Estimated reading time: 9 minutes, 28 seconds
By Katie D. Scheuer, Curriculum Specialist at Workplaceless
For some, these words inspire an array of emotions: dread, joy, terror. For me, it’s pure and radiant “this is what life is all about” happiness. Team builders for me are what sports are for others.
It started with theatre games at summer camp (“This is a tick. A what? A tick. Oh, a tick! This is a tock!), and in college I insisted on being “Ice Breaker Chair”, a made-up role for my volunteer organization. I host “Teach Me Something New” parties with my friends. My dreams come true when Charades are played on ski trips and when baby showers have improv games led by zany aunts.
When I started working remotely, I wasn’t sure how I would handle working by myself after years of leading workshops, teaching, and coaching live on college...
Estimated reading time: 5 minutes, 27 seconds
Buffer and AngelList’s 2020 State of Remote Work reveals that 43% of companies are hybrid, meaning part of the team is full-time remote and part of the team works out of the same office. However, an additional 24% of companies allow individuals to work from home on occasion. That’s a total of 67% of companies who are navigating the complexities of remote vs. in-office dynamics. We wanted to understand in more depth the challenges that these hybrid-remote teams face on a daily basis.
At our Networkplaceless event, we specifically asked attendees, “Does your company have a plan in place to address hybrid team communication gaps?” Thirty percent of respondents said yes, 39% said no, and another 30% said not sure. (Note: if your team members aren’t sure, it’s probably time to revisit your policy and make communication improvements).
In order to provide solutions to some of ...
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...
Remote work is growing—rapidly. Work-from-home roles have grown by 173% since 2005. But that remote work trend means different things for different people, and for different organizational structures. Some teams are 100% remote, but more often we see teams that are a mix, or hybrid of different working models.
So when we refer to different working models, what do we mean?
You can reference all of this terminology in our remote work dictionary.
Within a hybrid team model, there can be variances of experience: if there’s only...
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...
“Remote work has a particularly unique opportunity to offer more diversity and have a more robust, diverse population… But it certainly in and of itself will not resolve diversity issues.”
Jordyne Blaise, Diversity, Equity and Inclusion Strategist with remote team experience, shared this sentiment during her guest speaker presentation for our December Networkplaceless event. The topic of discussion was, “Exploring Solutions to DE&I for Remote Teams”—admittedly, a lofty goal to accomplish in a 25 minute presentation. However, Jordyne provided us with a framework to establish solid DE&I strategies and challenged us as individuals to instill new habits with DE&I in mind.
Jordyne shared the following grounding principles. While DE&I strategies are not one-size-fits-all, these basic principles hold true regardless of the type of organization or current status of DE&I commitment and strategy development.