websites, but total platforms built according to our client’s needs. That includes things requiring remote access or capability,” he adds. 

Part of the success behind Seditio can be attributed to its team’s strength, skill and experience. Antonie admits that despite his extensive background as a developer, his level of skill and expertise still doesn’t compare with that of his team. “With the right management and right strategy, they build amazing products. It’s nice to see your ideas and clients’ ideas merge into a beautiful solution.”

According to Antonie, there are significant differences between agency life in Dublin and other countries such as the Philippines. He outlines that companies will often opt for leading names such as Accenture for larger software projects in Dublin. “This means that agencies are often left building basic websites, maybe with a bit of web design work or some SEO in there too. Typically, they won’t build or work with complex systems”. 

Seditio’s strength of skill and its cost-effectiveness has made the agency extremely popular amongst European customers. “What would normally cost between 3 and 400k in Europe would be available from us from around 100k,” he explains. Such patterns of work and business mean that at least 90% of Seditio’s business is conducted remotely.

Preparing Remote Working Infrastructure

Antonie admits that now has never been a better time to be familiar and efficient with remote working, especially with the ongoing COVID-19 pandemic. The software guru highlights that it came at a reasonably convenient time for his business. Whilst working on a property management solution for a client based in Hong Kong, Antonie was faced with creating a solution allowing property managers to communicate with tenants living in huge, high-rise buildings. A remote communication tool was the obvious choice, which has inadvertently assisted property management in the COVID-19 era. “This should also help us to prepare and work under future remote working situations”, claims Antonie. 

Whilst remote working was once desirable, the Seditio founder admits that it is now absolutely essential: “The chances of us all potentially reencountering a situation like this in the next five to ten years are highly likely. To survive, businesses must start looking towards means of remote working and remote management”. However, whilst remote working patterns form the backbone of Antonie’s business, he admits that this hasn’t been without its “bad stories”.

“When I first started, I used to hire workers from India. Whilst highly capable and skilled, you always have the risk of creating a team that may take on over 20 projects simultaneously. As a result, you have cheap and half-working products and systems. Luckily for my tech background, I could work to push things in the right direction.

“However, there are so many stories of companies doing it who don’t have the technical background or experience and then have a bad product. In many cases, the management piece is what’s missing. If the management is there, remote working teams can do great things.”

*Antonie Geerts can be found via LinkedIn, and Seditio’s work can be viewed on their official website.*

Navigating the Complexities: Tax and Legal Considerations for Remote Work

The rise of remote work has revolutionized workplace flexibility, but it also presents a new set of challenges around tax and legal considerations. With employees potentially spanning continents, understanding the intricacies of different regulations is crucial for businesses and individuals. Let’s delve into the nuances of tax, labour laws, intellectual property, and data privacy in a global remote work environment:

1. Navigating the Labyrinth of Labor Laws:

• Employee classification: Depending on location and work arrangements, individuals might be classified as full-time employees, independent contractors, or freelancers. Understanding these classifications impacts tax responsibilities, employment benefits, and legal protections.
• Local workplace regulations: Familiarize yourself with labour laws and regulations in each location where your remote employees reside. This includes minimum wage, working hours, vacation time, and social security contributions.
• Immigration considerations: For international remote workers, ensure compliance with local visa and work permit requirements.

2. Demystifying Global Tax Implications:

• Corporate income tax: Understand how employing remote workers in different countries may impact your company’s corporate income tax liabilities. You may need to register for payroll taxes or establish permanent establishments in specific locations.
• Payroll and withholding taxes: You are responsible for withholding income taxes and social security contributions for your remote employees, which could potentially require compliance with multiple tax regimes.
• Personal income tax: Remote workers need to understand their tax obligations based on their residency and income source. They may need to file tax returns in multiple countries.

3. Safeguarding Intellectual Property and Data:

• Confidentiality and non-compete agreements: Implement clear agreements with remote employees to protect your intellectual property, confidential information, and trade secrets.
• Data privacy and security: Ensure compliance with data protection regulations like GDPR and CCPA, especially when handling sensitive customer or employee data across borders.
• Cloud data storage and access: Carefully select secure platforms and implement stringent access controls to protect sensitive data from unauthorized access or breaches.

Remember: Navigating tax and legal considerations for remote work can be complex. Seek professional guidance from lawyers, accountants, and HR specialists with global employment and international tax law expertise. Regular legal and tax audits are also advisable to ensure compliance and avoid potential penalties.

Building Bridges Over the Cloud: Optimizing Team Collaboration in a Remote World

The remote work revolution has opened doors to talent across the globe, but bridging geographical gaps demands a new level of collaboration. Let’s explore techniques and frameworks to empower your virtual teams, fostering synergy and maximizing productivity even when miles apart:

1. Mastering the Art of Virtual Meetings:

• Pre-meeting clarity: Set agendas, distribute documents beforehand, and establish clear objectives to ensure focused discussions.
• Engaging everyone: Utilize video conferencing, polling tools, and interactive activities to keep all participants actively involved.
• Prioritize active listening: Encourage participation through designated roles, breakout sessions, and virtual breakout rooms for focused discussions.
• Embrace technology: Leverage collaborative platforms like whiteboards, shared documents, and project management tools to facilitate real-time interaction.

2. Building on Agile Foundations:

• Embrace iterative workflows: Divide projects into manageable sprints, focusing on delivering short-term goals and regularly incorporating feedback.
• Stand-up meetings: Use daily meetings to share progress, identify roadblocks, and foster team accountability.
• Retrospectives and continuous improvement: Regularly reflect on past projects, identify areas for improvement, and adapt your approach for future success.

3. Asynchronous Communication: Making Silence Productive:

• Utilize asynchronous communication tools: Leverage communication platforms like Slack, project management tools, and email for efficient information sharing and discussion threads.
• Embrace clear and concise communication: Clearly articulate your thoughts, provide context, and avoid ambiguity to prevent misunderstandings.
• Respect time zones and working hours: Be mindful of colleagues’ time zones and avoid urgent requests outside their work hours.

Remember: Optimizing team collaboration is an ongoing process, not a one-time fix. Experiment with different tools, foster open communication and celebrate successes together.

Bonus Tips:

• Build virtual team rituals: Organize virtual coffee breaks, social events, or online games to build team spirit and combat social isolation.
• Recognize and reward accomplishments: Celebrate individual and team successes to maintain motivation and boost morale.
• Invest in team-building activities: Organize remote workshops, retreats, or collaborative projects to build trust and rapport within the team.

Bridging the Social Distance: Recreating Water Cooler Connections in a Remote World

Working remotely offers flexibility and freedom, but it can also feel isolating. The casual “water cooler chats” and spontaneous hallway conversations that build camaraderie in traditional offices are often missing. But fear not! The digital age offers a plethora of tools and strategies to keep social connections thriving in your remote team:

1. Bringing the Water Cooler Online:

• Digital “water cooler” channels: Create dedicated channels on your communication platform (Slack, Teams) for casual conversations, jokes, and sharing non-work-related stories.
• Virtual coffee breaks and lunch hours: Schedule recurring video calls or use platforms like Donut to pair colleagues for virtual coffee breaks or lunches randomly.
• Theme days and challenges: To encourage lighthearted interaction, organize fun online social events like trivia nights, virtual game nights, or themed dress-up days.

2. Building Social Channels for Connection:

• Internal social media platforms: Utilize company-specific social media platforms to share personal updates, celebrate milestones, and foster informal communication.
• Employee appreciation channels: Create channels dedicated to recognizing and celebrating colleague achievements and milestones.
• “Randomness & Fun” channels: Encourage sharing funny articles, memes, or personal interests to spark conversations and build shared connections.

3. Setting Expectations for “Non-Work” Time:

• Clearly define work hours: Set expectations for core work hours to ensure respectful boundaries and prevent burnout.
• Embrace asynchronous communication: Encourage colleagues to use chat platforms for non-urgent communication, allowing them to respond based on their own schedules.
• Promote healthy work-life balance: Encourage employees to take breaks, disconnect from work outside of core hours, and prioritize their well-being.

Remember: Building a culture of informal interaction takes effort and intentionality. Encourage participation, actively engage in online conversations, and celebrate the wins (even the small ones) of connecting remotely.

Bonus Tips:

• Start small and build gradually: Introduce one or two social initiatives at a time and build momentum as employees adapt and connect.
• Gather feedback and adapt: Ask your team for input on what works and what doesn’t. Be open to adjusting your approach based on their preferences.
• Lead by example: As a leader, actively participate in social channels, organize events, and encourage open communication. Your enthusiasm sets the tone for the team.

Onboarding and Training Remotely

Onboarding and training new employees can be tricky enough in a shared office space, but the remote work revolution takes it to a new level. Fear not, intrepid HR heroes! With clever strategies and tools, you can create engaging and effective onboarding and training experiences even with miles separating you and your new team members. Let’s dive into the world of remote onboarding and training, exploring immersive techniques, adaptable programs, and platforms that keep your newcomers informed, engaged, and ready to thrive:

1. Virtual Immersions: Stepping into the Company Culture:

• Welcome kits: Send branded welcome packages with company swag, personalized notes, and cultural touchstones to create a physical connection.
• Virtual scavenger hunts and escape rooms: Use online platforms to design interactive digital adventures introducing new hires to different teams, departments, and company lore.
• Live video introductions: Organize live video calls with key staff members, allowing new hires to ask questions and see the faces behind the voices.
• Buddy programs: Pair new hires with seasoned colleagues as virtual mentors and guides, fostering connections and offering personalized support.

2. Adapting Training for the Remote Arena:

• Microlearning bursts: Break down training into bite-sized, easily digestible modules accessible on-demand, catering to shorter attention spans and busy schedules.
• Interactive e-learning platforms: Utilize engaging platforms with gamification elements, simulations, and quizzes to keep trainees actively involved.
• Live virtual workshops and webinars: Host interactive sessions with live Q&A and breakout groups to foster deeper learning and encourage participation.
• Collaborative projects and case studies: Assign team-based projects and case studies remotely, allowing new hires to apply their skills and build connections with colleagues.

3. Harnessing the Power of Platforms:

• Learning management systems (LMS): Implement an LMS to house training materials, track progress, and offer personalized learning paths.
• Video conferencing platforms: Use platforms like Zoom or Google Meet for live sessions, group discussions, and team-building activities.
• Collaboration tools: Use Slack and Microsoft Teams to facilitate communication, project management, and peer-to-peer learning.
• Certification and assessment platforms: Leverage online platforms to deliver and manage standardized tests and certifications, ensuring consistent training outcomes.

Remember: Effective remote onboarding and training requires thoughtful planning, engaging content, and continuous feedback. Prioritize active participation, build a sense of community, and celebrate progress every step of the way.

Bonus Tips:

• Pre-boarding engagement: Start building connections before day one by sending welcome emails, sharing company videos, and offering pre-reading materials.
• Focus on real-world application: Design training that connects directly to their roles and responsibilities, ensuring immediate value and relevance.
• Gather feedback and iterate: Regularly solicit feedback from trainees and adjust your approach based on their needs and experiences.

Workations and Remote Retreats in a Flexible World

The boundaries between work and travel are blurring. Remote work offers unparalleled flexibility, and the rise of “workations” and remote retreats caters to the growing desire to blend productivity with exploration. Let’s delve into the exciting world of workations and retreats, exploring strategies to encourage, manage, and reap the benefits of these transformative experiences:

1. Encouraging a Change of Scenery:

• Promote the benefits: Highlight the potential for increased focus, creativity, and team bonding associated with workations and retreats.
• Offer flexible work-from-anywhere policies: Establish clear guidelines for remote work outside the office while ensuring productivity and accountability.
• Support logistics: Partner with travel agencies or platforms to simplify location scouting, accommodation booking, and visa guidance for employees interested in workstations.
• Organize company-sponsored retreats: Plan occasional retreats to specific locations, fostering team building, brainstorming, and knowledge sharing in a fresh environment.

2. Fostering Collaborative Remote Gatherings:

• Support employee-led meetups: Encourage and financially support local or regional meetups for remote workers based on interests or projects.
• Partner with co-working spaces: Collaborate with co-working spaces in desirable locations to offer discounted rates or dedicated areas for your remote team during workations.
• Virtual connections and sharing: Organize virtual discussions, presentations, or social events with remote participants during their workations to maintain team cohesion.

3. Navigating the Policy Landscape:

• Clearly define workation eligibility and duration: Set limits on workation frequency and duration based on roles, performance, and project deadlines.
• Maintain communication and reporting: Establish clear expectations for communication and project progress reports while on workations.
• Tax and legal considerations: Remind employees to research and comply with local tax and legal regulations when planning workations in different countries.
• Equipment and insurance coverage: Clarify company policies regarding equipment usage, internet access, and travel insurance coverage during workations.

Remember: Workations and retreats are not just vacations; they’re strategic tools for boosting employee well-being, fostering creativity, and building stronger teams.

Bonus Tips:

• Showcase workation success stories: Share positive experiences of employees who have benefited from workations to inspire others.
• Develop resources and guides: Create guides or online forums for employees to share workation tips, visa information, and recommendations.
• Embrace technology: Utilize project management platforms and virtual communication tools to ensure seamless collaboration during workations.

By embracing a supportive and flexible approach, you can empower your employees to experience the world while remaining productive. Workations and retreats offer a win-win: happier, more engaged employees and a refreshed, inspired workforce ready to tackle new challenges. So, unlock the potential of wanderlust-fueled productivity and watch your team thrive in a flexible, interconnected world!

Remote Working: FAQ

Is a workation just a fancy vacation?

While workstations involve travel and a change of scenery, they differ from vacations in that employees remain productive and connected to their work while they are away.

Does the company have to pay for my workation?

Company policies regarding workation expenses vary. Some companies offer financial support, while others require employees to cover their costs.

What if I want to work remotely from a different country?

Research visa and tax regulations for the country you wish to visit. Ensure you comply with all legal requirements before embarking on your workation.

How can I ensure I stay productive during a workation?

Create a schedule, set clear boundaries between work and leisure, and utilize technology to stay connected to your team and projects.

What are the benefits of remote retreats?

Remote retreats offer opportunities for team building, focused brainstorming, and knowledge sharing in a stimulating environment.

Remote Working: Conclusion

The modern workplace is evolving, and so should our approach to work. In an era of remote work and flexible schedules, workations and remote retreats offer exciting possibilities for employee well-being, creativity, and collaboration. By embracing these transformative experiences and creating a supportive policy framework, businesses can foster a thriving workforce empowered to explore the world while remaining productive and connected. So, pack your laptops, book your tickets, and embrace the flexible future of work – one workation or retreat at a time!

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Our interview with Antonie Geerts joins our award-winning Business Leader series, featuring industry-leading insights from business experts across Ireland, the UK and the rest of the world. To participate in the series or discover how content marketing can transform your online business, contact our expert team today.