Discover how Blackbaud created a roadmap for thriving in a remote-first world.
By Margaret “Maggie” Driscoll
Blackbaud’s unexpected journey toward becoming a remote-first company is a fascinating case study. Initially, as COVID-19 swept across the globe in March 2020, Blackbaud, like many US firms, had to shutter its physical offices. Employees anticipated a brief hiatus, but four years later, the company continues to excel in a remote-first environment.
Blackbaud’s Roadmap to Remote-First Success
Unlike major corporations such as Google, Goldman Sachs, Meta, and Amazon, which have mandated a return to physical offices, Blackbaud chose a different path. This distinct approach provides valuable insights for other organizations considering remote or hybrid work models.
Adapting to remote work in 2024 is not a one-size-fits-all situation. Various factors, such as industry sector, client expectations, corporate culture, and employee distribution, influence the ideal work setup. However, the potential benefits of remote work are compelling in many cases, particularly for information-driven companies. Increased productivity, enhanced talent acquisition, improved employee well-being, and overall competitiveness are just a few potential gains.
Navigating Challenges in a Remote-First Environment
The transition to a remote-first model posed several challenges for Blackbaud. Ensuring that employees had the necessary tools required investing in advanced collaboration and communication platforms. Additionally, the company’s leadership had to reimagine processes like onboarding and performance reviews while maintaining a sense of community.
Central to overcoming these challenges was a focus on employee feedback. Blackbaud implemented an annual engagement survey in the spring and an annual pulse survey every fall. This approach allowed the company to track changing employee needs and adapt their strategies accordingly.
At Blackbaud, 81% of employees report that remote work positively impacts their well-being, and 83% feel they can be their authentic selves at work.
Over four years of data show overwhelmingly positive outcomes. A significant 81% of employees reported that remote work positively affects their well-being. Additionally, 84% found they could better balance work and personal life, while 83% felt they could be their authentic selves at work.
The reduction in commuting and office distractions contributed to noticeable efficiency improvements. Product and engineering teams saw increased output, and sales and support teams reported gains in efficiency. Moreover, performance goals were met while aligning with the company’s values.
Remote work substantially increased Blackbaud’s talent pool. Applications to open roles surged by over 50% within four years, with employees located across all 50 states and several other countries. This geographic diversity bolstered Blackbaud’s mission, enhancing its ability to attract, develop, and retain talent.
Despite the focus on remote work, Blackbaud also prioritized in-person meetups. These included team-level gatherings and regional events to ensure meaningful face-to-face interactions among team members.
Key Takeaways for Transitioning to Remote-First Work
- Listen to Employees: Regularly solicit, acknowledge, and act on employee feedback to ensure policies meet their needs. Transparent communication is crucial.
- Embrace Flexibility: Be willing to adapt strategies based on evolving workforce and company needs.
- Invest in Technology: Provide robust infrastructure to support seamless collaboration, utilizing platforms like Google Workspace, Microsoft Teams, Slack, and Zoom.
- Foster Community: Develop initiatives to maintain a strong company culture, including in-person meetups and team-building activities.
- Commit to Continuous Improvement: Regularly evaluate and refine remote work strategies to enhance effectiveness and satisfaction.
Blackbaud’s remote-first success story demonstrates that, for many companies, physical location is becoming less critical. By listening to employee needs, investing in connecting technology, and prioritizing culture through in-person interactions, organizations can not only navigate the challenges of remote work but thrive in this new era.
Margaret “Maggie” Driscoll is the Chief People and Culture Officer at Blackbaud.
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