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Sam Szuchan

Sam Szuchan

These are the best posts from Sam Szuchan.

12 viral posts with 77,701 likes, 3,927 comments, and 4,747 shares.
12 image posts, 0 carousel posts, 0 video posts, 0 text posts.

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Best Posts by Sam Szuchan on LinkedIn

My entire team is remote — and it's not about dodging an office lease.

It’s about:

→ Massively reduced employee stress
→ Access to a global talent pool
→ No sitting in traffic for hours
→ More time spent with family
→ Full location freedom

You might ask, “What about communication?“

Easy.

Slack and Loom bridge those gaps effortlessly. Throw in an occasional Zoom meeting, and we're as connected as we'd ever be in a physical space.

So, what's the result?

I get a team that's not just talented, but happy. A team that's focused, not sitting through mind-numbing commutes.

So trust me—

Good work can happen anywhere.

And in my experience, it’s most likely to happen when people are where they want to be.

It's not just a win-win.

It's how work should be.
Post image by Sam Szuchan
I’ve never met my team — we’re fully remote.

Here's why it's a non-issue:

→ Projects are completed on time
→ We’re perfectly in-sync on client work
→ Our output is miles ahead of the competition

All while they’re:

→ Traveling the world, working from Bali to Berlin
→ Clocking in hours from their favorite local coffee shops
→ Eating healthy homemade meals (and no expensive downtown lunches)

Here’s why it works for us:

→ I trust them
→ I set reasonable deadlines
→ They get paid above-market rates

And yeah, I’ve received some criticism for my remote-first approach…

Some people think I’m letting employees “slack off” on my dime—

Or my team would be more productive at an office.

And I’ll be first to admit it:

If you’re a micro-manager who likes to hover over your team (probably to make sure they’re not applying to new jobs)...

…remote probably won’t work for you.

But us?

We're crushing it, and it feels effortless.

No need for strict oversight, no burning the midnight oil in a cubicle.

We do great work. And we do it where we want.

It’s really that simple.
Post image by Sam Szuchan
Managers and CEOs:

When you micromanage employees, you...

→ Destroy trust
→ Lower morale
→ Increase stress
→ Reduce creativity
→ Increase turnover
→ Guarantee burnout
→ Hurt decision-making
→ Disrupt communication

...all while gaining nothing.

Why is this still a thing?

So do this instead:

→ Praise in public...
→ ...and critique in private
→ Let people work remotely
→ Give them plenty of time off
→ Keep meetings to a minimum
→ Don’t hesitate to pay their worth
→ Listen to (and apply) their feedback

And most of all,
have an open-door, judgment-free, no-drama culture.

The result?

A happier, more creative, and more productive team…
…with sky-high retention.

Why wouldn’t you want that?
Post image by Sam Szuchan
“Remote workers aren’t productive—you have no control over them.”

That’s a real response I got from someone dissing my remote-first approach.

Dear micromanager, here’s the deal:

I don’t need “control” over anyone…

Because I only hire people I “click” with.

Y’know, folks who get that I only care about quality work done on time—

…not how long it takes (or where it happens).

This approach gives me a huge competitive edge—

Less stress for me…

And more focus on what actually matters in my life.

But micromanagers? They’re busy making their team’s life miserable.

I feel bad for them—being that kind of leader has to be exhausting.

So how about we control less, and trust more?

It’s good for business—and good for your mental health :)
Post image by Sam Szuchan
I keep hearing this line about remote work:

Bosses saying they need everyone back in the office “to maximize productivity.“

Really? Not sure about that.

Because what’s going to make people perform better:

→ Pizza parties or spending more time with family?
→ An espresso machine or dodging an hour of traffic?
→ Office chatter or taking a quick walk around the neighborhood?

Because here’s the deal:

You have to understand what drives your people.

Maybe it's not the conventional office setup…

Maybe they want something different—flexibility, autonomy, life.

Honestly, I don't have all the answers.

But I CAN tell you this:

If you don't adapt to the rise of remote work—

You're going to lose some of your best people to employers who do.
Post image by Sam Szuchan
Remote work is the best thing to happen to the modern family.

Here's why:

First, it’s flexible.

Parents can run kids to school, soccer games, you name it—

Remote work fits around that like a glove. Awesome.

And hours-long commutes? They don’t exist.

Hundreds of hours wasted pointlessly in traffic…

Now, they're family time. Priceless.

Tons of money saved, too.

Less shelled out for gas, three-piece suits, and full-time daycare.

All that represents more money in your pocket.

You’ll spend way more time at home, too.

Remote-working parents aren't just names on a school form anymore—

They're there, in the thick of it, day in, day out.

Because remote work's not just a job thing—

It's a family thing.

Balancing life, work, and everything in between…

That’s an employee benefit if I ever saw one.

And why I’m delighted to be a remote-first studio.
Post image by Sam Szuchan
My team works completely remote from around the world.

We’ve never shared an office. Or even met in person.

And here’s why I love it:

→ No hours-long daily commutes for anyone
→ We have way more time with family
→ I spend $0.00 on office space
→ I can work with global talent

Some other cool things about my remote team:

→ One writer, based in California, works at the beach AND the mountains
→ My designer in Spain regularly travels with family
→ Another works from Asia on a flexible schedule

Some say this isn’t possible — we’re too distant, can’t synergize, etc.
But that isn’t the case at all. We make it work with…

1. Clear expectations and deadlines from the get-go.
2. Mutual trust as the foundation of our culture
3. Occasional check-in calls to sync up

Because remote work isn’t just about freedom or flexibility, honestly—

I truly believe this kind of team is the most productive. Why?

No racing to beat the traffic, no pressure of face time in the office…

Just focus on the work at hand. It’s almost impossible *not* to focus.

Makes sense, doesn’t it?
Post image by Sam Szuchan
Want to retain your best employees?

→ Let them work remotely
→ Leave your ego at the door
→ Don’t let clients disrespect them
→ Never hesitate to pay their worth
→ Don’t expect them to be online 24/7
→ Encourage (and accept) their feedback
→ Avoid messaging them on the weekend
→ Never discourage them from taking time off
→ Measure productivity by results created, not hours spent at a desk

Just try it—

Your talent retention issues will disappear.
Post image by Sam Szuchan
Managers and CEOs of the world:

When you micromanage employees, you...

→ Destroy trust
→ Lower morale
→ Increase stress
→ Reduce creativity
→ Increase turnover
→ Guarantee burnout
→ Hurt decision-making
→ Disrupt communication

...all while gaining absolutely nothing.

So I have to ask: why is this still a thing?

Let’s do this instead:

→ Praise in public...
→ ...and critique in private
→ Let people work remotely
→ Give them plenty of time off
→ Keep meetings to a minimum
→ Don’t hesitate to pay their worth
→ Listen to (and apply) their feedback

And most of all, have an open-door, judgment-free, no-drama culture.

Because instead, you’ll get a happier, more creative, and more productive team with sky-high retention. And you’ll feel better, too.

And who wouldn’t want that?
Post image by Sam Szuchan
My inbox is overflowing with people asking for work.

Even though don’t have any job postings—

Nor have I signaled in any way that I’m hiring.

But people are still reaching out. Non-stop.

You might think it's just job seekers, right? Wrong.

Most are actually employed—even from big companies you’d recognize.

But they all have one thing in common:

They're being pushed back to the office…

And they're desperate for remote work.

So what's the message here? Simple:

If you hire remote (even just for some roles)...

You instantly become a top choice for talent around the world.

My little agency is picking first from the global talent pool…

All because I offer freedom:

Work from home, on your own hours—

Just get good work done on time.

So, employers: if you CAN go remote—even partially—but DON'T?

In 2023, that's self-sabotage. Big time.
Post image by Sam Szuchan
“Busy” workers are not productive workers.

Why?

Because everyone in your company should exist to solve a specific set of problems as efficiently as possible.

And, if while trying to solve those problems, they’re bogged down with:

→ Excessive emails
→ Micromanagement
→ Constant meetings
→ Waiting for approvals
→ Being assigned to tasks outside their scope

…they’re not being productive; they’re just spinning their wheels (on your dime, to boot).

Instead, strive to build a team of people that:

1. Sign on
2. Solve the problems they exist to solve (with zero friction)
3. Sign off

This way, they’re happier, and you’re happier.

Everyone wins.
Post image by Sam Szuchan
Remote work isn’t just awesome for employee flexibility—

It's a revolution for *employer* flexibility, too.

Why?

Because remote infrastructure has incredible fluidity in scaling up or down.

After all, you’re not constrained by an office—

So whenever you need to adjust your workforce,

You can do it incredibly efficiently (and much less costly).

That's a massive advantage for any company—

Because that sort of flexibility is unparalleled.

We’re talking about streamlining operations like never before.

It's not just convenient…

It's strategic.

So, when I think about remote work, I don’t just think “convenient.”

I see a powerhouse tool for business excellence.

So embrace it.

Because in a world where change is constant...

Adaptability isn’t just an asset—

It’s a necessity.

And remote work is sure way of unlocking it.
Post image by Sam Szuchan

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