Since it was—somewhat by necessity—implemented by many businesses a few years ago, many of these same businesses have been quick to abandon remote and hybrid approaches to work. If you are considering this return, we implore you to reconsider—in fact, we’d urge you to lean into further expanding the capabilities of remote and hybrid workers.
The COVID pandemic forced businesses all over the world to adopt remote work practices, whether they were ready for them or not, and it wound up establishing full-fledged remote and hybrid positions which may never have existed otherwise. However, with these new developments come new threats, and you need to be ready to handle them as they crop up.
Both in-house and remote operations have their places in the work environment, and many companies have opted to combine the two to create a hybrid workplace. While this too has made a world of difference for all kinds of businesses, others have found that it lacks the inclusivity that a modern workplace demands. Let’s take a look at the cause of this.
Remote operations were the norm for some time during the pandemic, but now, hybrid operations have largely taken over fully-remote operations. The unfortunate fact of this change, however, is that your employees in the office are getting more out of meetings. Let’s discuss how you can make meetings more equitable for everyone involved, both remote employees and in-house staff.
While remote operations have somewhat given way to hybrid operations, this does not mean that your employees working remotely are having an easier time—particularly when they are participating in meetings with both in-house and remote participants. Let’s delve into how you can ensure that these meetings remain equitable for everyone involved.
The past few years have seen major shifts in the workforce, and not the kind that employers ever want to see. More people than any other time have willingly left their places of work, with social media hashtags like “#quittingmyjob” and “#quitmyjob” getting hundreds of millions of views. Let’s consider why this is, and what you can do to keep your employees engaged
If the past year has taught us anything, it’s that remote work is something that should not be counted out as a possibility. Employers were forced to make rapid changes to their operations, but for some employees—particularly parents—the shift was both disruptive and frustrating, leading some to question whether they should change careers entirely.
Business communications have seen some significant changes, particularly with recent events being what they have been. Instead of your team members having the opportunity to simply turn to one another in the office, there are now added hoops that they must jump through. Let’s go into how your internal and external communications should adjust to meet these changes.
While reliable technology support has always been important, the sudden and widespread adoption of remote work by so many businesses has made it an essential component for an organization’s success. However, for your team members to have technology that continues to serve them as they do so, it is important that they are able to receive the same support as they would in the office.
People look at their work differently, just as they view their lives differently. The many different perspectives of your staff brings a bit of variance of how they view data security. This isn’t so good for your business as you need to trust them to prioritize the security of your data and infrastructure. Let’s take a look at some of the best practices that you should be training your staff in, which will allow them to protect your data better, and theirs.
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