I am Marjorie Di Placido, a specialist in remote work and new forms of work organization. For years, I have been working to make teleworking clear, structured, and genuinely beneficial, for both companies and talent.
Remote work has been central to my professional life for over 16 years, long before it became a public topic. I understand its strengths as well as its pitfalls.
My approach is based on a strong conviction: remote work cannot be improvised; it must be built.
A career rooted in the field
As a former HR Director for a fully remote company, I managed and supported 125 employees remotely on a daily basis, through good times and bad. This experience allowed me to structure high-performing, humane, and sustainable distributed organizations by working on processes, management, team culture, and working conditions.
Today, as the founder of Wonder Remote™, I leverage this on-the-ground expertise to assist workplace stakeholders facing the challenges of remote work and the future of work.
A complete ecosystem to support and guide
Wonder Remote™ means:
- Auditing the quality of its remote work practices (with access to Remote Friendly certification)
- Supporting managers and employees in their daily lives: one-on-one exchange sessions
- Clarifying and structuring remote and hybrid policies
- Discovering practical and educational resources (guides, tools, methods)
- Supporting transformations related to remote work and organizational evolution
- Combating remote washing by making practices truly transparent
- Informing and engaging through a weekly independent media outlet
- Building connections through a highly engaged Discord community
All through an approach that is pragmatic, human, and operational, always connected to the realities on the ground.
Remote work is a powerful lever for performance, inclusion, and quality of life, provided it is designed with rigor and consistency.
Thanks to a more flexible, responsible, and individual-respecting future of work, distance becomes an opportunity rather than a factor of disengagement.
3 key tips for effective remote work in a company
- Structure before becoming flexible
Remote work functions best when initial rules are clear: expectations, communication methods, team rituals, responsibilities. Flexibility without a framework creates confusion, not performance. Structure must therefore be your pillar.
- Train managers for remote work
Managing remotely is not something to improvise. It requires specific skills: objective-driven management, written communication, trust, and monitoring without excessive control. Without supported managers, remote work won't last.
- Measure the quality of remote work, not connection time
The real indicator isn't a constantly "online" status but what relates to the work delivered and everything around it. This includes the final work, but also clarity, mental load, collaboration/communication, engagement... What isn't measured cannot be improved.
📬 Contact Marjorie DI PLACIDO
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