Originally posted on the Truss blog
There are a lot of articles coming out these days about how to be an effective distributed employee. But there is much less around on how to be a good distributed team. Truss hired our first distributed employees back in January of 2018, and we’re now at 55% outside our “home state” of California (and many of us are spread across CA). We’re now 75 folk, and there are usually 5 of us in “the office.” As Isaac recently said, “it’s like a coworking space that only Trussels have access to.”
A quick note on language, and why we chose “distributed” over “remote.”
“Remote” suggests that there is a central place to which a node is remote. Because we wanted to emphasize that we are all on equal footing, we instead chose “distributed” – there is no “center.” We have collections of Trussels in NYC, Atlanta, Chicago, Sacramento, LA, and SF; as well as individual Trussels in many other locations.
What the playbook holds
We think healthy distributed team interaction falls into four buckets: facilitating interaction, properly resourcing people, bonding with each other, and seeing each other in person on occasion. This includes other things like taking stack, having a place for banter, having offsites, and having ways to connect about not-work. Things we’ve talked about in previous blog posts and will continue to post about (and now will collect into this playbook as we do).
A quick note on internal references in the playbook
We talk in the playbook about TDRs – Truss Decision Records. We pulled these from ADRs (Architectural Decision Records) which we use in our code repos to document why we made certain choices. We do the same for our organization now, and anyone can propose a new decision. We should probably do another blog post on that at some point.
We want your help!
We’re still learning about distributed team interactions—we all are—and we’d love your feedback and contributions to the playbook so we can all learn with each other.