In a low-trust society, many managers prefer employees to work onsite, doubting the productivity of remote work. This trust issue, coupled with process challenges, can be addressed and transformed into an advantage with the right trust-building and process implementation. If 30% of jobs could sustainably shift to remote work: - Commutes and traffic would decrease. - The saved time could be redirected to family or personal development. - A drop in office demand could ease real estate prices. - Talent can be sourced globally, expanding opportunities immensely. - Reduced overhead for businesses with fewer on-site expenses. - Employees can enjoy a more flexible schedule. - Environmental benefits from reduced transportation emissions. - Employees can design their optimal workspaces. - Reduced spread of illnesses in communal office spaces. - Greater work-life balance leading to improved employee well-being.

If you believe that you need to SEE your employees to connect with them, then your problem ISN'T remote work/WFH - it's LACK OF EMOTIONAL INTELLIGENCE and LEADERSHIP. Seriously, let's halt the blame game on WFH or remote work when the true root cause of employee loyalty and engagement issues lies elsewhere. If your team isn't meeting your performance expectations, it's crucial to recognize that the issue isn't solely tied to their remote working conditions or their ability to form connections with colleagues. Instead, it may be indicative of a more profound problem, one where: - Leading by Example: As a leader, you must set the tone and standards for your team. If they're not performing as desired, it could be because they lack a clear example to follow. - Creating Growth Opportunities: Employees thrive when they see a path for personal and professional growth within an organization. If you're not providing these opportunities, it can stifle their motivation. - Hiring the Right People: A significant factor in performance is whether the individuals you've hired are the right fit for their roles. Ensuring a good match between skills and job requirements is essential. Certainly, there will always be individuals who may not pull their weight at work, but attributing this solely to WFH or a lack of office interaction oversimplifies the issue. 😅 It's worth acknowledging that the absence of physical connection can pose challenges, but it's equally important to note that there are numerous ways to address this challenge effectively. #remotework #leadershipmatters #employeeengagement

Uncovering Proximity Bias! In today's hybrid work environment, where some team members are in the office and others are remote, proximity bias has emerged as a significant challenge. But what exactly is proximity bias, and why should we be considering it? 🤔 🔍Proximity bias is the tendency to favor those who are physically closer to us. In the workplace, this means that employees who are regularly seen in the office might receive more attention, better opportunities, and more recognition than their remote counterparts. This bias can unintentionally shape our perceptions of productivity, engagement, and performance. 🏢📲 Why Does It Matter? -Inequality in Opportunities: Remote employees might miss out on impromptu meetings, casual conversations, and networking opportunities, leading to unequal career advancement. -Team Dynamics: Favoring in-office employees can create a divide within teams, affecting collaboration and morale. -Innovation Stifling: Diverse perspectives are crucial for innovation. Ignoring remote voices can limit the creative potential of the team. 🚀 How to Combat Proximity Bias? -Inclusive Meetings: Ensure meetings are hybrid-friendly with equal participation opportunities for remote employees. -Visible Recognition: Recognize achievements and contributions in public forums accessible to all team members. -Regular Check-Ins: Schedule regular one-on-one meetings with all employees, regardless of their location. -Flexible Work Culture: Promote a culture that values results and contributions over physical presence. Creating an equitable work environment requires awareness and proactive steps. By addressing proximity bias, we can ensure all team members feel valued and included, fostering a more dynamic and innovative workplace. #FutureOfWork #HybridWork #DiversityAndInclusion #Leadership #RemoteWork #ProximityBias #WorkplaceEquity

At this point, it looks like a draw. The remote-work posse is dug in, and many companies have opted for a hybrid model that meets them halfway. One consequence of the shift is that we may be seeing a permanent and glaring new divide in the labor force: those who can "call it in" and the many millions who can't. It's anyone's guess how that'll play out over the long term. The studies available these days are more focused on the former category and the effects of remote work on performance. Their findings are all over the place. A study of engineers at a Fortune 500 company found that remote work had a negative impact on the amount of feedback junior employees received. It's especially true for women. ("Experts Begin to Unravel Effects of Remote Work," by Emma Goldberg, NYT, 10/23/2023.) "Proximity has a bigger impact on women's comfort with asking follow-up questions," Emma Harrington of UVA says. Remote-work productivity studies show mixed results, too. Some reported upticks in worker output while others found declines up to 19%. Looking ahead, it'll be a while before researchers will be able to assess remote work's impact on career advancement. But it's not unreasonable to expect that's it's likely to have a bearing on promotions. So, stay tuned. For now, managers need to respond to the new reality. How can remote work be made more engaging? How can organizations ensure that their employees feel recognized and connected? A recent Journal Report, "How Do You Build a Corporate Culture in a Hybrid or Remote Workplace?" (WSJ, 9/18/2023) offers a range of suggestions. One that stood out to me came from Mitchell J. Nash. Based on his experience as a remote employee and leader, he encouraged companies to "overcommunicate." I couldn't have said it any better. #remotework #hybridwork #communicationstrategy #managmentcommunications #leadership

As we are approaching towards the end of 2023, let's look into some of the trending topics in HR Domain : One of the buzzy topics this year is/was "Should remote work continue to implement & challenges associated with it." As we navigate the evolving landscape of work, the question of whether remote work should continue to be implemented is a critical one. The past couple of years have demonstrated the immense potential of remote work, but it's not without its challenges. In this context I would like to highlight some points through my post. While remote work offers flexibility and access to a global talent pool, it also brings challenges such as : - Isolation: Maintaining a sense of belonging and camaraderie can be a struggle when your team is spread out. - Productivity : Though it is claimed that WHF has played a big role in increasing productivity of employees but it should be taken into consideration that, balancing work and life in the same space can sometimes blur boundaries, impacting productivity. - Communication: Effective communication becomes even more crucial when face-to-face interactions are limited. Hence, this can also lead to misunderstandings & conflicts between the group members. - Mental Health: As it is said, "Humans are social animals" in this context isolation, burnout, and the need for open communication or gathering is affected. Many of us like to jewel up with our teammates & brainstorm about the ideas. Hence WFH, can also lead to creative block. 💫 Despite these challenges, remote work is here to stay. It's up to us to address these issues, adapt, and thrive in this new era of work. By investing in technology, fostering a supportive work culture, and prioritizing employee well-being, we can unlock the full potential of remote work 💪 #RemoteWork #FutureOfWork #Challenges #linkedinpost #wfh #hrprofessional #linkedinhr

Thanks to Te-Ping Chen and The Wall Street Journal for showcasing Gallup's data on how #remotework flexibility is impacting employees and #workplaceculture. Our data show that while #collaboration continues to be a top challenge when working from home, employees of all jobs levels (leaders, managers, & individual contributors) are feeling increasingly effective at doing 'independent task work' at home. We are also seeing that #hybrid and fully remote workers tend to have higher levels of #employeeengagement and lower #burnout, than their on-site colleagues. Moreover, 6 in 10 employees do not believe their workplace #culture is significantly impacted by remote work, with extreme opinions varying by job level. However, when we study the impact of remote work on organizational culture more closely, we do clearly see that it tends to be a top challenge of hybrid workplaces than can erode their culture. Meaning that erosion of culture can be a blind spot for remote employees. Props to Corey Tatel, Ph.D. for his work on this analysis and distilling our latest insights! Read more: Remote Workers Are Losing Out on Promotions, New Data Shows - WSJ https://lnkd.in/gFsV9nar

𝟴𝟬% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 are less stressed about their jobs when they work remotely. Employees can save time and reduce stress by eliminating the daily commute, contributing to a more balanced lifestyle. On the other hand, remote work came with numerous challenges during the COVID-19 pandemic, such as maintaining team cohesion, ensuring effective communication, and managing work-life boundaries. However, some companies, like Prezent, not only adapted to these obstacles but fully embraced the remote work model. They leveraged technology to facilitate: -> Seamless collaboration -> Implemented strategies to foster a strong remote culture -> Provided employees with the support needed to thrive in a virtual environment The geographical flexibility that remote organization provides enhances personal freedom and allows companies to tap into a broader talent pool, attracting top-notch professionals from various locations. Learn how a remote leader, Rajat Mishra, Founder & CEO, Prezent, redefined work-life balance. 👉 Read the full article: https://lnkd.in/g7SN7XSf #remoteworkculture #prezent

𝟴𝟬% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 are less stressed about their jobs when they work remotely. By eliminating the daily commute, employees can save time and reduce stress, contributing to a more balanced lifestyle. On the other hand remote work came with numerous challenges during the COVID-19 pandemic, such as maintaining team cohesion, ensuring effective communication, and managing work-life boundaries. However, some companies, like Prezent, not only adapted to these obstacles but fully embraced the remote work model. They leveraged technology to facilitate: -> Seamless collaboration -> Implemented strategies to foster a strong remote culture -> Provided employees with the support needed to thrive in a virtual environment The geographical flexibility that remote organization provides not only enhances personal freedom but also allows companies to tap into a broader talent pool, attracting top-notch professionals from various locations. Learn how a remote leader, Rajat Mishra, Founder & CEO, Prezent, redefined work-life balance. 👉 Read the full article: https://lnkd.in/g7SN7XSf #remoteworkculture #prezent

𝟴𝟬% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 are less stressed about their jobs when they work remotely. By eliminating the daily commute, employees can save time and reduce stress, contributing to a more balanced lifestyle. On the other hand remote work came with numerous challenges during the COVID-19 pandemic, such as maintaining team cohesion, ensuring effective communication, and managing work-life boundaries. However, some companies, like Prezent, not only adapted to these obstacles but fully embraced the remote work model. They leveraged technology to facilitate: -> Seamless collaboration -> Implemented strategies to foster a strong remote culture -> Provided employees with the support needed to thrive in a virtual environment The geographical flexibility that remote organization provides not only enhances personal freedom but also allows companies to tap into a broader talent pool, attracting top-notch professionals from various locations. Learn how a remote leader, Rajat Mishra, Founder & CEO, Prezent, redefined work-life balance. 👉 Read the full article: https://lnkd.in/g7SN7XSf #remoteworkculture #prezent