Creating a Results-Oriented Work Culture: Lessons from Successful Remote Companies

Successful Remote Companies

In the years since the Covid-19 pandemic began, there has been a marked increase in companies whose employees work at least partially from home.

One of the issues that many of these companies face is how to monitor employees working remotely to make sure they remain focused and are completing tasks in a timely manner, among other concerns.

In the early days of remote working, employers relied too heavily on tracking employee time. Some workers were required to account for their entire workday in 15-minute increments, which caused them unnecessary stress and, ironically, reduced productivity because so much time was spent recording everything they did.

Recently, companies have begun to use a new strategy called a “Results-Oriented Work Culture”. As the name suggests, the idea is for remote employees to enjoy greater freedom in accomplishing tasks, provided that they are completed before the deadline.

Let’s take a look at a few companies that have successfully employed this strategy to see what they have in common.


As a software-development platform, it makes sense that Github would be at the top of the list for successful results-oriented workplaces.

Although they have offices in major cities around the world, they are a self-described remote-first company that focuses on employee freedoms.

In addition to a range of other benefits and yearly reimbursements for things like home offices and an educational budget to help workers continue to hone their crafts, the company also focuses on giving employees a balance between collaborative assignments with teammates and solo tasks.

Employees are also given the freedom to choose their own hours, with a focus on completing tasks before deadlines instead of requiring that a certain percentage of work be done each day.


Grammarly offers software that checks spelling and grammar, improves clarity, and otherwise helps writers.

They also offer a “remote-first hybrid” workplace that prioritizes results. The company uses employee monitoring software to ensure that workers remain on task and aren’t using work devices for distractions such as social media.

Employee Time Monitoring

According to the company’s blog, their remote-first hybrid system allows all employees to work remotely for the majority of the year. Quarterly meetups are scheduled to allow face-to-face interactions between team members and management, for both planning and team-building purposes.

Additionally, teams are constructed so that all members are located within three time zones of each other, ensuring that team members have at least six hours every day to communicate and work together on projects every day.

Summit Virtual CFO

Summit Virtual offers companies the opportunity to outsource their accounting departments to a team led by a “Virtual CFO” at a significant price reduction.

Only a few of its employees work from the company’s two buildings in the St. Louis metro and the rest are remote, although remote employees are also welcome to use the office space if they so choose.

The company has two yearly retreats, similar to the quarterly meetings hosted by Grammarly, that are designed to help teams get to know each other better and, for some workers, might be the only time of year that they actually meet their coworkers in person.

One such retreat, recounted on the company’s podcast, involved a cocktail party in Las Vegas.

Additionally, the company also offers educational and technology-based stipends aimed at ensuring workers can grow their knowledge of the industry and have the perfect home office setup. Unlike other project-based accounting firms, employees receive a salary instead of a commission.

This allows them to take their time and focus on doing the best work for the client instead of rushing through projects to get more money.

Commonalities Between These Three Companies

In all three examples listed above, the companies have avoided the pitfall of excessive time-tracking by using employee monitoring software to ensure workers remain on task. Employees are also allowed the freedom to complete tasks in a way that makes sense for them and allows them to be as productive as possible.

They also maintain strict guidelines on communication, both between teammates and with management. Goals and deadlines are explained clearly and explicitly to employees, but the methods they use to complete those goals are almost entirely up to the workers themselves.

Above all, these methods are designed to benefit everyone in the company. Workers can complete tasks more efficiently while avoiding long commute times, their managers and supervisors don’t have to spend hours every day making sure their employees are completing their work.

And top management can rest easy knowing that productivity and output are at the highest possible levels.

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