Guest post by Linda Ginac, CEO of TalentGuard
The world of work is changing rapidly, thanks in part to the advances made in the technology marketplace. As companies continue progressing toward a more modern approach to operations, it is no surprise that an estimated 63% of businesses have remote workers among their ranks. What may be shocking is that half of these organizations have no remote work policy, including the absence of career pathing capabilities for those who work outside the confines of a traditional office. Remote workers deserve the same type of career development frameworks and opportunities as on-site employees, but the distance can make this task more daunting. The good news is that technology makes this less of a challenge for organizations with remote employees.
Here’s what companies need to know about the importance of career pathing among remote workers, and how to implement a sound process for achieving it.
This is a guest post by Chanell Alexander of The Remote Work Life.
In 2016, 43 percent of employed Americans said they spent some time working remotely according to a Gallup survey. This study also found that the opportunity to work from home is becoming a more substantial factor in where employees are deciding to work. So, it is safe to say that remote work is on the rise. However, the variety of jobs that are classified as remote are not as diverse as one would think. According to a study by Flexjobs, there are seven popular industries for remote work.
Flexjobs outlined healthcare, information technology, education, sales, customer service, accounting, and hospitality as common fields for remote work. However, the common denominator for all the positions listed in these fields is the accessibility of the internet. Jobs like customer support, teaching, medical coding, transcription, auditing, and travel agency can be...
A new hire. A new job.
The word new in this context expresses unknown.
In a situation where a new employee is brought onto a team, there are a lot of unknowns on both sides:
The employee is not certain of what to expect of their new position and team; and
The employer is not sure whether the employee will be a good fit or not.
Those unknowns can cause tension and anxiety, not to mention unmet expectations, dissatisfaction, disengagement, and employee turnover.
In a remote environment, there are even more unknowns because you must rely only on virtual communication methods to communicate and understand expectations.
There are several ways you can reduce the number of unknowns in a new hire situation.
Learning and development doesn't just happen in a formal class setting—it can happen anywhere. And one of the beautiful things about the internet is that there is plenty of inspiration to be found for all sorts of topics—including how we work. There is no better example of a source of new ideas than TED. Here are 10 TED talks that will inspire you to work differently, or at least consider the possibilities.
Back in the fall we posted a list of remote work conferences... as is everything else in this space, things are always changing and there are more and more opportunities for connecting with other remote professionals! Here are three events that are coming up this summer.
Dates: May 31-June 4, 2018
Location: Lake Atitlan, Guatemala
Audience: Remote leaders
Remote Work Summit is a leadership conference that addresses the specific needs of business leaders who oversee distributed teams. Hear insights from and connect with leaders from speakers from Dell, Microsoft, Buffer, Automattic, and many many more.
The programming, sessions, and cultural and nature excursions will give you a well-rounded experience.
Dates: June 23-24, 2018
We've been busy here at workplaceless! In addition to content we create on this blog and the content we share on social media, we’ve been developing a portfolio of learning experiences for remote professionals. We are finally at the point where I can share the good news:
We're launching a brand new program JUST for remote leaders:
The Leadplaceless Program is a 3-month program that consists of six complete self-paced courses on Remote Leadership:
1. Culture (Weeks 1-2)
2. Communication (Weeks 3-4)
3. Managing Performance (Week 5-6)
4. Conflict Management (Weeks 7-8)
5. Vision (Weeks 9-10)
6. Learning & Development (Weeks 11-12)
The program begins on September 4, but you can reserve your spot right now!
Let's talk networking events. You know that building a network is important to getting a job and moving up in your career, so you attend them, or at least, you've attended them in the past.
You take your business card and you head over, ready to work the room and meet new connections. Sometimes it pans out, sometimes not. Sometimes, you have to explain what working remotely is all about. And sometimes, it's just a complete wash.
Now tell me this: have you ever wondered why all these events are still done in person? Think about the time it takes to attend traditional networking events: getting ready, traveling to the place, and then the actual event itself, then traveling back. It seems silly to use all that extra commuting time when there are so many tools that are at our disposal now that make simulating face-to-face interactions so much easier.
Well, now there is an event that uses these tools to network virtually.
If you've ever gone through the process of hiring a new team member, you know it can be one of the hardest things you have to do in business. How do you know if someone is the right person? How can you make sure you have the best remote employees on your team?
While there is no one equation to find the perfect fit for an open position (and one might even argue that there is no such thing as a perfect fit) there are some attributes that make an individual a good fit for a remote position. Here are just some adjectives that describe ideal remote employees.
Since remote workers often have to do a lot of digging to get a solid understanding of work structure and expectations, curiosity is a key trait to look for. Does the candidate ask questions? How do they solve problems? Are they invested in their own learning and growth? What are they learning right now, or plan to learn in the near future?
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