Summer is the time when employees can have a bit of fun in the office, even in virtual and hybrid environments.
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Many remote and hybrid employees find it tough to unplug and leave work behind for an extended period. And, even when they go on a holiday, they feel tempted to respond to emails. In reality, 82% of employees work on vacation, but this trend is counterproductive.
Remote or hybrid employees are no different from their office counterparts when it comes to holidays.
Remote and hybrid work models are no longer a fad—they are becoming widespread within organisations.
We all know the positives of working from home. Employees can enjoy a better work-life balance, less commuting stress, more freedom and flexibility, and more time with their loved ones.
A recent study reveals some interesting preferences that employees hold about work-from-home culture. In the upcoming year, 51% of hybrid workers say they will consider switching to a remote position, while 57% of remote employees claim they would like to convert to the hybrid work setting.
Is the cost of doing business weighing you down? Are your operating expenses crippling to the point where you need to look for ways to reduce them?
Building trust is about building rapport with your boss, colleagues, and peers. Without it, teams can’t thrive, individuals are less likely to rise through the ranks if they’re perceived as untrustworthy, and in extreme circumstances, the entire company might go down.
It is still widely believed that hovering over a worker’s shoulder and closely monitoring one’s activity correlates directly with increased productivity. To this end, the traditional office serves as a location to get work done and also as a place where one’s job can be witnessed being done.
It takes two to tango when building and leading a high-performing remote team.
On the one hand, leaders hold responsibility for hiring the right people and motivating them while building a positive remote work culture based on trust.
