@@ -30,7 +30,7 @@ In an asynchronous company, team members are given [agency]({{< ref "values#give
If someone is [traveling]({{<ref"./people#travelers">}}) to a new time zone each month, or chooses to spend a beautiful afternoon [with family]({{<ref"./people#worklife-harmony">}}), that's their [prerogative](https://about.gitlab.com/blog/2019/12/10/how-to-build-a-more-productive-remote-team/).
Unsurprisingly, providing those who are capable of being [managers of one]({{<ref"values#managers-of-one">}}) with this type of autonomy leads to extraordinary [loyalty]({{<ref"./remote-benefits#for-your-organization">}}), [retention]({{<ref"people-group-metrics#team-member-retention">}}), and quality of work.
Unsurprisingly, providing those who are capable of being [managers of one]({{<ref"values#managers-of-one">}}) with this type of autonomy leads to extraordinary [loyalty]({{<ref"./remote-benefits#for-your-organization">}}), [retention](/handbook/people-group/people-success-performance-indicators/#executive-summary), and quality of work.
To further optimize this approach, consider adding a "[flexible time off policy]({{<ref"paid-time-off#a-gitlab-team-members-guide-to-time-off">}})", which means team members do not need to ask permission to step away from work.
