Managing Time Zones in Global Teams

Atlassian has been fully distributed for almost five years. We don’t have all the answers, but we’ve learned a lot about how to keep teams thriving across time zones—and we’re applying those insights every day.  ➡️ Asynchronous work: Async tools are at the core of how we operate. Confluence is our virtual hub where we share stories, celebrate new hires, and collaborate effortlessly. We also use Loom to share videos and give feedback on our own time—avoiding those dreaded “this could have been an email” moments. In fact, we’ve saved nearly half a million meetings using Loom! ➡️ Designing workdays: We’ve learned to structure workdays for focus, collaboration, and meetings (only when absolutely necessary). Teams work across no more than two time zones, ensuring at least four hours of overlap to get things done together. ➡️ Intentional connection: Data shows that real connection happens when teams meet regularly—not sporadically in an office. We provide Intentional Togetherness Gatherings (ITGs), curated experiences, and focused in-person time to collaborate. ➡️ Adapting for different needs: It’s not one-size-fits-all. For example, new hires and grads often benefit from more frequent in-person meetups, so we make sure to offer opportunities for them to connect early on. https://lnkd.in/g2sSbe3v

Think AI in CX is exclusive to big tech giants? That’s the trap. Small businesses adopting AI are outplaying the giants and leading the game. If you’re not innovating, you’re missing the revolution. As a consultant working with SMBs, I've seen firsthand how AI tools are leveling the playing field. Recently I was asked by one of my clients to come up with a solution for two challenges: Challenge 1: 24/7 customer support with limited staff and agent attrition Challenge 2: Customer retention in a highly competitive market One of the solutions I stumbled upon is Freshdesk by Freshworks. 1. 24/7 Support with Freddy AI Agents Freddy AI Agents can automate repetitive customer queries, providing round-the-clock support without additional staffing. They use natural language processing to understand customer intent, offering personalized responses across multiple channels like the web, social media, and messaging apps. They can handle customer inquiries across multiple languages, provide hyper-personalized responses, and seamlessly transfer more complex issues to human agents when needed. 2. AI-Generated Customer Retention Insights Freddy AI goes beyond basic support by analyzing customer interactions using machine learning algorithms. Freddy AI can: • Provide personalized customer experiences • Generate predictive analytics about customer trends • Provide recommendations to agents to help respond to tickets faster with Freddy AI Copilot • Create actionable insights that help businesses improve their customer retention strategies 3. Multilingual Support and Global Reach     Freshdesk enables businesses to break language barriers through: • Multi-lingual portals and knowledge base • Integration with messaging platforms like WhatsApp, Instagram, and Slack • Ability to understand and respond to customer queries across different languages Tailored support based on customer preferences and history, creating unique interactions Bonus Insight: When implementing an AI solution, focus on AI that is immediately usable and directly supports business objectives, ensuring your SMB can leverage advanced technology without complex implementation. Have you given AI a thought for your CX? Any additional tactics, thoughts or tools?

The workday is stretching - and so is the strain on teams. 1 in 5 meetings now happen outside of regular hours. Meetings held after 8pm local time are up +16%. Other new Microsoft data covered by the WSJ and Axios shows: 🌍 30% of meetings now span multiple time zones (up +35% since 2021) 🔔 The average worker gets pinged every 1.75 minutes - that’s 275 times in an 8-hour day 🗓️ 57% of meetings are ad hoc - called in the moment without a calendar invitation Flexibility can be freeing - but without guardrails, it quickly turns into “always on.” Future Forum research had revealed that employees value TIME flexibility even more than LOCATION flexibility. But the complexity of coordinating across time zones and hybrid schedules? That’s where things often break down. 🗺️ A foundational exercise to help with this is to map the geographic anatomy of your team - location, time zones, hybrid schedules. You’d be surprised how often teammates don’t know each other’s locations and time zones! This mapping exercise creates visibility into when and where people are working. 💡 Then the team can build smarter sync and async collaboration rhythms, set availability norms, and avoid always-on burnout. It's one step in my proven process to develop Team Working Agreements that drive clarity, trust, and sustainable business results. 📥 Download the free mapping exercise: https://lnkd.in/eRTZnVUf Read the The Wall Street Journal article: https://lnkd.in/eMfgTDE5

"How do you do it?" That’s the first question I often hear when I hop on a call at 11pm/12am my time. After 1.5 years at MoonPay, I’ve gotten used to it — and truthfully, I enjoy it. MoonPay has been one of the most intense yet fulfilling companies I’ve worked at. Operating in a predominantly EU/US-based company while being based in Singapore has taught me a few things about leadership, impact, and how to make this setup work. Here’s what I’ve learned about operating remotely across time zones: 1️⃣ Leadership roles don’t have to be tied to HQ. The idea that you can’t join a leadership position in a global company from Asia is a myth. When I was looking for my next role, I set clear criteria: - Find a global company that’s nailed PMF for its core product. - Focus on companies expanding and scaling, where execution is valued over location. A cold LinkedIn message to Zeeshan Feroz kickstarted my journey — proof that when companies are scaling fast, they care more about what you can deliver than where you’re based. 2️⃣ Time zones force you to be intentional. “Don’t you lose work-life balance working EU hours?” That’s the second question I get. Here’s the truth: time zones make you a master of time management and prioritization. - It’s about impact, not hours: The key is delivering results. Align on priorities and focus on high-leverage work. - Boundaries matter: Remote work comes with the temptation to always be “on.” Learning when to engage and when to step back keeps you sharp and avoids burnout. Far from being a limitation, time zones push you to focus on what truly moves the needle. 3️⃣ Remote work is all about communication and ownership. Working remotely, especially in a fast-paced company, changes the way you operate: - Asynchronous is a superpower: Tools like Google Docs, Slack, and Loom make structured updates and documentation essential. Clear, proactive communication builds trust and keeps everyone aligned. - Own your calendar: Not every call needs to be a meeting. Protecting time for deep work is critical for long-term impact. - Impact > Location: Leadership roles and opportunities aren’t tied to a city or an office. If you can execute, deliver, and drive outcomes, your work will speak for itself. 4️⃣ Culture still wins, even remotely. Trust, autonomy, and shared values are the foundation of a great remote team. MoonPay’s focus on fostering this culture has been a game-changer for me. At its core, working at MoonPay has shown me that impact has no borders. Leading remotely challenges you to: ✅ Prioritize outcomes over hours. ✅ Communicate proactively and intentionally. ✅ Focus on what truly matters — and let results speak for themselves. It’s not always easy, but it’s fulfilling. I’m grateful for the journey so far and excited to keep building the future of payments at MoonPay. 🌍

If You're Struggling With Workplace Inclusion, Try This...   → Neurodiversity Integration Framework   Last week, I audited a Fortune 500 company's workspace. What I discovered was shocking. Their "inclusive" office was actually excluding 15% of their talent pool.   The bright fluorescent lights. The open office chaos. The rigid 9-5 schedule.   All of these were silent barriers keeping neurodivergent employees from performing at their best.   Here's what we implemented:   1.   Sensory Zones - Created dedicated quiet spaces - Installed adjustable lighting - Provided noise-canceling equipment   2.   Communication Flexibility - Introduced written and verbal instruction options - Implemented structured feedback systems - Added visual aids for complex processes     3.   Adaptive Scheduling - Flexible work hours - Remote work options - Designated decompression areas   Living with cerebral palsy taught me this:   When you design for accessibility, you create excellence for everyone. The most successful companies aren't just accepting differences - they're leveraging them.   The India Autism Center has been pioneering this transformation, offering guidance to companies ready to embrace change.   The question isn't whether to create autism-friendly workplaces.   It's why haven't we done it sooner?   #asksumit   #iac

After being hired 4x by the same client from Europe, I’ve reflected on the key lessons that make collaboration effective and meaningful Here’s what I’ve learned: ❎ Understand their visible needs only ✅ Understand their underlying needs → Building trust & understanding takes time & patience ❎ Stick to the rules/SOP/guidelines only ✅ Communicate clearly & adjust to their communication style → Effective communication builds safety, comfort, and trust ❎ Assume everyone knows your culture ✅ Prioritize mutual understanding & respect across cultures → Embracing diversity with empathy strengthens relationships It means, Collaboration is not just about completing work It’s about building deeper relationships So, here are a few things I aim to keep in mind: —Stay consistent —Ask for feedback regularly —Keep learning and adapting to fill gaps PS: Are there any other lessons that are often overlooked that you would like to add?

For most of us who work in a global environment and global companies, diversity is always at the top of the agenda 🌍💼. In a world where multiculturalism is growing rapidly, educating others is part of creating a welcoming culture of diversity and inclusion, both in and outside of work 🌱🤝 With Ramadan starting 🌙, this is the perfect occasion to remind us how we can be inclusive and support the diversity of our colleagues fasting, and how we respect our external stakeholders who might also be practicing fasting 🙏 Diversity is focused on representation, while inclusion practices are more about how to help groups feel as if they belong 🤗. So, learning more about the occasion and explicitly showing support to colleagues fasting can make this group feel a sense of belonging 💖 Now you might ask, how can we be more inclusive during the month of Ramadan? → Don't be afraid to ask questions, showing interest gives a sense of belonging 💬💛 → Managers can privately ask their direct reports if they would like any special accommodations 🧑💼🤔 → In a global setting, watch out for time zones and avoid scheduling meetings during Iftar (the evening meal with which Muslims end their daily Ramadan fast at sunset) 🌅🍽️. A simple Google check on the time difference and where the colleague is based will tell you what times to avoid ⏰🌍 → If you notice a coworker isn't fasting, try not to publicly ask why 🚫 → Don’t make jokes about your colleague not having coffee or eating lunch ☕🍽️ → Avoid eating or drinking in a face-to-face meeting, and in virtual meetings if you have your camera on 🎥 → Don't forget to wish people fasting Ramadan Kareem 😊🌙 #ramadankareem #diversityandinclusion #diversity #inclusion

🌐 "How can we lead inclusive team meetings when our team is so widely distributed across timezones?" That's a question our #Inclusion Strategy team at Netflix has been reflecting on quite a bit lately – and that's surely not an issue we face alone. Here are some ideas that popped up as we put our geographically distance heads together to ensure that everyone has an equal opportunity to participate in discussions that are relevant to all: 1️⃣ Establish a Meeting Time Rotation: to ensure fair participation, create a rotating schedule for your meetings. This means alternating meeting times to accommodate different time zones, so that each team member has an opportunity to attend during their regular working hours on a rotating basis. 2️⃣ Consider Core Overlapping Hours: identify the core overlapping hours when the majority of team members are available. Aim to schedule important meetings during these hours to maximize attendance. This may require some flexibility from all team members, but it fosters a sense of shared responsibility for ensuring everyone's voice can be heard. 3️⃣ Prioritise Meeting Relevance: ensure that meetings are called only when it's essential for all team members to be present. Avoid scheduling meetings for routine updates that can be shared asynchronously, giving team members more flexibility to manage their schedules. 4️⃣ Create Pre-Meeting Materials: provide agendas, and key discussion points well in advance, so team members who cannot attend live sessions can still contribute their input asynchronously. This way, everyone can stay informed and engaged in the decision-making process. 5️⃣ Encourage Rotating Facilitation: consider rotating meeting facilitators to accommodate different time zones. This not only distributes the responsibility but also allows team members from various geographies to lead discussions and bring diverse perspectives to the forefront. 6️⃣ Use Inclusive Meeting Technologies: leverage virtual meeting tools with features like real-time chat and polling to foster engagement from all participants, regardless of their location. Consider having all meetings recorded by default (unless there's a compelling reason not to), streamlining access to the team immediately after each recording is ready. 7️⃣ Promote Open Feedback Channels: establish channels for team members to asynchronously provide feedback on meeting times and themes, and communication methods. 8️⃣ Acknowledge and Respect Personal & Cultural Differences: be mindful of cultural practices and observances that may impact team members' availability or participation. Strive to do the same about individuals' needs, too (like dropping kids at school). These strategies can help create an inclusive and equitable approach to meetings, enhancing the chances of all team members feeling valued and empowered to contribute. How else can you foster that? 🤔

A simple way to be more inclusive in just 5 minutes! Do you meet with people virtually? Give people an option not to be on camera. ❌ And not just in the moment when it may be awkward to ask for this. The way you can do this in the next 5 minutes? ✅ Add a question to your Calendly, Google Cal invite, email, or whatever way you’re scheduling that simply asks whether the preference is for cameras on or off. No why or explanations are needed. Reasons why people may want to have their cameras off (that are completely their business): ↳ neurodivergence ↳ kids in the background  ↳ lack of office space  ↳ body image concerns  ↳ zoom fatigue  ↳ connectivity issues ↳ they just got over a cold and have to use tissues every 5 seconds (hi me) Whatever their reason is, unless there is a very compelling reason to enforce cameras, just give people the option. I say this as someone with an expressive face who loves utilizing the Zoom camera as a mode of communication. Some questions for the comments ⬇️ Is this something you're doing already? If so how are you implementing it? If not, why? --- #virtualcare #healthtech #healthequity #neurodiversity #intersectionality #nursesonlinkedin #healthcareonlinkedin #remotework

The remote work era demands a new approach to team leadership. With distributed work and hybrid setups becoming the norm, it’s time to re-evaluate traditional frameworks. Inspired by Patrick Lencioni’s "Five Dysfunctions of a Team," I adapted it for remote teams—because the rules have changed. 👀 𝗧𝗵𝗲 𝟱 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀: 1️⃣ 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 Trust is essential in remote setups but harder to build without regular face-to-face time. Consistency, transparency, and empathy are critical to bridge the trust gap. 2️⃣ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 In virtual settings, it’s easy to skip tough conversations. Healthy conflict is essential for innovation—encourage open channels for feedback and constructive debate. 3️⃣ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 & 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Misalignments are common without a shared space. Set clear goals, built upon narratives and outcomes — to ensure everyone is moving in the same direction. 4️⃣ 𝗘𝘃𝗮𝘀𝗶𝗼𝗻 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Remote work can blur accountability lines. Establish clear roles, responsibilities, and track progress consistently to build ownership. 5️⃣ 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗼𝗮𝗹𝘀 Digital tools create constant distractions, making it easy to lose sight of team goals. Regularly reinforce your team’s mission, celebrate progress, and debrief setbacks. --- Ready to tackle remote dysfunctions head-on? Here are also 10 practical tips for remote leaders: 1️⃣ Visualize team goals in one shared place 2️⃣ Write weekly async updates instead of a meeting 3️⃣ Set clear ownership of outcomes upfront 4️⃣ Build a “virtual watercooler” for informal chats 5️⃣ Plan quarterly offsites (in-person or digital) 6️⃣ Share small wins weekly to boost morale 7️⃣ Run frequent feedback sessions of different scopes 8️⃣ Set clear deep work timeslots for the team 9️⃣ Create a digital playbook for team processes 🔟 Document, document, document --- What's your view on this? Does it resonate? What other tips would you suggest for remote leaders? #RemoteWork #TeamDynamics #Leadership #HighPerformance --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025.