The Remote Show

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Valentina's Links: LinkTree Substack LinkedIn Website Transcript: Valentina Thörner - Empress of Remote at Klaus [00:00:00] Tyler Sellhorn: Hello everyone. My name is Tyler Sellhorn, and welcome to another episode of The Remote Show where we discuss everything to do with remote work with the people who know it best. Thanks so much for listening. The Remote Show is brought to you by WeWork, remotely the largest community of remote workers in the world. With over 220,000 unique users per month, WeWork remotely is the most effective way to hire. Today we are blessed to be learning out loud with Valentina Turner. Valentina is the empress of remote at Klaus as a consultant for remote leader. Supporting companies that want to support their middle managers to be the best leaders they can be. Valentina assists companies with their remote policy so that their policies actually reflect reality. Tell us, Valentina, what problems are you trying to solve as the empress of remote? Valentina Thörner: Well, thanks for having me. So the biggest problem that I see is the inco in incoherence between what companies say that is remote and what they actually live as their remote reality. Anyone who's searching for [00:01:00] a job nowadays and filters for remote, you get a lot of results. Everybody's saying they're doing remote and they're about as specific about this. When the restaurant tells you we offer food, I mean, I would hope that you offer food as a restaurant, but I would also like to know whether you are more into Asian food or Mexican food, or vegetarian or et cetera. And with remote, it's the same. There are so many nuances to it, and nobody talks about what they offer in terms of. Tyler Sellhorn: Okay. You're really, I I love the forcefulness with which you're drawing out that dichotomy. This is a very, very like the, the incoherence the spread between what we say and what we do. Right? This is about trust building, right? Is to say, like, when you say remote, what is it that you mean? So tell, tell us when, when you say remote Valentina, what do. Valentina Thörner: That's the thing. I don't think there is one definition for remote because it can, the only definition [00:02:00] for remote that really like that applies to everybody is you are not working from the office with everybody else that's remote. That may mean that you're working from home. It may mean that you are working from a co-working or from the local library, or from the cafe or from somewhere that is not the office. And the thing is not every company can allow or wants to allow all of these options for. All of their roles. So for example, if you are, the security officer or something, you may not be allowed to work from a public cafe because you might have too much access to sensitive information. In that case, it actually makes sense to include that into the policy that you have specific rules for specific people. Some people really want you, like some companies want to have you in a room where you can close the door because they work with, I don't know, health data or something, and they're really like unsure how they can safeguard their own customers data. The thing is, that is a valid reason. , but you need to [00:03:00] communicate that reason because otherwise it just looks like you are closing people into their living rooms, which is like not, probably not what you're trying to do. So this whole, we have reasons for what we do, or we think we have reasons for what we do. But we don't really know how to talk about it, and actually no one is responsible for it. So we don't really know who's going to make those decisions. And actually those are a lot of decisions to make. So we'll just table it for next week and tell HR to put remote into the job offer, and then we'll figure it out and it never gets figured out. Tyler Sellhorn: Okay. This is one that I'm gonna take away with me. Valentina. We're going to make rules for roles. Right? And, and...

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