Café (YC S21)

Atlassian doesn’t win because they hire the smartest people. They win because they hire adults—and treat them like it. Their “Team Anywhere” policy isn’t some feel-good perk. It’s a strategic bet on trust, flexibility, and outcomes over presence. Years ago, I thought engagement meant pizza Fridays and ping-pong tables. Now? It’s about autonomy. Intentional connection. Clear expectations. 1️⃣ Trust by Default • Give every hire a clear mission, then get out of the way 🗺️ • Publish decision logs so anyone can trace the why 🔍 • Track outcomes, not chair time 📊 2️⃣ Intentional Connection • Set a weekly 30-minute show-and-tell to swap wins 🎤 • Rotate “pulse buddy” pairs for fast feedback 💬 • Celebrate silent contributors in public channels 🎉 3️⃣ Systems for Anywhere • One source of truth: async docs > endless meetings 📄 • Cameras on only when purpose is collaboration 🎥 • Budget quarterly offsites like product launches ✈️ Checklist for Leaders in Tech ✅ ☑️ Trust people to own their clocks ☑️ Make it safe to challenge any idea ☑️ Invest in tooling plus face time, never just one Stop paying for ping-pong. Build a culture where adults and ideas thrive.

Work-life balance isn’t a “nice to have.” It’s a retention strategy. Companies who get it right don't rely on the following: ❌ Unlimited PTO (that no one uses) ❌ Slack messages at 10pm ❌ Empty talk about “boundaries” What they do build: ✅ Clear focus ✅ Respect for people’s time ✅ Systems that stop burnout before it starts Here’s the kicker: You don’t need a massive HR budget to protect work-life balance. You just need discipline and leadership. → Fewer priorities → No hero culture → And actual trust that people know how to manage their time Big companies talk about balance. Teams doing it right actually build it.

Gallup's latest data shows a shocking shift in how Americans work: Fully remote: 26% (up from ~10% pre-COVID) Hybrid: 52% (up from ~30% pre-COVID) Fully on-site: 22% (down from ~60% pre-COVID) We're not "going back to normal." This IS the new normal. Companies fighting these numbers are swimming against a powerful current.

Zillow just proved every RTO policy wrong with cold, hard numbers: They switched to a hybrid model and saved $20 million in annual real estate costs. Cutting office space from 386,000 square feet to just 113,000. That's actual money back in the business. And contrary to popular belief: - Productivity didn't drop - Performance didn't suffer - Talent acquisition actually improved The economics are undeniable.

In your organization, you have two types of connections: 1. Strong ties = people you work with every day. → These happen naturally because you have to collaborate. 2. Weak ties = the broader network (People you do sports with 🏀, share coffee with ☕, or join the same ERG groups). → These are the connections we’ve lost with water cooler moments. When you’re fully remote, whether you work for Google , Zendesk , or GitLab - you’re working from the same chair, same desk, same screen. The only difference is the paycheck 💰 and culture. But culture isn’t the same through a screen. Meeting your teammates once a quarter 📆 makes a massive difference in how you feel about belonging to the brand. These informal connections make a company sticky. You’ll never retain good talent with just money. It needs to be more: • 🎯 The mission • 🌍 The purpose • 👥 Working with talented people you connect with on many levels Companies really underestimate the power of connection, social ties, and sense of belonging. Most spend their time trying to cure the impact rather than prevent the disease. Agree? 🤔

Going back to office can mean a massive pay cut: ⏰ Time cost (2hrs/day you'll never get back) 😰 Mental and emotional energy (handling increased commuting time) 🚇 Daily commute expenses 👶 Child care 🐶 Pet care On the other hand, costs of remote work: 💻 Wi-Fi & electricity during work hours 🪑 Home office setup (standing desks, second screens, etc) We're seeing fully remote companies starting to offer monthly stipends to cover home office costs. Employees aren't just looking for salaries anymore - they want equitable experience at home or in the office. Thoughts on how companies should approach this balance? 🤔

Despite all the recent back-to-office news, the vast majority of companies are and will stay hybrid. We’re seeing: Tesla (full office) and Airbnb (fully flexible) make headlines. But they’re 20% extremes. The quiet 80% in between are hybrid. These companies stay silent. They don’t take stances. They’re followers, not leaders. That’s why after 4 years, many still haven’t decided how to operate. It’s easier to accommodate than commit. Now JPMorgan, Dell, and others are forced to take positions because they fear accepting a new normal. The reality: • 🏢 No new company builds for 500 seats anymore • 🔄 Hybrid is built into their design • 📢 The noise is just clicks and views The real work is happening in the middle.

After speaking with our customers, we’ve found there are 2 distinct setups for remote teams: Setup 1: Multiple offices in different cities • 🏢 Employees can meet at company offices • 🔄 Traditional hub model Setup 2: Regional hubs • 👥 15-20 people clusters without offices • 🔎 Need different connection strategies • ☕ Cafe helps them find nearby colleagues • 🏬 Meet in cafes or coworking spaces Virtual connections (Donut, Slack) aren’t enough. People need physical interaction. Even if hub colleagues aren’t on your team, you share common ground: → Same company → Same country/culture → Local context When you nail this mix—flexible work plus local community—employee retention skyrockets. Nobody wants to leave when they have both freedom and belonging.

Strong communities, strong workplaces 👇 Groups and communities within the workplace do more than just boost morale—they foster belonging, spark innovation, and drive engagement. Whether it’s an ERG, a project team, or an informal network, these connections are the backbone of a thriving organization. 💡 Curious about how to harness the power of workplace communities to strengthen your culture and improve performance? This article dives into the key benefits and practical steps to build impactful groups. Read more about the power of groups and communities: https://lnkd.in/e-kpTxSR How has a community at work impacted your experience or growth? Let’s share insights in the comments! 💬

#Hybrid and #remote work are here to stay—but not all models are created equal 👇 From fully remote setups to flexible hybrid approaches, each work model has its own strengths and challenges. Choosing the right one can significantly impact team productivity, engagement, and collaboration. 🔍 This article breaks down the different types of hybrid and remote work models, helping leaders and teams identify the best fit for their unique needs. Explore the various hybrid and remote work models: https://lnkd.in/ecd2K7SM Which model works best for your team? We’d love to hear your thoughts in the comments! 💬