One-on-One meetings are crucial for building a robust and professional relationship based on empathy and trust between managers and direct reports. They are even more critical at a remote-first company like BrainGu, where proverbial watercooler conversations and check-ins aren’t possible.
In the early days of BrainGu, we were working on our first government contract, and in the process of developing and establishing our remote team communications protocols. We discovered a gap in our methods. We didn’t have a non-intrusive way to acknowledge a message. If someone were to reply to a comment with “Got it,” or “Roger,” or any variation a notification would be sent out to everyone associated with that message, which was quite unnecessary.
At its core, our philosophy of “Changing the Box” is about making a positive impact. Traditionally, the saying is "think outside the box." All too often, when approaching the "impossible," it is assumed that a current or previously tried approach is entirely useless. We believe that all progress against a difficult outcome is valuable, so we seek to evaluate the situation, maximize its strengths, and minimize its weaknesses. If it can be avoided, we don't want to abandon the box; we want to change it for the better – leveraging its strengths to give us a head start on solving the problem.