Author

<sub>As Trina wrote when she first published her book in 2000, “virtual work was often a ‘novel idea’ used occasionally to retain exceptional employees.” These days, having flexibility is one of the key drivers – and expectations – that attracts and retains talent.
The second value we have at Culture Amp, that I felt was so nicely articulated by Trina when she talks about the value of trust – “Trust others to make decisions”. This is especially hard when a team or person is remote, but the benefit to individuals and companies is huge.
Some key takeaways for me were:
· “Technically enabled people can work virtually and still have a seamless connection to the team. In 2015, telecommuting was named the top desired employee benefit. No organization wants to lose its best people because of a long commute, a spousal relocation or childcare conflicts. Organizations experience 20 percent reduction in turnover when virtual work is an option.”
· “Bring people together digitally and face to face, synchronously (live) and asynchronously (when they work best). Organizations add value when talent is supported and well deployed.”
· “The real purpose of virtual work is not to allow distance but to create synergy without limitations of time or space.”
Anyone who wants to build stronger relationships across time, space and teams will find value in reading this book.
Didier Elzinga, CEO and co-founder of Culture Amp

In Working Virtually, Trina explains today’s workplace, outlines conditions for powerful collaboration, presents best practices for motivating team members, and offers strategies for identifying and defusing problems. It is the fruit of Trina’s three decades of experience planning and implementing remote work environments.

The 2nd edition presents two leadership models that, quite simply, work – whether your teams are co-located, blended, or virtual.

Trina wrote Working Virtually for…

Executives preparing for virtual work or seeking to improve current performance. Assess readiness and get advice on policies and strategies to adapt performance management processes to be more team-driven and technology leveraged.
Team leaders who want a high-performing virtual team culture. Know the roles and responsibilities of managing virtually and creating conditions for collaboration, engagement, and results.
Professionals who work remotely or with remote colleagues seeking a sustained and satisfying career.</sub>