Change ref links to regular links

1. [Results](/handbook/values/#results): [Fast growth](https://about.gitlab.com/why-gitlab), [ambitious vision](https://about.gitlab.com/direction/#vision)

1. [Flexible Work Hours](/handbook/company/culture/all-remote/people#those-who-value-flexibility-and-autonomy): Plan your day so you are there for other people & have time for personal interests

1. [Transparency](/handbook/values/#transparency): [Over 2,000 webpages in GitLab handbook](/handbook/about/#count-handbook-pages), [GitLab Unfiltered](https://www.youtube.com/gitlab-unfiltered) YouTube channel

1. [Iteration](/handbook/values/#iteration): [Empower people to be effective & have an impact](/handbook/values/#collaboration), [Merge Request rate](/handbook/product/groups/product-analysis/engineering/dashboards/#merge-request-rate), [We dogfood our own product]({{< ref "using-gitlab-at-gitlab#introverts-of-gitlab" >}}), [Directly responsible individuals](/handbook/people-group/directly-responsible-individuals/)

1. [Iteration](/handbook/values/#iteration): [Empower people to be effective & have an impact](/handbook/values/#collaboration), [Merge Request rate](/handbook/product/groups/product-analysis/engineering/dashboards/#merge-request-rate), [We dogfood our own product](/handbook/people-group/using-gitlab-at-gitlab/#introverts-of-gitlab), [Directly responsible individuals](/handbook/people-group/directly-responsible-individuals/)

1. [Diversity, Inclusion & Belonging](/handbook/values/#diversity-inclusion): [A focus on gender parity](/handbook/people-group/people-success-performance-indicators/#diversity---women-at-gitlab),

[Team Member Resource Groups](/handbook/company/culture/inclusion/erg-guide/#definition-of-the-tmg---team-member-groups), [other initiatives](/handbook/company/culture/inclusion#what-we-are-doing-with-diversity-inclusion--belonging)

1. [Collaboration](/handbook/values/#collaboration): [Kindness](/handbook/values/#kindness), [saying thanks](/handbook/values/#say-thanks), [intentionally organize informal communication](/handbook/company/culture/all-remote/informal-communication), [no ego](/handbook/values/#no-ego)

### Prioritization

Since the team has limited capacity to lean into everything that it may want or be asked to, it is thoughtful about team and individual capacity. Members of the Office of the CEO will be expected to manage both directed and leadership (largely self-directed) work. You can find definitions and examples of directed and leadership work on the [CoS to the CEO handbook page]({{< ref "chief-of-staff#responsibilities" >}}).

Since the team has limited capacity to lean into everything that it may want or be asked to, it is thoughtful about team and individual capacity. Members of the Office of the CEO will be expected to manage both directed and leadership (largely self-directed) work. You can find definitions and examples of directed and leadership work on the [CoS to the CEO handbook page](/job-families/chief-executive-officer/chief-of-staff/#responsibilities).

When newly initiated, self-directed, leadership work entails a significant time commitment (>20% capacity for more than a week), the work being done should be flagged to the CEO in a 1:1 or team meeting. This work should stay on the 1:1 agenda between the CoS to the CEO and the team member for the duration of the activity. If needed, activities may be reprioritized based on top demands and priorities.

1. Percent reduction of minutes spent in synchronous meetings

1. Percent increase in GitLab issue/epic/merge request usage

1. Improved ratio of meeting minutes-to-[GitLab contributions](https://docs.gitlab.com/ee/user/group/contribution_analytics/)

1. Increase in [360 feedback]({{< ref "360-feedback" >}}) citing '[bias towards asynchronous communication](/handbook/values/#bias-towards-asynchronous-communication)' in the Diversity, Inclusion & Belonging field

1. Increase in [360 feedback](/handbook/people-group/360-feedback/) citing '[bias towards asynchronous communication](/handbook/values/#bias-towards-asynchronous-communication)' in the Diversity, Inclusion & Belonging field

### How to have an async 1:1 meeting

Responses are open to interpretation, though the data provide key insights that GitLab leaders may use to better understand the dynamics of their teams and iterate on solutions.

1. While only 1% noted that they were unaware of an operating principle related to asynchronous communication, leaders should not assume that all [operating principles](/handbook/values/) are acknowledged and well-understood. Reinforce and discuss values in [1:1 meetings]({{< ref "1-1" >}}) and day-to-day workflows.

1. GitLab is [public by default](/handbook/values/#public-by-default). If you believe a matter is confidential, check this in the [Not Public]({{< ref "confidentiality-levels#not-public" >}}) section of the Communication handbook.

1. GitLab is [public by default](/handbook/values/#public-by-default). If you believe a matter is confidential, check this in the [Not Public](/handbook/communication/confidentiality-levels/#not-public) section of the Communication handbook.

1. If you find it difficult to get someone's attention via asynchronous means, consider leveraging a synchronous engagement to discuss potential gaps in expectations. While GitLab is articulate about where work happens, some team members work exclusively from [GitLab's To-Do List](https://docs.gitlab.com/ee/user/todos.html) or Scoped Labels and have varying approaches to prioritization (*see Brand and Digital Design's [Working With Us](/handbook/marketing/digital-experience/#working-with-us) handbook for an example*). Assume positive intent, as delays in response may be attributable to putting [family and friends first](/handbook/values/#family-and-friends-first-work-second).

1. The majority of respondents indicated that they leverage synchronous engagements to build rapport and catalyze future async conversations. Having a meeting not because it's *easy*, but because it will create *future efficiencies and cohesion*, is a positive outcome.

1. It is encouraging that GitLab team members feel that they have the tools, support, and training to rely on asynchronous workflows. However, leaders should be mindful of new tools and practices that GitLab can pilot and surface these in the public `#values` Slack channel. [Iteration](/handbook/values/#iteration) also applies to our approach to asynchronous communication.

1. [Leadership](/handbook/leadership/) does.

1. We select for during [hiring](/handbook/hiring).

1. We emphasize during [onboarding](/handbook/people-group/general-onboarding/).

1. Behavior we give each-other [360 feedback]({{< ref "360-feedback" >}}) on.

1. Behavior we give each-other [360 feedback](/handbook/people-group/360-feedback/) on.

1. Behavior we [compliment](/handbook/communication/#say-thanks).

1. Criteria we use for [discretionary bonuses](/handbook/total-rewards/incentives/#discretionary-bonuses).

1. Criteria we use for our [annual compensation review](/handbook/total-rewards/compensation/compensation-review-cycle/).

## What is a forcing function?

A [forcing function]({{< ref "remote-work-glossary#forcing-function" >}}) is any task, activity, or event that forces you to take action and produce a result. This term comes from interaction design, where it refers to a constraint that shapes behavior.

A [forcing function](/handbook/company/culture/all-remote/remote-work-glossary/#forcing-function) is any task, activity, or event that forces you to take action and produce a result. This term comes from interaction design, where it refers to a constraint that shapes behavior.

[Transitioning](transition/) to remote is challenging but worthwhile. For many leaders, the question of "How do we do it?" is a giant one. Whether it's entirely disconnecting from offices and going [all-remote](terminology/), or attempting to create a level playing field for in-office and remote team members in a [hybrid-remote](hybrid-remote/) arrangement, leaders should consider using some of key forcing functions outlined below to ensure a commitment to remote-first practices. At GitLab, we use [forcing functions](how-to-work-remote-first/) to empower and encourage team members to use best practices and to reinforce our [values](/handbook/values/).