Hello Redox podcast listeners! Today’s show will be a bit different. I’m actually sharing a new podcast that focuses on exploring how leaders create thriving workplace cultures in remote teams. I hope you’ll find this departure interesting and applicable to your own work and life. We launched the podcast today with three episodes right out of the gate. More great episodes are just around the corner. This is an invitation to subscribe to The People Everywhere Show and sign up for our newsletter to stay up to date with the latest episodes. Here’s a bit of context as to how this new show came to be.
As many of you know, Redox has been remote since the beginning, 2014. Back then, it was certainly a differentiator. But nowadays it’s really commonplace as many of you have had to figure out how to work remotely as well. And even with the pandemic easing up a bit, it seems the working world has changed forever with most companies becoming more flexible in the ways people contribute with remote or hybrid models.
To set the stage, Redox is about 250 employees now. They live wherever they’d like, as long as it’s in the US. And we’ll likely be at 300+ by the end of the year.
I started thinking about what’s made us successful up to this point. We have an amazing culture here. Redoxers really give a shit about the impact of their work and there’s a general lack of ego when it comes to doing the right thing. This culture is rooted in our history, our early employees and leaders, the way our founders work together and with each other.
I began to ask, how do we ensure that we don’t lose this as we grow. What will our culture look like at 500 people, with more than half of them being here less than two years? The first question was, how do we maintain this? But I began to feel that that question falls short. We’re hiring so many amazing people that it’d be a shame if we only maintained our culture. It should actually get better as we scale. So how can Redox at 500 people be more productive, more creative, have a higher sense of psychological safety and belonging than it did at 100 people? That’s the question I’ve been obsessing over lately.
I learn best through conversation. So that’s where I started. I sought out leaders across companies who’ve scaled remotely. And the more conversations I had, the more I realized that there’s no playbook for this. We’re all out here trying to do our best, applying best practices, the latest research, and the newest tools to the remote world. So with that in mind, The People Everywhere Show was born. I’m here to learn, get feedback on what we’re doing at Redox, and share these insights with our community so that we can all get a little better at crafting they types of companies we all want to be a part of.
Some of you might recognize my co-conspirator in this new endeavor, Andy Kitson. Andy was an early engineer at Redox and eventually became our first head of People. He’s responsible for creating much of the foundation of how we operationalized our culture at Redox. Although he’s no longer at Redox, we’ve remained close and have collaborated on our learning and growth around culture with remote teams.
In this first episode, we share our experience building and scaling culture at Redox. We explore how the cultural DNA emerged from the founding story. We look at crises as moments to forge culture. And we talk about today’s challenge of fostering belonging at scale.