Showing 7 results for:
remote work
Popular topics
All results
Amazon is pulling the plug on its remote work policy and reinstating a full-time office presence, reverting to pre-COVID operational norms. CEO Andy Jassy shared the news on Monday, letting employees know to prepare to return to the office full-time starting on Jan. 2, 2025, as the world’s largest online retailer works to strengthen its culture and teams. In a memo to employees , Jassy stated, “When we look back over the last five years, we continue to believe that the advantages of being together in the office are significant.” He asserted that the last 15 months of hybrid work have only strengthened this belief, noting that “collaborating, brainstorming, and inventing are simpler and more effective” when teams are physically present. According to Fox Business, Amazon shifted from a remote work model to a mandatory three-day-in-office policy in May of last year. The retail giant’s CEO reflected on the pre-pandemic work culture in his memo, explaining, “Before the pandemic, not...
The 2020 COVID pandemic reshaped many facets of our lives, including how we work. With enforced quarantine restrictions came more opportunities to work from home , many of which stayed in place long after the regulations eased up. This shift in workplace culture and rise of remote work has gifted many pros to the common employee, though it’s also birthed new phenomenons, including stealth PTO (Paid Time Off). This refers to employees taking time off work without formally notifying their employers. Instead, they manage their absences informally, blending their personal time with work hours in a way that goes unnoticed. Let’s explore exactly what stealth PTO is, its impact on businesses, and what its growing popularity among employees says about our workplace culture in America. What Is Stealth PTO? Stealth PTO refers to the practice in which employees take unofficial time off by leveraging flexible work arrangements, like working remotely. Unlike traditional PTO, which is documented...
Navigating the delicate topic of salary expectations during a job interview requires finesse and preparation. It’s a common question that can influence the course of your employment negotiation and shape the future of your salary earnings at your company. It may seem easy to just let them know your dream number. But to truly get the desired outcome, handling this question with finesse and researching why you selected that given number is crucial. From viewing that current company’s financial standing or the average salary for similar roles on Glassdoor , you should do your due diligence. Being intentional before letting employers or hiring managers know your number is not only smart but essential. Here are some strategies to help you tackle this question confidently. How To Answer “What Is Your Current Salary?” The “What is your current salary?” question can be tricky, as it might seem like a straightforward inquiry. However, it’s essential to handle it with care. Instead of...
Say goodbye to monthly one-on-one check-ins and hello to 360-degree feedback, an approach to professional growth from the perspective of multiple sources. This approach, distinct from supervisor-led evaluations, incorporates input from peers, subordinates, and external stakeholders, making it a new option for career development. But as companies learn how to implement 360-degree feedback with their team, there are specific benefits and challenges to consider. The Pros Of 360-Degree Feedback One of the notable benefits of the 360-degree feedback method is its capacity to foster enhanced self-awareness among individuals. By incorporating insights from various organizational perspectives, employees gain a full-circle view of their performance. This understanding enables them to identify their strengths and areas for improvement, promoting personal development and growth . Beyond individual assessments, the 360-degree feedback method can also contribute to strengthened team dynamics....
Working from home could soon cost you if you’re a Google employee. As the pandemic continues to take the world by storm, many companies are restructuring what work looks like for their employees. Last year, COVID-19 sent everyone into quarantine pushing non-essential employees to transform their homes into offices, schools, restaurants — the whole nine. Now, as the world attempts to return to normal (whatever that is), some employers are reconsidering what the future of work looks like. Among those companies is Google who’s giving their employees the option to choose which work environment works best for them at a cost. According to Tech Times, Google employees who decide to work from home could experience anywhere from a 5 percent to 25 percent pay cut. The company will allegedly penalize staffers who make the decision to work remotely in cities where Google offices are located. They have rolled out an internal calculator that will further detail the potential pay cuts. Per the...
Remote work has skyrocketed during the pandemic. However, after the pandemic ends, most employees at major companies such as Twitter, Square, and Shopify will work remotely indefinitely. They aren’t alone. As many as one-third of U.S. companies may keep some or all of their employees working from home when the crisis ends. What might this mean for businesses and workers? To begin to answer this question starts with examining the impact of remote work on businesses today. Benefits and Challenges of Remote Work Pre-pandemic research found that remote work is correlated with 40% higher productivity, 40% fewer errors, and 21% higher profitability. And despite the challenges of the pandemic, some firms have recently attributed productivity increases to remote work, with managers also noting that it has provided them access to a broader pool of talent from which to hire. Further, many employees have found remote work satisfying, given the increased autonomy and scheduling flexibility it...
Conflict on any team can negatively affect productivity and kill morale. However, remote working can bring its unique challenges because interpersonal relationships evolve differently than with on-site teams. Electronic communications cannot convey body language or tone, essential aspects of non-verbal communication. The online disinhibition effect can also make people do and say things they would never do in a traditional office environment. If you’re not carefully managing your remote team, it can be all too easy for problems to develop and fester. Here are some tips for staying ahead of the potential issues and resolving conflict effectively: Onboarding Conflict resolution starts with prevention. Implementing a robust onboarding process will go a long way in minimizing conflict on your distributed teams. A thorough onboarding process will outline an employee’s job functions, get them up to speed on team processes, and provide them with the resources they need to get their job...