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Braydon McCormick
Braydon McCormick
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Under 2% attrition in a remote workforce

Braydon McCormick
At Intempio, we created a remote-only culture and achieved a remarkable <2% attrition rate. We decided to ask ourselves how we did it.

We ask ourselves about our own culture

With so many in-office employees going remote during the pandemic, and so much discussion about the future hybrid office with 3-day in-office weeks, we started wondering about the effect of remote work on in-office corporate culture. And we realized, that as a 100% remote company - and always have been - unfortunately we couldn't answer the effect question for traditionally in-office companies. However, we thought we could answer the question "how does culture develop in a remote company?"
But, to answer that, we had to first look at ourselves in the mirror to understand our own culture, and how it came about.
When we started Intempio five years ago, frankly, I gave very little thought to culture. Each day was a fight for the next project and to stabilize revenue. And if I'm really honest, even now, thoughts of corporate culture are not at forefront of my brain. I still chased every dollar. Which, for our purposes here, only means - good or bad - that in our company, culture grew, and grows, unconciously and organically.
I've always believed - without any meaningful evidence - that corporate culture stems from a combination of the founder(s)'s personality or disposition, and the mission of the company. The effect may be subtle or extreme - without naming names - some infamous cultural issues at some tech start ups and the consequent firings of the founders, seem to reinforce this idea - even if only anecdotally.
Be that as it may, and since we're here - after asking the quetion of how does culture develop in a remote company - I found that I was genuinely curious what our company was like for our staff, what their sense of belonging was, their sense of commitment, their sense of support, their sense of community and - basically - did they like working here?
We turned to the organizational research literature and to the depth of our leadership bench to begin figuring it out.
Our first stops were the Gallup organization and the organizational commitment reasearch. We then ran our own internal culture assessment, and it was completely fascinating.

The research process - external and internal


DRAFT DRAFT DRAFT.

The findings

We ask ourselves about our own culture
The research process - external and internal
The findings
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