This is an interview with , co-founder and CEO of .
Jamie, welcome to TechBullion! Could you tell our readers a bit about yourself and your professional background, particularly as it relates to remote work?
I’m Jamie Frew, co-founder and CEO of Carepatron. Carepatron is a comprehensive healthcare platform that enables field professionals to engage clients, manage appointments, automate payments, and more, all in one workspace.
Our work culture is , with team members across various locations globally, operating in different time zones. We don t believe in strict clocking in and out or micromanaging—we trust our team members to work through their hours at their convenience, all while delivering exceptional work towards one aim: democratizing healthcare for everyone.
Your journey in the world of remote work is undoubtedly fascinating. Can you share a pivotal moment or experience that solidified your passion for this work style?
Healthcare is a global need, which makes our cause borderless. We wanted to understand healthcare and healthcare technology from various perspectives, cultures, and other exhaustive aspects. With this, we needed a diverse team with equal passion for this idea to make solutions for the issues within this niche. Given the availability and accessibility provided by today s technology, we are steadily piecing the puzzle together through CarePatron. There s no better setup for us.
Many individuals and companies are still navigating the transition to remote work. From your experience, what s the biggest misconception about remote work, and how can it be addressed?
Two things: that everything needs to be tracked to the dot, and that remote work means having access to team members 24/7, regardless of working hours or time-offs.
First, we believe in empowering our remote team with the flexibility to manage their own schedules. Instead of micromanaging, we focus on project management tools that help monitor outputs rather than screen activity and strict time-ins. This approach fosters transparency and accountability, allowing everyone to see who s working on what and to track progress collaboratively. It s more about the what than the when.
This adult treatment towards employees builds trust and fosters a culture of ownership. It also simplifies performance management and evaluation. These output trackers document the quality and quantity of work completed, ensuring everyone is meeting deadlines and delivering exceptional results.
Second, we respect our team members boundaries. Given how everyone s working in different time zones, we do not expect 24/7 communication with everyone. We collaborate during hours where most of the team is active, and the rest of the day is up to each team member.
You ve emphasized the importance of trust and autonomy in a remote work setting. Can you share a specific example of how you fostered this culture within your team, and what impact did it have on their performance?
After going through proper briefings and onboarding, we allow our team members to take full charge of their work 100% from Day 1. We believe in treating our teammates like adults, trusting them and the credentials they presented during the hiring process to speak for themselves as soon as they join the team. By doing so, we have fostered a talented pool of people who are collaborative, passionate, and full of respect and trust in the company and the work that they do.
Maintaining a healthy work-life balance can be challenging, especially for remote workers. What practical advice would you give to someone struggling with setting boundaries and avoiding burnout in a remote work environment?
Working in a remote setting can be rewarding, but only if you re in the right company and environment. Make sure you re in an organization and a community that respects boundaries, especially your mental and physical well-being. Work is still work, regardless of location, so things like set working hours, breaks, and time-offs are to be considered if you decide to go this route. If you are in such a supportive setting but are still having trouble steering clear of work during off-hours, start by setting up your phone or laptop s Active modes so that work-related notifications won t come in after the set time. Plot off-work activities on your calendar, like drinking water, taking a nap, taking a walk, watching an episode of your favorite series, etc. Sometimes, making things into a routine, even if they re just me-time, is a much-needed process, especially in a remote working environment.
Communication is key in any work setting, but it becomes even more critical in a remote environment. What communication tools or strategies have you found most effective for keeping your remote team connected and engaged?
We have tons of tools in use at work, mostly for keeping track of day-to-day activities and outputs. But we still ensure we have check-in calls from time to time to catch up, whether that s about work or whatever the team is up to during their off times or weekends. This keeps the human touch element intact in such a detached work environment, allowing people to still feel that they are part of a team despite working in different locations and time zones. Having candid conversations, especially with such a diverse team, also allows each of us to know more beyond our day-to-day routines, cultures, and even habits, enriching the remote experience with connections that we wouldn t have made otherwise if not for the unique setup we have.
Building a strong team culture remotely can be challenging. What are some creative ways you ve fostered team bonding and camaraderie among your remote team members?
Each team has its own ways of making meeting routines more exciting. Some have fun days scheduled at the end of each week, where they play a game remotely to wrap up a busy workweek; some have a demo day where each team member can flex what they re currently working on; some meet face-to-face on their own and work at their chosen cafes—the possibilities are endless. Again, we respect each team s and team member s autonomy over their work, and that includes how they spice things up to create a collaborative environment within and outside their own departments. We also have a Slack channel dedicated to random topics, serving as a virtual water cooler for those looking to enjoy a chat or simply share what they re up to.
Looking ahead, what emerging trends or challenges do you foresee shaping the future of remote work, and how can individuals and companies prepare for them?
That s a tricky question. During and nearly after the pandemic, we saw the rise of remote work in a number of industries. However, after the world has slowly relaxed a bit and has re-embraced pre-pandemic routines, many companies are implementing return-to-office policies, citing maximum productivity and efficiency. This is met with mixed reactions from people in the workforce, as expected.
Personally, I think it really depends on the company and industry whether they can function best remotely, as a hybrid, or in a full-time office setup. Beyond this, however, transparent policies that ensure the welfare of the workforce are of utmost importance. It s high time that workers are allowed to be presented with options that are not only sound economically and business-wise but are also considerate and human in nature.
This goes for individuals as well. Working remotely is an advantage and an opportunity, but also a responsibility. People who are looking to thrive in this setup must also hold accountability, etiquette, and integrity in high esteem.
Finally, what s the most valuable lesson you ve learned throughout your journey in the world of remote work that you d like to share with our readers?
Remote work is an empowering environment as long as every party involved shares the same values and work ethic. It s all about accountability, respect, integrity, and responsibility, while also taking into consideration boundaries and flexibility. It s a great way to learn about other perspectives and cultures, enriching what you know about the work that you do and the industry you re in.
