Estimated reading time: 5 minutes, 25 seconds
September 2021 marked our 4th birthday at Workplaceless, and we hosted our final Networkplaceless event focused on async vs sync communication. While some news outlets represent remote work as a passing trend with an end in sight, savvy organizations are not only embracing remote and hybrid work, but empowering flexibility by shifting to async-first practices.
Since async-first work habits save time, reduce interruptions, increase autonomy, prevent burnout, reduce micromanagement, and combat inequity, we spent the majority of the session targeting attendee pain points and brainstorming solutions that leverage strategic use of synchronous communication and emphasize async. In fact, 100% of attendees expressed a desire to shift toward async-first communication to help solve some of their challenges.
Common struggles include:
Zoom fatigue first entered our work...
Originally published June 2019. Just as relevant in July 2021.
As of June 2019, 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.
An article published by SHRM (“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:
Estimated reading time: 4 minutes
Even though the sun is setting earlier in the Northern Hemisphere, the remote work days are getting longer—48 minutes longer according to research that explores teams impacted by COVID. We’re all feeling the impact—69% of employees are specifically reporting symptoms of burnout. As winter approaches, remote leaders need to prepare for increases in feelings of isolation and fatigue among team members. It’s time to be more conscious than ever about putting safeguards in place to protect employees from overwork and burnout.
With such a weighty topic, we called on Cait Donovan, a burnout expert and acupuncturist, to lead our October Networkplaceless event and share strategies for preventing and managing burnout. She maintained a positive atmosphere and created an open space for conversation, guiding the group through the key reasons why remote workers experience burnout.
From her years...
Estimated reading time: 4 minutes, 20 seconds
You’ve seen the announcements by now—Twitter is allowing employees to work from home forever, Zillow through the remainder of 2020, Nationwide will be permanently hybrid—it’s safe to say that the shifts to remote work have accelerated rapidly. But with all of these sudden expanded remote work adoption policies, are organizations ready to tackle some of the biggest challenges of remote teams at scale? Always rising to the top of the list is challenges in remote communication.
When teams are distributed, what are the more effective ways to share information, transfer meaning or understand one another? We gathered as a remote community during our May Networkplaceless event to brainstorm in detail the types of challenges in remote team communication.
We first asked attendees to consider the four components of communication:
Estimated reading time: 7 minutes, 55 seconds
The everyday role of human resources professionals includes ensuring that productivity and performance goals are met within an organization. However, the sudden shift to remote work in response to COVID-19 has presented a myriad of incremental people management concerns due to the anxiety and uncertainty employees are experiencing. Furthermore, AON’s recent study shared by Human Resources Director reports that HR responsibilities have been stretched to include crisis management and business continuity. On top of that, only 8% of HR respondents felt they were sufficiently equipped and ready to deal with the challenges posed.
Matters are complicated further, one attendee noted, because there’s often a lack of support for human resources. In other words, who takes care of HR when HR is taking care of managers and teams? HR professionals, in particular, are experiencing heavy loads of emotional labor, a term...
By Jacqueline Zeller, CMO of Workplaceless. Currently working from home alongside two kids at home.
As many more of us are shifting our working habits to work from home, parents are increasingly finding themselves at the intersection of both emergency remote work and emergency online learning. Even for those of us who have been working remotely for years and have found solutions to some of the challenges, working from home with kids (#WFHWK) is a whole new ball game.
There will be days that will feel like productivity triumphs and days that feel like the triumph is solely that everyone is still alive and fed. Forgive yourself. And forgive your teammates. This is hard and no one has a perfect solution.
With expected stay-at-home timelines continually being extended, looking back at the original two week guidance seems like a utopia. On top of that, advice is conflicting. Set a...
We hosted our March 2020 Networkplaceless event on a regular schedule prior to the surge in remote work and school closures due to social distancing recommendations to stem the spread of COVID-19. These are the results of those conversations, however, elements are applicable to many more professionals as they enter virtual working relationships for the first time.
Humans are social beings. While this may manifest itself differently in every individual, it's important to recognize that interacting with colleagues is essential to building and maintaining trust in any team. And that trust is a critical element in any team’s success.
Continuous interpersonal interactions aid in achieving business objectives, reaching personal development goals and frankly keeping our sanity. These interactions become more important, yet more challenging, when team members are distributed. By not being physically located next to one another, employees miss out on the impromptu conversations...
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 one remote...
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:
By Kimberly Bringas, Remote HR Expert
Any opinions expressed within this blog post are those of the author and not necessarily held by Workplaceless itself.
A common misconception about remote work is it doesn’t require anything more than giving an employee remote based tools to do their work. “Here is slack, zoom and a working computer, you’re remote now.”—it’s not quite that simple. In actuality, it’s often overlooked that building a successful remote work environment requires the same level of care, attention and proactiveness as an actual office space. As the former Senior HR Manager at Olark, I worked on converting PeopleOps based programs, processes and policies using a specific remote lens. It was during this time I learned that remote and office environments have the same goal of ultimately wanting engaged and thriving employees, however remote requires different approaches. This is profoundly evident in the area of employee...