Estimated reading time: 5 minutes, 38 seconds
A new decade inspires all sorts of predictions about the soft skills and hard skills needed for the future of work. At Workplaceless, we've identified the skills that are needed to thrive in remote work environments, because being able to work, collaborate, and lead remotely is crucial to developing a career that can adapt to an increasingly distributed work environment.
No matter what skills you are looking to develop, in order to gain them, you need to start with the most important skill of all: the ability to learn autonomously and placelessly.
At no time has this skill been more critical than in our current economic reality, when all that’s certain is that it’s impossible to accurately predict how or to what extent changes like widespread adoption of workplace automation will affect our work and daily lives. This...
Why we’re talking about this
Emergency Remote Overview
Resource: Emergency Remote Checklist
Resource: Unexpected Remote Work Course & Remote Workday Module
Sustainable Remote Roadmap
Resource: Company Remote Readiness Assessment
Still Have Questions?
Frankly, novel coronavirus (COVID-19) is not a reason we want to be talking about remote work. We've hesitated entering into the now trending conversation, as it's a serious issue that is affecting lives and livelihoods across the globe. However, as we see companies turning to remote work as a potential solution to help the stem the spread of the infectious disease, we have additional concerns:
We believe in the power and potential of remote work, and we’ve been working to define for you how we make remote work work for the long-term. Let’s break down our mission.
The demand of remote work refers to the number of workers seeking remote or flexible job opportunities. People are seeking remote work for a wide variety of professional and personal reasons.
Entrepreneurs, working parents, freelancers, travelers, digital nomads, people with disabilities or chronic illnesses, students, military spouses, retirees, and anyone who wants better work-life balance might be able to find work where they couldn’t before.
However, when we take a look at remote-first companies, such as Doist, we see that the number of job applications far outpaces the number of roles available at 1,000+ to 1 ratio. The likelihood of getting hired...
By seeking remote hires, companies open themselves up to a global talent pool of endless possibilities when it comes to driving diversity initiatives. However, companies leveraging this strategy need to proceed with caution if they’re hiring remotely as a quick-fix or cure-all for diversity challenges. In fact, during our November Networkplaceless virtual networking event, the overarching theme was:
Remote does not automatically equal diverse, nor equitable, nor inclusive.
It’s important to note that any discussion of diversity, equity, and inclusion (DE&I) is informed by context, culture, and the experiences of teams and individuals. As our Networkplacless community exemplified, remote teams and remote workers experience unique yet overlapping concerns when in comes to DE&I. As the participants shared their own backgrounds and insights with the group, several common challenges were identified:
During the first week of November I attended Nomad City 2019, a 3-day event in Las Palmas, Gran Canaria, Spain featuring workshops, keynotes, and discussions about remote work. Conferences are valuable learning experiences, and this event was no exception! I left the event feeling energized, informed, and better connected to a community of people who believe what I believe: remote work is critical to improving work, and by extension, our lives.
To use the conference tagline, “We work from the places we love.”
Workplaceless’ mission is to positively impact both the supply (remote roles available) and demand (employees seeking remote roles) of sustainable remote work opportunities. We do that by providing engaging learning experiences that prepare people to thrive in remote work—and since these experiences are informed by current trends and best practices in remote work, we make sure that we’re involved in conversations like the ones hosted...
Since Workplaceless first engaged in the mission of teaching remote skill development, a primary aspect of our vision has been to leverage remote work as a way to increase accessibility of employment opportunities for under-served areas and populations. As we set out to advance this goal, we were grateful to be connected with Lorraine Charles, Director and Co-founder of Na’amal, who shares a similar vision of remote work as a means to provide opportunities for refugees and other vulnerable populations.
We are excited to announce the next phase of our relationship: a pilot Workplaceless training program specific to Na’amal and the refugee communities it supports.
Background on remote work for refugees
Charles has studied employment opportunities available to refugees and examined remote work as offering potential solutions.
“In many refugee-hosting countries in the Middle East, refugees have limited access to employment because of legal...
Updated February 26, 2020
Estimated reading time: 6 minutes, 55 seconds
Remote work, telecommute, live/work—whatever you want to call it—the concept isn’t new. Humans have been making their living outside of co-located offices for years. The resurgence of the “workhome” came on slowly, but it’s reached a fever pitch and the writing is on the wall for businesses and job seekers alike; remote work is here to stay.
However, in our mad dash out of the offices, there hasn’t been much time dedicated to addressing the skills needed to be successful at working remotely. Hiring managers the world over find themselves now in situations of back-filling competencies that haven’t been comprehensively considered. Hiring remote workers isn’t just about the bullet points on a resume—there are layers of innate and learned skills that are often difficult to suss out or even control for when hiring and evaluating team...
We’ve all read the declaration that remote work is on the rise and expected to grow exponentially in the coming years. Yet, some companies are changing course by banning and limiting remote opportunities, finding comfort in supposedly having more controlled work environments in brick-and-mortar offices.
A recently published SHRM article (“Why Are Companies Ending Remote Work?”) discusses the reasoning behind the shift of large corporations such as IBM, ATT and Yahoo to recall remote employees. Specifically, the author identifies the following concerns with remote work:
Have you considered ditching a brick-and-mortar business set up to enable your teams to work remotely?
Your bank account would certainly welcome the significantly lower overhead and fixed costs. And your conscience would likely rest at ease knowing that you’re decreasing a broader carbon footprint, thanks to lower utility consumption and eliminated commutes. Plus, there’s that massive talent pool you are now able to tap into... hiring, retaining, and training all-star professionals without location-based or cost-of-living salary constraints. More research-backed reasons companies can benefit from going remote.
According to Werk’s recent research report, “96% of employees in the U.S. workforce need some form of flexibility at work, yet only 42% have access to the type of flexibility they need, and only 19% have access to a range of flexible options.” To be able to offer flexible options puts your organization at a serious advantage in the...
Over the years, career and technical education (CTE) hasn’t gotten its due respect. This is, of course, my opinion, but I feel confident saying that at best it is misunderstood, and at worst, it is grossly underestimated as a promising learning pathway for high school students. Career and technical education plays an important role in the conversation about both the future of work and the future of learning—here's why.
CTE directly prepares students for high-wage, high-demand careers in a variety of professional fields like health care, information technology, advanced manufacturing, hospitality, marketing and many more; as a methodology, CTE encompasses everything from in-class learning to certification programs to work-based learning opportunities in the field.
CTE is experiencing a Renaissance of sorts. Perhaps the most exciting part is that the often hands-on, tactile learning-by-doing approach it incorporates...