Remote work sounds like a dream. Until it’s not.
As digital agencies and corporate teams continue navigating flexible work models, hybrid schedules, and Slack threads that never end, one big question remains:
Can working from home really work in high-performing digital environments?
In this episode of Creative and Code, Jay Boston shares ID Digital Agency’s real-world experience trialling WFH, the criteria we set for success (and failure), and the boundaries we built to make it all work.
🎧 Listen now: Creative and Code Podcast
We all know the fantasy:
Work in your PJs
Cut the commute
Find that elusive work/life balance
But here’s the reality:
Remote work only works when it’s earned and maintained. At ID Digital Agency, we’ve seen that flexibility without accountability can derail performance, fast.
Instead of jumping in blindly, we created a clear roadmap to test WFH before making it permanent:
📅 Defined trial start and end dates
📊 Set measurable success and failure criteria:
Were deadlines still being hit?
Was communication seamless?
Were clients satisfied?
👥 Held structured feedback sessions with the team
⚖️ Made it clear that reverting was an option — no judgment
Lesson: Many companies commit without testing. We tested without committing.
We crafted a model that balanced freedom and structure. Here’s what it looks like at ID Digital Agency:
✅ Dedicated workspace only — no cafes, no couch setups
✅ Slack and Zoom ready — be instantly available
✅ Responsiveness = presence — reply fast or flag your status
✅ Calendar transparency — deep work, meetings, and lunch? Log it.
✅ Equal performance expectations — remote doesn’t mean reduced output
✅ In-office attendance — required for retros, WIPs, major client presentations
“This isn’t micromanagement — it’s professionalism.”
Let’s bust the myths:
❌ Working from a hostel in Bali with dodgy Wi-Fi
❌ Responding to Slack post-smoothie at 10am
❌ Babysitting while “working”
❌ Going offline midday with zero notice
Remote work requires more structure, not less.
If you're running a digital team, ask:
Do we test flexibility or hand it out permanently?
Are remote team members as present and accountable as those onsite?
Do we have clear performance benchmarks for remote success?
Are we honest about what’s working — and what’s not?
At ID Digital Agency, flexibility is earned, not given. Team members who:
Deliver consistently
Communicate clearly
Add value across projects
…get the autonomy they’ve earned. And they thrive because of it.
Remote work isn’t about bean bags and broadband — it’s about trust, performance, and well-defined systems.
WFH should be trialled before being adopted permanently
Business outcomes beat personal preferences
Flexibility only works when trust and structure coexist
Communication and instant availability are non-negotiable
Remote models can thrive — but they’re not for everyone
Catch the full episode of Creative and Code and discover how digital teams can stay connected, accountable, and high-performing — no matter where they log in from.