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How to Navigate Professional Connections as a Remote Worker

Posted on February 1, 2023February 16, 2023 by Katie Brenneman

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Katie Brenneman

Hybrid and remote work environments have seen a huge rise in popularity over the last few years. While there are many benefits to a remote structure, it also comes with a few challenges.

Things like maintaining professional connections, team building, and networking effectively are essential for remote workers who want to feel a sense of connection with their business, and those who want to find continued growth in their careers.

If you work from home, building these connections via digital channels is important. Let’s take a closer look at why it can be challenging, as well as a few tips that can make it easier to communicate and network remotely.

The Challenge of Connection

Almost everyone in business knows the importance of networking. As the old saying goes, it’s “who you know” that can help you get ahead. Unfortunately, when you’re sitting at home behind a computer screen all day, it’s not always easy to meet the right people or even feel like you’re an active part of your team.

This lack of effective communication can lead to several issues within a workplace, including:

Employee burnout
Reduced productivity
Lack of focus
Slower workflow

It can also cause you to feel like you’re missing out on important opportunities or that you’re not able to connect with people who could advance your career. Even though we’re living in a digital world, it’s much easier to foster a connection with someone in person.

However, that doesn’t mean there aren’t things you can do to boost your digital connection and feel more in tune with your team, and people who can help you achieve your goals.

Tips for Communicating

The reason remote work has become so popular is that we have the technology to make it easy for most people. Don’t be afraid to take advantage of that technology when it comes to communicating and connecting with your team and individuals who can help you get ahead.

If you want to stay connected with your colleagues, try things like weekly team meetings, making time for social chat, and using platforms like Slack to make sure you’re all on the same page with different projects and tasks. Interdepartmental communication is essential to success. It allows you to pick up on certain skills from other people in your business, and network within your company. It will also improve workflow and improve trust between teams, benefitting both you and the business you work for.

When it comes to virtual networking, don’t be afraid to go the extra mile and put yourself into the digital space to connect with the right people. Spruce up your LinkedIn profile and start contacting individuals in your industry. Attend online events. Boost your portfolio.

One of the best ways to connect with others in your industry is to join virtual groups and classes.

It’s especially effective for people with marginalized identities or those who might experience inequality in the workplace. For example, if you’re a woman in the business or tech industry, you might benefit from mentorship or empowerment groups that can help you break the glass ceiling and boost your confidence as you climb the ladder.

Communicating Appropriately

Many of us have grown up surrounded by technology, and future generations will be fully immersed in it. There are pros and cons to that. In the business world, one of the challenges of being so comfortable with virtual connections is that it can be difficult to change the way we interact.
Obviously, you’re not going to connect with your friends online the same way you would with a co-worker or other professional. However, it’s easier to “slip” than you might think. Make sure you’re communicating appropriately while working remotely by:

Using designated channels to connect
Using appropriate language
Acting appropriately
Recognizing communication breakdowns

Remote work is likely to continue to grow in popularity. Technology will continue to make it easier to stay connected with people across the globe. However, it will always be up to each worker to put in the time and effort to communicate effectively.

Keep these tips in mind as you remind yourself of some of those challenges — and how to overcome them — for a better, more successful work-from-home experience.

This blog was originally contributed to Workplace Fairness. Published with permission.

About the Author: Katie Brenneman is a passionate writer specializing in lifestyle, mental health, and education When she isn’t writing, you can find her with her nose buried in a book or hiking with her dog, Charlie. To connect with Katie, you can follow her on Twitter.

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Why It’s Important To Have an Employee-First Mindset with Business Decisions

Posted on September 28, 2022September 28, 2022 by Dan Matthews

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One of the most pertinent challenges businesses are facing today is the shift in employee mindset.

Employees are fighting for changes in the workplace that benefit them more than ever. But unfortunately, businesses that aren’t taking this shift seriously are losing employees — and their companies suffer because of it.

The solution? Adopting an employee-first mindset when making business decisions. Having an employee-first attitude in business decision-making can benefit both businesses and individuals in the workplace. Let’s look at this in more detail below.

The Benefits of an Employee-First Mindset

Putting employees first in business decision-making is integral to the stability and longevity of a
company.

For example, let’s say a company leader decides to add an entire department to their
organization. They aren’t planning on hiring new employees, and they don’t tell their existing
employees this.

Now, their employees are bombarded with extra responsibilities and expectations. The
employees try, but eventually, the stress leads to exhaustion, burnout, and a decline in
productivity. And the new department never gets off the ground.

Employees will end up departing, leaving no one to manage the existing and new departments,
impacting the ability to maintain the operation, let alone expand it. Had the company leader
considered how this change would affect their employees, communicate with them, and put
support structures in place to navigate potential challenges, their business would still be in good
shape.

An employee-first mindset with business decisions also benefits employees. For instance, when
a business brings new employees on board without consulting their existing team, it can result
in employees feeling insecure and uneasy about where they stand.

On the other hand, let’s say a company considers how its employees can benefit from a new
team member and asks their existing team how they feel about it. In that case, it’ll help
employees warm up to the change and feel more involved in the decision. In addition, they have
an opportunity to give their input on who and what skill sets the team needs to move forward.

Ultimately, having an employee-first mindset with business decisions is the best way to ensure
both the business and its employees are wholly supported.

How to Ensure Employees Come First in Decision-Making

Business leaders that adopt an employee-first mindset in their decision-making can create a
workplace where employees feel appreciated, supported, and secure. But how exactly do you
ensure employees are more involved in and at the forefront of decision-making?

Make accessibility a priority.

It only takes one employee to not have access to and ability to engage with something or
someone in the workplace for them to feel like they aren’t a valuable part of the team. And when
employees feel undervalued, it affects their and the entire workforce’s productivity.
So, always consider accessibility when you think about how a decision will affect your
employees.

For example, if you’re redesigning your office, plan with your employees living with
a disability in mind.

Even business trips should be accessible to everyone. Every time your team travels, list the
accommodations each person needs and do your best to ensure they’re met, whether it’s
needing a wheelchair-accessible location, budget-friendly events, or accessible transportation.

Whatever your employees need, ensure they have it so they can bring their best selves to work
daily.

Prioritize employee needs and input when making changes.

When a company leader makes a business decision, it usually means something is about to
change. Change will affect your employees in one way or another. So, you need to consider
their needs and input before making any permanent changes if you want things to go smoothly.

For example, let’s say you want to ramp up your sustainability initiatives. These initiatives will be
much more powerful if your employees are on board.

So, listen to their perspectives about sustainability and suggestions on improving it in your
workplace, whether it’s moving to a green office space, using resources more responsibly, or
removing certain health risks.

Ensure your employees are heard when it’s time to make a change.

Employees are demanding change in the workplace. Businesses resistant to change will stifle
business and employee growth. So, don’t just allow employees to advocate for themselves.
Genuinely welcome it. They’ll be much more empowered and productive because of it.

This blog was contributed directly to Workplace Fairness. Published with permission.

About the Author: Dan Matthews is a contributor for Workplace Fairness.

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How to Create an Employee-First Hybrid Office

Posted on April 11, 2022April 11, 2022 by Dan Matthews

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The hybrid workplace is the workplace of today, tomorrow, and long into the future. It provides flexibility that employees love. Plus, it helps businesses simultaneously reduce their operating costs and boost productivity and efficiency.

There’s a lot to like about the hybrid workplace. Yet how you build your hybrid office can have far-flung effects on your company’s success.

An employee-first hybrid office is key. This office ensures the wellbeing of employees is put front and center. The office allows employees to feel and perform their best. It also empowers businesses to get the best results from their hybrid workers.

Why You Need to Create an Employee-First Hybrid Office

The sooner you embrace an employee-first hybrid office, the better. Many companies are expected to adopt hybrid workplaces in the months and years to come. This is due in large part to the fact that the hybrid workplace of the future is safe, sustainable, and flexible.

A hybrid workplace gives employees opportunities to complete work tasks in a traditional office setting and outside of it. If employees have ongoing concerns about the COVID-19, they can continue to work remotely. Or, workers who prefer to come into the office frequently can do so.

Meanwhile, businesses can reduce their carbon footprint by offering hybrid work opportunities. They can provide tips and tricks to help hybrid employees limit their electricity use and fuel consumption when they work at home, too.

A hybrid workplace can help employees maintain a healthy work-life balance as well. Hybrid employees can spend less time commuting to work and more time at home with family. They can do so without sacrificing their workplace performance.

Tips to Create an Employee-First Hybrid Office

There are many things you can do to establish an employee-first hybrid office that meets your workers’ expectations. These include:

1. Learn from Your Workers

Find out what your employees want from your hybrid office. You can conduct employee questionnaires and surveys to collect feedback from your workers. Next, you can use this feedback to create a hybrid office that suits your workers perfectly.

Consider your employees’ workplace rights relative to your hybrid office. Your hybrid employees must receive the same level of support as your in-house workers.

2. Establish an Onboarding Program for Hybrid Workers

Make it easy for hybrid workers to hit the ground running. Create an onboarding program to ensure workers receive the tools and technologies they need to thrive.

Your onboarding program can include steps for employees to follow when they begin working in hybrid roles. The program can explain what resources are available to help employees adjust to working remotely. It can highlight who hybrid workers can contact if they have concerns or questions, too.

3. Keep the Lines of Communication Open

Communicate and host meetings with hybrid workers regularly. Verify hybrid workers understand their roles and receive ample support. If workers need help, they should have no trouble reaching out for assistance.

Offer hybrid workers multiple communication platforms. You can communicate with hybrid workers via phone calls, emails, and other communications. In addition, you can use Slack and other real-time communication platforms. You can also leverage video conferences for face-to-face meetings.

4. Promote a Healthy Work-Life Balance

Educate hybrid workers about the value of a healthy work-life balance. Hybrid employees are expected to perform a wide range of duties. At the same time, they should take care of themselves. This ensures hybrid employees are well-equipped to perform at peak levels without putting their health in danger.

Encourage hybrid workers to take regular breaks throughout the day. These breaks enable workers to step away from the hustle and bustle of work. When workers return, they can feel revitalized and ready to tackle any tasks.

Provide flexible work hours and other perks to foster a healthy work-life balance among your hybrid workforce. That way, hybrid employees can use these perks to stay on track and be great at work.

The Bottom Line on Creating an Employee-First Hybrid Office

An employee-first hybrid office can be a difference-maker for your business. The office can help your company attract and retain top talent and achieve its desired results.

Start building an employee-first hybrid office today. You can establish a hybrid office where workers of all skill and experience levels can succeed. From here, your company can reap the benefits of your hybrid office for many years to come.

This blog was printed with permission.

About the Author: Dan Matthews is a writer, content consultant, and conservationist. While Dan writes on a variety of topics, he loves to focus on the topics that look inward on mankind that help to make the surrounding world a better place to reside. When Dan isn’t working on new content, you can find him with a coffee cup in one hand and searching for new music in the other.

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3 Ways Employers Can Support Worker’s Mental Health When Working Remotely

Posted on February 15, 2022February 15, 2022 by Madeline Gray

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As millions of people around the world have discovered in recent years, working remotely can pose all sorts of challenges in both our professional and personal lives. Not only have workers had to contend with a new schedule and environment, but also the mental health impacts that have arisen as a result of this alien approach to working. In fact, one guide revealed that 82% of remote employees suffered some symptoms of burnout whilst working remotely.

While there are many things individuals can do to help keep on top of their mental wellbeing, employers can also play their part in supporting their workforce, even when that workforce is operating remotely.

In general, companies are looking to do their bit to support the wellbeing of their employees. Research shows that 96% of employers have actively adapted HR policies in recent years to provide more mental health resources for their staff. But, only one in six people felt fully supported by these measures.

So, what more can management do to better support their employees?

Establish effective communication channels

With hallway meetings and water cooler catch-ups no longer a feature of day-to-day office life, it has become easier for employees to feel alienated from the company. Perhaps it’s unclear what is being expected of them, or maybe it’s just the lack of face-to-face interaction that causes this feeling.

As an employer, it is important to establish and maintain healthy channels of communication. When working from home, this can be achieved through regular video calls and meetings, or simply through instant messaging apps. If possible, schedule in regular catch-ups which give employees the opportunity to talk about anything else but work, giving them a chance to switch off from professional duties with their peers.

Keeping in touch with the wider team will help to create a feeling of inclusion and give employees a greater sense of purpose and direction when completing their daily tasks.

Spontaneous after-work drinks and similar activities were removed from our routines in the midst of the pandemic but with the leisure and hospitality sector up and running once more, scheduling regular out-of-work social events can be invaluable to not only individuals’ mental health, but also the team morale as a whole.

If lots of your staff live close by to one another, why not suggest starting a walking group to get people out and about and mingling once again on a regular basis? Exercise-based incentives will not only help to reduce feelings of isolation, but it will also fight against other mental health issues, with exercise proven to boost your mood and alleviate feelings of depression.

Consider individual’s needs when working from home

When the entire workforce is operating from the office, everyone will stick to similar working routines and have similar needs throughout the day. However, when working from home, different factors and commitments will make it more difficult to enforce rigid policies which may not take into account every individual’s needs.

It could be a case of allowing for flexible start and finish times for remote staff, or simply being mindful that homelife can get in the way during the work day.

What’s more, when working in an office environment, all of the necessary equipment needed to carry out professional duties will likely be available within the office. This may not be the case for everybody when working from home, so it can be valuable to implement a work from home budget, which will help staff to feel more comfortable and also aid productivity in the process.

All in all, it’s important to consider the needs and mindsets of workers during such an unprecedented time in history. With small changes like the ones mentioned above, your team could thrive more than ever before, while deepening their interest and commitment to their role and a company that has their back.

This blog is printed with permission.

About the Author: I am a freelance writer with a particular interest in employee welfare, and have created content for established companies based all around the world. I have a degree in creative writing, and am always eager to expand my knowledge around different subjects.

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“Pajama Workforce”: Insult or Badge of Honor?

Posted on September 23, 2010September 23, 2010 by Wayne Turmel

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Wayne Turmel Remote workers get called a lot of things, from “telecommuters” to “lucky so and so’s.” Recently, an article in Talent Management magazine gave them the label of “Pajama Workforce” — because the perception of many is that people can do that work without even getting dressed, or can pretty much disregard the rules of work place decorum (not to mention hygiene) that those who schlep into the office must adhere to.

This perception cuts two ways: either those who work remotely are not shackled by the normal conventions of the traditional office or workplace (this is the ” death to the necktie and all who wear them!” school of thought) or they are undisciplined and slothful (”they’re at home in their bunny slippers while we do the real work”). As with most such polarities, neither is entirely true — or inaccurate.

In defense of the pajamas

Different workers have different work styles, and much of what’s appropriate depends on the work being done. If the only thing you’re measuring is the output, it shouldn’t matter if the person doing the work is in their pajamas, a three-piece suit or a smoking jacket and ascot, as long as the work gets done on time and at a high level of quality.

Another reason managers need to worry less about what their people are wearing is that remote workers tend to spend more time actually working. This includes attending conference calls at all hours of the day or night to accommodate timezones and teammates scattered hither and yon. If you’re going to drag me out of bed at 5 a.m. to be on a call with the plant in Dusseldorf, don’t expect me to be showered. In fact, you’ll be lucky if I’ve had enough coffee at that point to even be functional.

Studies suggest that remote workers put in more actual productive hours than people who commute into an office or central location, so get off our backs and worry about more important things, like fixing the VPN so I can actually get some work done.

In defense of shirts with buttons

Of course, perception is often the better part of reality, and if you’re wearing a Motley Crue T-shirt on a video conference with your VP of Sales, odds are there’s some perception there that won’t work to your advantage. Your communication style and the messages you send still matter, and in some ways they matter even more because your colleagues can’t see first hand how hard you work, so your opportunities to create strong positive impressions are limited.

Moreover, everyone discovers what works for them, and habits help dictate behavior. For example, whether they can see me or not, on days when I’m spending time consulting with customers or delivering training, I dress in what I refer to as my “big-boy clothes.” The routine of showering, grooming and dressing like a professional helps put me in the right frame of mind to act like one. Sure, it’s a mental trick I pull on myself, but it works for me. (Be honest — without some level of denial and self-delusion, most of us would never get out of bed in the morning.)

It often takes a while for remote workers — especially those who are new to it– to find what works for them. As managers, we need to check in with our people to see how they’re coping. Are they finding a work style that works for them? What are the best practices that will help them strike the balance between the freedom and comfort of working remotely and the routine and professionalism that you expect in their work? There are plenty of slackers in Armani suits — and a lot of hard workers in bunny slippers.

This article was originally published on Bnet.com’s Connected Manager.

About The Author: Wayne Turmel is obsessed with helping organizations and their managers communicate better, even across cyberspace. He’s a writer, a speaker, the president of Greatwebmeetings.com, and the host of one of the world’s most successful business podcasts, The Cranky Middle Manager Show, where he helps listeners worldwide deal with the million little challenges and indignities of being a modern manager. His book 6 Weeks to a Great Webinar: Generate Leads and Tell Your Story to the World is the leading web presentation book on Amazon.com. Follow him on Twitter @greatwebmeeting

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Tech’s New Frontier

Posted on April 13, 2010 by Bob Rosner

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Flash mob. I was faintly aware of the concept. Mostly it had to do with pillow fights and Michael Jackson tributes. Then on Saturday I stumbled upon one. It left me remarkably hopefully. Really. And there is even a business point here, but first more on the mob.

My daughter Frankie and I were walking across the Seattle Center grounds. We suddenly noticed that there were hundreds of people milling about. You just got the sense that something was in the air. So we wandered over. The energy was palpable.

There seemed to be a focal point, at one end of the park. We decided to check it out. Suddenly, out of nowhere, a gymnast started doing cartwheels and forward rolls across the field. It was incredibly dramatic.

Then approximately thirty dancers started dancing to the song “Don’t Stop Believing.” Clearly there were two star-crossed lovers. When the woman leaped into the man’s arms the crowd exploded in joy.

Now is when the really freaky part starts. Hundreds of people started dancing to the music. It felt like every aerobics class that I’ve ever seen, that everyone else was privy to dance routines and that I hadn’t gotten the memo.

Remember, I had no idea what was going on. It was like a Broadway show suddenly burst upon us. Amazing, intoxicating, but most of all very fun.

Later I learned that this was called Flash Mob Seattle. That there were videos online that taught the dance moves and that the core group of dancers that started off the festivities had gone to a rehearsal. But that didn’t diminish the remarkable energy from the young kids, old people and everyone in between.

What does this have to do with work? I saw the power of our technology not to isolate people, but to bring them together. In a remarkable way.

Tools are tools. But I felt a sense of community in that gathering that I’ve hardly ever felt in my life.

Here is a link to another gathering that happened on the same day. Unfortunately you miss the initial gymnast, but you’ll get the rest of the performance (there is an ad at the beginning of it, but it’s for the local paper not me). http://seattletimes.nwsource.com/flatpages/video/mediacenterbc3.html?bctid=77243206001

Community, the amazing thing, once you get a taste of it you just want more and more. At least I do. It got me thinking about all the ways that people have to communicate, to collaborate and to create community. Here’s to an amazing new set of possibilities.

About the Author: Bob Rosner is a best-selling author and award-winning journalist. For free job and work advice, check out the award-winning workplace911.com. Also check out his newly revised best-seller “The Boss’s Survival Guide.” If you have a question for Bob, contact him via bob@workplace911.com.

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Workplace Fairness

Tag: communication