Recognition is the new reward in the remote work setting. And remote managers need to act on this to continue building teams that are productive, innovative, and on top of their game!
With employees losing their sense of purpose because of remote work and the pandemic, it’s important that managers take relevant actions to correct this. All by leveraging their team members’ ‘What’s In It For Me’!
Forced formality has become a problem for managers thanks to remote work. From reducing camaraderie to lowering efficiency, it has created several challenges. But it can be the solution to the problem too!
To be an LGBTQ+ friendly organization, celebrating Pride Month is not enough. Having inclusive policies, building positive employee experiences, and supporting movements beyond the workplace are musts!
Remote work has increased the inefficiency of group communications. Making even team meetings redundant in a lot of the cases. Find out how you can change this by employing three simple steps.
With no physical proximity with the team, managers are finding it especially hard to connect with them in a positive manner. This in turn can deteriorate morale, motivation and performance. Find out how you can use ’empathy’ as a way to bridge the gap within your remote team!
With the HR function facing responsibilities ranging from business to people, what should be their big impact area in 2021 and going forward? We have identified 4 focus areas amongst which the People function and chief officers can prioritize.
Erosion of trust is the silent killer of remote working. Check out the video where we discuss key action points managers can use starting today to build trust within their own remote teams.
Inefficient communication and collaboration are derailing productivity and morale of remote teams. This is why it becomes crucial for you to understand where these inefficiencies arise from, and how you can solve for the same!
We interviewed people who had recently joined a new company and found that some misses in the remote onboarding process have led to serious ramifications for both organizations and employees. These include lack of development of mutual trust, varying impact levels for different employee groups, and inability to properly discuss critical topics while interacting remotely.
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