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:
Ever ask yourself if you might lose your job to a robot soon? For some jobs there may be an adequate machine or AI replacement; for other more nuanced roles, however, machines may not be able to replace us. As London Business School professor Lynda Gratton puts it in this article about the challenge of scaling soft skills: “... right now and in the foreseeable future, machines are generally poor at understanding a person’s mood, at sensing the situation around them, and at developing trusting relationships.” So really what it boils down to is that robots have poor soft skills. Lucky for us, this is where we as humans can shine and make ourselves irreplaceable!
As LinkedIn CEO Jeff Weiner points out, it’s not coding where we currently have the biggest skills gap, it’s soft skills. He calls it the NO.1 job skill that American employees are missing.
Isn’t it time that we but more effort into developing these sought after...
In our April Networkplaceless virtual event, remote workers and leaders from all over the world shared their thoughts on the top interests, knowledge, and skills that are necessary in remote work, which included curiosity for learning, time management, problem-solving, and adapting to new technology. (See learnings infographic below.)
Developing these, and other job-and remote-work specific skills, is critical to keeping remote teams flexible, competitive, and engaged. Employee training doesn’t just help with skillbuilding, but also improves employee engagement and retention, and can even have a positive impact on your company’s bottom line.
Who wouldn’t want any of that?
So, what’s the hold up?
If you are a manager, trainer, or HR professional and have begun looking into remote skillbuilding, you might find yourself at a loss regarding where to start. There’s a lot of content out there about what remote work skills...
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.
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 supply and demand of the flexible workforce.
Now that the sky's the limit--and...
Training doesn’t just work simply by making employees more efficient; it boosts morale, builds foundational knowledge and discourages turnover. (But you know this already from reading our latest email. If you missed it, though, here’s a link to sign up!)
Good deal. But what about those companies that don’t offer learning and development options for employees? Do they get by unscathed, somehow?
Sadly, no. That scenario comes with its own set of repercussions:
How about a brief trip down memory lane? Recall your first day in a new role.
Your responses indicate whether your first onboarding experience was wholly worthwhile—or worth forgetting altogether. The hard truth: even the best recruiting efforts go to waste when faulty processes disengage employees on Day 1.
So how do we describe this all-too-important intro to a new role and workplace? Onboarding is the process a company employs to acclimate recent hires to its culture, team, workflows and policies. Traditionally, it occurred in face-to-face work environments; fully virtual and...
Conferences are valuable learning experiences no matter your industry—but if you work remotely, conferences can provide you with the rare opportunity to connect with other people in real time, in the same space.
Get ready to block off some time on your calendars—we've highlighted some of the best conferences you can attend if you want to learn more about remote work and learning & development.
Dates: April 16, 2019
Location: Tubbercurry, Ireland
Audience: Remote workers and employers
Grow Remote's mission it is to bridge the gap between remote work and local impact. They've grown to 43 chapters across Ireland and Europe, and at their event in April, they're hosting talks, meetups and the activities of the west for attendees to experience the best of what rural Ireland has to offer.
In the weeks and months to come, you’ll notice an all-new Workplaceless. We’re really excited to share our revamped company branding with you—and not just because a fresh look and feel is a fun change for the New Year.
Kickstarting 2019 with branding that better reflects who we are and what we offer was important to us. And since our specialty is in learning and development programs for the remote workforce, this represented a different kind of journey for our team. Reflecting on the key tenets of our brand meant that we had to define our purpose, core values and mission. (It’s an exercise we would recommend for any company that hasn’t conducted a deep dive on the subject, as there’s no more important work than getting to the heart of what you do, and why you do it.)
In the process, we landed on the following mission statement, which we believe simply and concisely states our reason for existing:
I don’t have to tell you that industry is evolving at a rapid pace. No matter the vertical or sector, the changes we’re witnessing now once took years, even decades to happen.
What does this mean for you? The battle for top global talent is in full swing. Competition is heating up in companies around the world, including those that have distributed personnel and those that are remote-first. In the latter two, in fact, remote leaders like you are placing an emphasis on learning and development (L&D). They’re not only viewing this as a perk for potential hires; it’s a valuable and highly strategic investment in their business.
But if you haven’t already started planning for next year, don’t panic—however, it is time to get a move on. Here’s how to assemble a blueprint that works for your company.
There are three basic components to any winning L&D strategy that aligns internal training with your business needs and goals:
Dozens of speakers delivered valuable advice to a couple hundred remote workers and digital nomads last week at Nomad City.
It was an incredible learning experience—not just because of the facts, information, and processes that were so generously shared. It was because the content was relevant to the audience.
They told stories. They gave clear examples. They answered questions. They gave feedback. It wasn’t just speakers delivering information. It was a conversation.
That makes all the difference between an interesting learning experience and a transformative one:
Discussion. Conversation. Synchronous exchange of ideas.
But… you work remotely. And that means that conversation is not likely to occur organically. You have to make it happen.
How can you do that?