Corine Tan is co-founder of Kona, the wellness platform for remote teams. Her Slack app has helped teams at Asana, Medium, HelpScout, Coffee Meets Bagel, Happy Money, and more improve their emotional health and build trust. The Kona team has interviewed over 550 remote managers since January 2020 and compiled their findings in their annual Remote Manager Report.
When my team at Kona first started interviewing remote managers in January 2020, we had no idea how soon the world would dramatically change. In a span of two months, we witnessed a worldwide remote experiment unfold as entire countries fell into lockdown. We scrambled to record the immediate experiences of managers and documented our findings in our 2020 Remote Manager Report. Three major takeaways emerged from our data:
By Barbara Jovanovic, the Head of Content at SafetyWing.
SafetyWing (YC W18) is here to remove the role of geographical borders as a barrier to equal opportunities and freedom for everyone, by creating a global social safety net for remote workers and nomads worldwide. It’s your home country on the internet.
We're grateful to SafetyWing for sharing their expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
SafetyWing has been a fully remote company from day one. We strongly believe that remote work is the future of work. We also believe that all problems are solvable. Once the pandemic hit, we wanted to make sure we were solving as many problems as possible for the remote community. We did that by offering resources and advice to other companies that were forced to suddenly go remote. The number of teams and leaders that managed to maintain a healthy company culture and motivate...
By Casey Zheng, Growth Marketing Manager at RemoteHQ. RemoteHQ is a collaboration platform for modern remote teams to optimize their virtual productivity.
We're grateful to RemoteHQ for sharing their expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
With a new normal of working remotely for the foreseeable future, teams must learn how to better collaborate in order to maintain high performance. It isn’t surprising that many employees who recently tried remote work for the first time prefer it to being in an office. The flexibility remote work provides has been a game changer for most people. A July 2020 Gartner survey found that 82% of company leaders will allow employees to continue working remotely at least part of the time, and almost half said that their employees may continue full-time remote work.
Companies must now prioritize creating a consistent and sustainable...
By Mark Gregory, Content Marketing Manager for GroWrk. GroWrk delivers, upgrades and services home offices for your teams anytime, anywhere.
We're grateful to GroWrk for sharing their expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
The world’s work setting has changed. Eighty-eight percent of companies mandated or encouraged their employees to work from home when COVID-19 was declared a pandemic. With more than 52% of people reporting working from home now at least one day a week, there are officially more people working remotely (at least some of the time) than those who don’t at all.
As companies transform their processes to accommodate remote work, they must also adapt the benefits they offer to their remote employees. Perks like healthcare, wellness packages, and retirement plans are subject to change as companies hire more people from different geographic...
By Melody Rawlings, Ed.D., MST, Director, Center for Advancement of Virtual Organizations (CAVO)
We're grateful to Melody for sharing her expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
Emotional Intelligence (EI) is an important element when acquiring talent, and developing and managing successful teams. However, EI is not a term or concept recognized or fully embraced as a leadership imperative by everyone in business or on virtual teams. What impact does having EI or lacking EI have on virtual team health and performance?
Daniel Goleman (2011) identifies four generic domains of EI: self-awareness, self-management, social awareness, and relationship management. These include common sense elements such as internal motivation, empathy, and social skills. In contrast, autocratic rulemaking, narcissism, stagnant mindsets, and maintaining an unempathetic...
By Candace Giesbrecht, BSW, CPHR, Strategic HR Consultant.
We're grateful to Candace for sharing her expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
It’s noisy out there, isn’t it? Alerts, bulletins, updates, and so much information. At the risk of adding to the clutter, the thing I most want you to hear is—you’ve got this.
As a leader, being thrust into emergency remote work is more than disruptive. The changes in workspaces, tools, and workflows would be difficult enough. We’re additionally concerned about the effects of isolation, triggers related to pre-existing mental health struggles, kids also at home with schools shut down, wondering if our vulnerable family members will have access to the support they need when they need it, and all the varied considerations that each individual employee is encountering. We do not yet know how the...
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By Teresa Douglas, an American professional living in Canada. She is the co-author of Working Remotely: Secrets to Success for Employees on Distributed Teams.
We're grateful to Teresa for sharing her expertise. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
I walked out of the meeting with housing services feeling like I wasted my time. This was the second group session I attended as the finance chair for our local neighborhood association. After (what seemed like) a highly productive pre-meeting email discussion, I had expected to leave with a decision and a course of action.
Instead, we spent the hour covering the same points discussed in our email chain. The only decision we made was to schedule another meeting to discuss this “very important issue.”
I’ve spent more than ten years as a people and operations manager....
By Ali Riehle, Freelance Designer and Researcher, working remotely since August 2018.
We're grateful to Ali for sharing her experiences, especially as we've dedicated time in our remote community to discuss challenges and solutions to hybrid team relationships. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
Most recently in my role on the design and development team at LUMA Institute, I worked at the company headquarters for a few years, called in from home occasionally, and worked remotely and nomadically for one year. These experiences have presented me with many challenges and have changed the way I think about collaboration and work in general.
Being a member of a hybrid-remote team isn’t easy. At times, I’ve felt isolated, left out, or frustrated by the technical problems this setup can create. Aside from all that, I’ve benefited greatly from this...
Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
When we decided to dedicate two months of our Networkplaceless events to discussing challenges and solutions to diversity, equity, and inclusion (DE&I) in remote work, we knew it would be impossible to tackle everything in that time. We also knew that we needed to tap into diverse perspectives to truly round out the picture and provide tangible advice. With that in mind, in addition to hosting a diversity strategist in December, we reached out to a variety of organizations who are bringing forward opportunities for conversation as well as action. We’re grateful to Power to Fly, LGBTQ+ Workplace, NTI, and Startup Setup for taking the time to share their expertise.
Lauren Hagerty, Senior Manager of Marketing and Community, at Power to Fly, a community and recruiting platform that connects companies to women in tech, sales, marketing and...
By Simon Bliss, Managing Director of Principal People, a recruitment consultancy specializing in Health, Safety and Environment.
We're grateful for expert contributors to our blog content. Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
Working from home can benefit both employers and employees. One often-cited advantage is increased productivity since workers don’t have to spend long hours commuting. Companies can also save on costs if they don’t have to maintain a large office. In addition, since employees are working from home, they can enjoy flexible working hours. Furthermore, this structure can help companies expand their presence in strategic locations.
Remote work usually involves performing a job at home, either on a full-time or part-time basis. However, people working at home will also be isolated from their colleagues and have no direct supervision. Another...