Does traditional employee performance review waste your employees’ time? Yes, and with a huge impact!
If you are among those companies that still follow the traditional employee performance review methods, then this article is for you.
A survey of 1,500 U.S. office workers issued by Adobe details how traditional performance reviews are considered unproductive and irrelevant by employees and their managers who go through them.
A large proportion – Eighty-eight percent of U.S. office workers surveyed report going through structured performance reviews, which include writing, ratings, forms, comparisons, checklists, etc.
“The findings from this survey show how time-consuming, cumbersome, and demotivating performance reviews are for many employees,” said Donna Morris, executive vice president of Customer & Employee Experience at Adobe.
Moreover, 17 managerial hours are used per employee in the standard employee review process, and that too is only for preparing for the process! Then consider the time taken for the actual process too in a bigger size company/organization.
And the result:
- Waste of time
- Demotivated workers
- Increased Peer pressure
- Mounting personal stress
- Increase in Attrition rate
What do managers and office workers think of performance reviews?
Not only office workers, but the managers also hate this outdated, stretching, futile process. As a result, they are psychologically de-motivated, rush to finish the job at hand ASAP, turn regardless of the concerns of employees, and most of the time fail to recognize the actual performances of the employees.
Surveys on U.S. office workers whose current companies have structured performance reviews show that,
- Close to two-thirds of office workers (64 percent) and managers (62 percent) agree that performance reviews are outdated ways of managing performance.
- More than half (59 percent) of office workers feel that performance reviews have no impact on how they do their job and are a needless HR requirement (58 percent).
Effects of Performance Review on employees
Surveys state that the Traditional Performance Review methods result in various organizational affecting factors,
- 57 percent of the workers agree that performance reviews increase the peer pressure
- 61 percent of the employees say that they are prone to Managerial favoritism.
- Close to 61 percent of Millennials are ready to shift jobs to other companies where there are no formal performance reviewals, even for equal or reduced pay.
- One in three Millennials (34 percent) has cried after a performance review, 47 percent have looked for another job and 30 percent say they’ve quit outright.
- Men report especially strong reactions. One in four men has cried after a performance review (25 percent men vs. 18 percent women). Men are also more likely to have looked for another job (43 percent men vs. 31 percent women) or quit (28 percent men vs. 11 percent women).
Eventually, don’t you think instead of helping the employees and the organization grow better, which is the very crux of this process, it turns out to be devastating rather, resulting in a huge loss for the company?
What is the solution?
Employees expect an ongoing process of performance review that would collectively help them in improving their personal and professional attributes that would effectively result in positive outcomes.
- 80 percent of office workers prefer feedback at the moment rather than delivering aggregated feedback after a period of months.
- More than half (55 percent) of office workers and 66 percent of managers wish that their companies would change/eliminate the current performance review process.
- 46 percent of the office workers believe companies that have abolished traditional review methods are more likely to be flexible, have happier employees (44 percent), and have a collaborative culture (38 percent).
How can this be achieved?
“That was our experience at Adobe as well, prior to 2012. We abolished the review process and instead focused on ensuring employees and managers set priorities, gave and received feedback, and charted career growth on an ongoing basis. The results have been higher engagement, improved retention, and stronger company performance.”
Simplifying the performance review methods with a more practical approach which provides more chances of understanding both the employee’s and the company’s current position, expectations, future prospects, applicable methods, and solutions will be more appropriate and effective.
Adobe made a significant move in 2012 by totally eliminating the traditional performance review system of ratings, rankings, and laborious writings and launching a robust performance review solution called “Check-in”. This approach brings in managers and workers frequently onboard for repeated feedback sessions through informal conversations.
– Meaningful Performance Review
You need to understand your employee beyond the review numbers and parameters. Help him then and there identify his challenges and develop the required skills”.
Such informal and repeated conversational sessions help boost the workers’ morale and keep their spirits running. As a result, you will achieve happy employees, a cheerful workplace, time-saving, and an increase in productivity.
– Effective results of Check-in
This informal meaningful Conversation method proved to be absolutely fruitful. In the first year, the company estimated 80,000 manager hours saved, which is equivalent to 40 full-time employees’ review sessions, demanded by the previous process.
The company also witnessed a phenomenal growth in employee retention since then along with more than 100,000 manager hours saved per year. Since the change, Adobe has demonstrated higher employee engagement and retention and stronger performance management through its model, “Check-in.”
– “Check-in” for all
Now the company opens its gates of “Check-in” to other interested companies by providing an open-source website with access to Check-in toolkits and resources which will help them in the process of smooth deviation from the traditional concept of performance review to an unconventional yet successful method.
“We love talking to other companies who are considering a move away from structured performance reviews, and many have adopted some form of Check-in already,” said Morris. “Now we want to make it easier to share our experience with people who are exploring a model like this – whether they’re in technology or a totally different industry. We thought we would apply the software open-sourcing concept to our own HR practices by sharing what we’ve developed.”
“Gallup has found that when managers provide weekly (vs. annual) feedback, team members are:
- 5.2x more likely to strongly agree that they receive meaningful feedback
- 3.2x more likely to strongly agree they are motivated to do outstanding work
- 2.7x more likely to be engaged at work”
About the “Performance Reviews Get a Failing Grade” Report:
The “Performance Reviews Get a Failing Grade” study findings came from an online survey of 1,500 U.S. office workers who have been through at least one performance review. The research was conducted from November 28 to December 2, 2016. The research was commissioned by Adobe and produced by Golin. The margin of error for the sample is +/- 2.5%.
The holiday season brings out all the fun, frolic, and family gatherings you wait for year-long. But it also comes with added distractions for people like you who work from home.
So, whether you are planning to spend the holidays staying at home or traveling, there could be a few things you might need to manage beforehand, including your work.
Eight Tips to Harmonize Holidays with Work from Home
This comprehensive guide will help you find your balance during the holiday season and ensure you neither miss out on money-making nor the fun!
1. Make and follow a ‘to-do’ list
During the holiday season, you have several things to take care of, including work and personal commitments. Holiday work in itself can get herculean. And no matter how much you would want to do them all, you cannot do everything in one go. But let this not be the reason to stop you from making the best of your holiday season.
The best idea to avoid getting overwhelmed or stressed during holiday work from home is to make a to-do list. This will help you organize things better and ensure you finish everything on time. It is always better to plan to increase your productivity and minimize stress during the festive cheer.
But do remember to prioritize your task list. Just making a list won’t help. Instead, making a list of all the things you need to do per your priorities is the goal.
Then focus more on the things at the top, and as you go down the list, you might try to finish as many items as you can cover within the timeframe.
Make sure to consider the time factor when prioritizing your tasks, such as urgent tasks and less urgent ones.
2. Set your boundaries
Optimize your space and set boundaries. The holidays bring families together, which is lovely until it starts to interfere with your ability to work.
Your regular workspace may be cluttered, crowded, or unavailable, especially if you plan on hosting. Ensure you have access to a quiet place with a wired internet connection and a door you can shut.
Keep your office space a quiet place. Establishing a clear boundary should be your priority, for the home holiday cheer could break your concentration as people stream in as they please.
3. Maintain a routine
Create a mental commute and a quick mental warm-up. Set up a consistent morning routine. It will help clear the mind and prepare for the working mindset.
A separation time is vital at home, especially in a holiday atmosphere, to focus on the work tasks ahead. In addition, developing a routine, such as reading or some mild exercise, warms up your brain and gets you going for the day.
4. Better early than never
Plan and shop in advance. Don’t wait until the last moment to book your flights, buy and wrap up presents, or arrange child or pet care. You will thank yourself.
5. Maintain transparency
Communicate and ask for what you need. It’s also a good idea to share your schedule, routine, and goals with the people you work with and your family and friends. As important as intention setting is, so is its communication.
6. Keep people in the loop
Update your calendar to reflect your schedule. Team planning can get tricky during the holidays. Some colleagues are available, and others are not available at all.
And while everyone is entitled to their schedule, it’s essential to let your team, clients, or anyone you work with know when you are available and when you ain’t.
7. Go with the flow
Be flexible and ready for unexpected downtime if you are located in regions where blizzards and other severe weather events can cause disruptions.
Despite the weather, social functions may last longer than expected, plans may change at the very last moment, and commitments may require extra mental energy.
On days like these, it’s okay if you haven’t worked as much as you had initially planned to. It’s okay to go with the flow. There’s always tomorrow, and it’s usually better when you’ve given yourself a good treatment and indulgence.
8. Make time to relax consciously
Take breaks more often. Working during the holidays is a little more complicated than normal times. Remember not to fight it too hard. Take frequent breaks to rejuvenate yourself for the upcoming year as well.
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Teleworking can be challenging, even though it is often associated with comfort. But working from home may not be as comfortable as the idea sounds like. In addition, the challenges of distraction and balancing home and professional life may seem burdensome.
The way you work can have an immense effect on your mental health too.
According to the recent research conducted by Ohio University on 6432 volunteers, aged 25-39, people who were generally unhappy with their jobs in their 20s and 30s were more likely to experience some health backlash, both mentally and physically, by the time they reached their 40s. Hence, creating a separate space for teleworking can help with the challenges.
As a more advanced option, you can also go for co-working spaces. In fact, shared working spaces, aka co-working environments have been growing at an average annual rate of 23% since 2010, and have drastically grown to 200% within the past five years taking up almost a 27million square feet of office space across the US alone.
Creating Space for Teleworking without Distraction
The concept of ‘space’ in teleworking is both tangible and intangible. Tangibly, you must create a separate space in your home dedicated to teleworking.
Intangibly, you must also ensure that you convey to your family members the need for a private ‘space’ when you work. That includes excusing you from abrupt disturbances and bothering and other elements like a dress.
Here’s a guide to creating your separate space for teleworking:
1. Schedule teleworking
Teleworking provides flexibility to accomplish personal and official work responsibilities. The reduction of time consumed during commuting results in reduced stress, and this can be used productively. Keep in mind to develop your schedules collaboratively with your managers and superiors, as well as family members.
- Your schedule should go hand in hand with your work goal achievements.
- Maintain a balance between teleworking and documentation work.
- Expectations of calls, meetings, and emails should be kept in mind. An average worker spends 6.3 hours a day checking emails, with 3.2 hours devoted to work emails and 3.1 hours to personal messages
- Set time for designated breaks when needed.
Making a routine and a schedule accelerates your working time. Make a to-do list on a sticky note and stick it to your laptop screen, it will keep you motivated and remind you of your tasks at work.
2. Be equipped with the right teleworking tools
Make sure that you have all the tools to get your job done. Request the company to provide you with what you need to complete your tasks. It is essential to start your work with the right setup.
The right teleworking tools help you to be more productive and keep you on schedule. However, effective working will only be possible if equipped with the right software, keyboard, phone, or monitor. In addition, make sure that your internet connection is proper for video conferencing and other internet-related work.
If you are opting for the co-working spaces which amounts to 14000+ as of now, just make sure there also you will get access to the right tools.
3. Dress like you are at work
Working from over a phone or sending emails with pajamas will not render you with the official work vibe. This can drain your energy faster or result in you being less productive.
On the other hand, it guides you to a constructive mindset and signals your brain for work mode if you dress for work.
4. Keep the teleworking space well organized
Teleworking means you are surrounded by equipment having a lot of cords, these become a tangled mess, and one can trip and fall over it. Therefore, ensure that the extension cords and computer cables are well organized.
It is better to place your desk closer to an electrical outlet. If the electrical outlet is at a distance, use taps to bind the cords together without proving hazardous.
Provide good lighting so that you don’t strain your eyes. It will also help with the visibility for others during the conference. Studies have proved that sufficient exposure to natural light helps in regulating the rhythm of the employees and increases the quality of their sleep.
Keep your working desk and environment clean and clutter-free. Apply sanitizer regularly for your hands and use a proper cleanser for your desk.
Ensure that the chair you are using aids you with a proper posture. For example, see that your neck and shoulder aren’t affected by your sitting posture.
When it comes to co-working spaces, the co-working workforce is expected to grow by 3.8 million in 2020 and 5.1 million by 2022. So, you can guess how important it is to stay organized even if you are in a shared working environment.
5. Set rules for yourself
Set some basic ground rules for your teleworking space at home. As per a survey conducted on 400 U.S.-based white-collar workers, it was reported that they spend a whopping 30 hours a week on email and another 90% of millennials surveyed check personal email from work and work email from home. The real problem here is such distractions eventually lead to less productivity. Prioritize the rule that the office should be used only for work. This will help you to switch to work mode quickly.
Make sure you tell your loved ones about your work and make them understand your boundaries.
Don’t eat food or snacks in your working space. Keep the area clean.
Don’t let your official equipment be shared with family members or friends.
Don’t break the rules!
As per data, 50% of large companies are planning to switch to co-working spaces. So, a personal discipline must be followed there also.
6. Care for yourself and others
Balancing childcare and being a caregiver while working can be difficult. Don’t hesitate to call for help.
Ask a friend or family for an extra hand. Some services provide caregivers. Ask for a child care service or hire a responsible babysitter.
Teleworkers don’t get to see their managers, staff, or team members in the hallway or at the water purifier. As a result, regular contact through email, phone calls, and virtual meetings are crucial.
However, make sure the virtual world is not eating up too much of our time. For example, emails are taking up a lot of your personal time. As per data, Americans most commonly check their email while watching TV (70%), from bed (52%), on vacation (50%), while on the phone (43%), and from the bathroom (42%). So, be aware of how you spend your time out of working hours.
24% of Americans are aware of this and agree that they check their email “way too much.” As a solution, you can take care of your personal time by implementing a “self-imposed email detox program” as done by 40% of people.
It is also seen that many people don’t reach out to their co-workers while telecommuting because they hesitate to disturb others. Therefore, be confident about calling or emailing your co-worker who is also teleworking.
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“Work-life balance” is an alien concept to many, especially the homemakers who work full-time remote jobs. For all the merits of remote work, it can easily throw balance out of your life. Managing a home is a full-time job in itself, and juggling two full-time responsibilities takes a toll on your mind and body.
Seven Ways to Promote Wellness in Remote Work
Here’s our guide on managing the two without taking a toll on your body and mind.
1. Set Up a Home Office Space
The biggest challenge to working remotely is the integration of personal and office spaces. When your work and leisure environments are the same, you often fail to switch from one zone to another. It can hurt the way you spend time with your family and close friends.
A home office need not be as grand as a formal office setup. You might not even need a complete room yourself. If you can carve a corner for your work, it is more than enough. But the more secluded it is, the better.
Always remember to separate between your workspace and the rest of the house. You don’t want to restrict yourself to your workspace all day, and you do not wish to bring work outside that dedicated space.
2. Prioritize your Tasks for Both Home and Office
If you are not prioritizing your tasks, you will inevitably do what is less critical first. To quote Brian Tracy’s rendition of the famous Mark Twain excerpt – “eat the frog.”
The message behind the saying is to do the most demanding tasks first. Then, once you have accomplished the most difficult tasks for the day, you will have ample time for everything.
The same rule applies to both work and home. Figure out what you dread the most, and do that first.
3. Set Daily Goals
Even if you have daily goals for your remote work, it can become difficult to accomplish them if you focus on the end. So instead, break work down into small sections, and focus on accomplishing them one by one.
For instance, if you have to cook, call your insurance agent, attend a virtual meeting, and meet your friends on the same day, break each down into individual actions instead of seeing the day as a whole.
At the same, you must also learn to sacrifice some goals to achieve others. In this example, it could be skipping a home-cooked meal or meeting friends.
4. Take Care of your Body
As with in-office jobs, remote work involves long hours of sitting in sedentary positions. It’ll catch up on your bones, muscles, and joints before you even know it.
When you also have to take care of household chores, you cannot function without a healthy and active body.
The idea of fitness varies greatly. For some, it is being able to flaunt six-pack abs on the beach.
For others, it is the ability to play a game of basketball with their kids. The goal is to start moving regularly and with discipline.
5. Take Care of your Mind
The world is waking up to conversations around mental health, and the time could not have been better for remote workers. What was considered taboo for a long time has finally entered mainstream discussions.
Mental wellness is a pervasive issue. It does not encompass corporate professionals or remote employees exclusively. In the aftermath of Covid-19, many companies have realized the importance of mental health and made provisions accordingly.
Take time out every day to observe your mental state. Meditate whenever and however you can, and pay attention to the little joys of an otherwise repetitive life.
6. Take Strategic Breaks and Time-offs
Hustle and grind are essential, but so are taking breaks. If you are not taking breaks, you’ll burn yourself out very quickly. Unfortunately, breaks are a slippery slope when it comes to remote work. It can be straightforward to lose focus and drift away from responsibilities in the comfort of your home.
The key is to set fixed times for work and break. You can also use these breaks to do light household chores. That way, you won’t stand in front of a pile of household duties at the end of your work shift.
7. Stay Full and Hydrated
What you eat and how you eat will have a significant impact on your work performance. Unfortunately, remote workers do not enjoy the benefit of readily available food from office cafeterias or a drive-through car wash. On the other hand, cooking at home means you get to choose what to eat and when to eat.
Keep healthy snacks with you when working from home. Do meal prep for the week when you have days off, so you can cook up delicious meals in very little time throughout the week.
Last and most important, always stay hydrated. Be it water or fruit juices, or green tea, have some hydrating liquid within reach.
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The COVID-19 pandemic changed our world as we know it. Over just two years, many things will never be what they were before.
The corporate workforce had to bear the significant brunt of the pandemic. A few sectors continued to be operational, and 1.5 million people had lost their jobs by March 2021 in the United States. As for people who voluntarily quit their jobs, the number is even staggering at 19 million as of April this year.
Another paradigm shift came in office structures and work models. Remote working, or telecommuting, is more prevalent than ever due to the pandemic. Companies and businesses decided to continue operations remotely when people had to stay shut at home for an uncertain time.
Technological progress speeds up the process. Never before in the history of humankind was it possible to have more than 100 people together in an audio-video call with real-time data transfer. With work-from-home becoming the norm, things started changing in the workforce. Then began what we now call The Great Resignation.
- A Harvard Business Review study found that workers between 30 and 45 years old – mid-careerists – had the greatest increase in resignations between 2020 and 2021. While the highest turnover is typically among younger employees, the study found that resignations actually decreased for early careerists in the 20 to 25 age range. Resignation rates also fell for those in the 60 to 70 age group, late careerists.
- Moreover, workers are quitting their jobs in record numbers. Last month, over 4 million workers resigned – up 2% from the previous month. The US Labor Department says the increase in the number of workers quitting is the highest on record since 2000. Industries most impacted include healthcare, tech, retail, and hospitality.
- Almost 7% of employees in accommodations and food services quit their jobs in August, according to the Bureau of Labor Statistics (for context, that’s more than twice the record-high 2.9% quit rate across all occupations).
- To explore exactly who has been driving this recent shift, research was conducted by Visier named “the exit report” including more than 9 million employee records from more than 4,000 companies. As per the study, nearly 25 percent of workers had actually quit their job in the past year, with little concern about finding their next role given the new dynamics of the labor market. In August alone, 4.3 million people quit their jobs, mirroring record-high resignation rates that began topping 4 million back in April. Its latest report accounts for voluntary departures from over 50 U.S. enterprise companies and upwards of 500,000 employees across industries.
- A poll by Salary Finance queried over 2,700 adults working for medium- to large-sized companies (with over 500 employees) about their finances and found that even among those making over $100,000 annually, 32 percent “always” or “most of the time” ran out of cash before payday. Moreover, 38% of workers reportedly were in debt and ended up carrying that balance month to month. Even worse, 54% of respondents said they owe a medical debt, and those who have credit cards owe at least $3,000.
Reasons Behind The Great Resignation
When people started quitting jobs en masse, the phenomenon attracted global attention. As mentioned earlier, by April 2021, 19 million and counting workers had left their jobs.
It was a cause for concern for many reasons. While there were arguments of increased opportunities, we must remember that at the same time, more than 8.6% of the workforce was laid off. Unlike any time in history, people were now leaving jobs during a temporary recession.
There is no universal agreement about the reasons behind The Great Resignation yet, but some arguments make more sense than others. Here are some of the things that triggered The Great Resignation.
Covid-19 was also a mental health pandemic
Much of our human lives are spent in social situations. For example, most people had to work in places to interact with others, an actor or customer service executives.
With COVID-19 and subsequent lockdowns, things started to change dramatically. Schools and colleges began classes online, and suddenly people were spending half of their day in front of a screen.
This massive transformation had a severe impact on our mental health. For many years, mental health was taboo. People did not acknowledge its existence in many cases. But with the extremities of the pandemic, people started to break down.
For instance, 75% of workers now feel that stress in the workplace is at an unprecedented scale. When workers were forced to confront the realities of their work, it impacted the mental health of the working population.
There are two arguments on widespread depression and other mental health issues among millennials and young people. One argument is that social media and the subsequent virtual modes of interactions wreak havoc on our neurological abilities.
Another point of view is that the young population is now talking about mental illnesses without fear of judgment. Whichever is true, the fact remains that mental health illness sparked a desire to quit or change jobs in many young workers.
Remote working becomes a reality
Apart from a select few sectors, remote working was not the norm in workplaces. Even jobs that could be done remotely had to be done in an office. For example, customer service automation was possible, but companies wanted executives physically working on it in the office.
Commuting to the workplace is a significant driver of the economy, and many people earn their living from the workers commuting to work every day. With the shutdowns and quarantine mandates, things were at a standstill like never before. But human ingenuity found a way across it, and remote working became the norm.
The benefits of remote working are plenty and debatable. In the end, it boils down to personal preference. However, it does seem that more people enjoy working from home.
More than half of all remote workers say that they want to work from home after the pandemic. In addition, a considerable section of workers quit their existing jobs to find something they can do from home.
COVID aid and unemployment benefits
In the first world countries, the governments could ramp up unemployment benefits and covid aid funds to help people. However, many people in unorganized sectors had to work in terrible conditions with little to no safety during the pandemic. When Covid aids could make their lives easier, many decided to quit their jobs and wait for better prospects in the future.
The effects of The Great Resignation
The Great Resignation has changed work models forever, and telecommuting will continue to rise. With more innovative tools to interact with other people and maintain a cloud-based office, the number of companies switching to the remote model will also increase.
Remote offices would also need remote customer support. For many offices, keeping an in-house team would become redundant when you can outsource the work. Visit HelpLama to learn more about their fully managed customer support team, which will work as an extension of your team.
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Work from home is all about staying connected, working independently, and collaborating. Perhaps these are the hallmarks of work from home jobs, and these skills make the model successful.
For managers, it is essential to ensure their downline is connected and working smoothly. But lack of proper communication can make their job challenging and give them anxiety at worst.
For many, new (and even experienced) to work from home jobs, staying in touch with managers could prove difficult. But that need not be the case. This post addresses the issues.
Six Tips to Stay Put with Managers in Work From Home Jobs
Consider the following suggestions for connecting with your manager while you’re working remotely:
1. Turn On Your Video and Remember To Be Professional
Okay, this one may sound self-evident, but many people still prefer soul-crushing conference calls or simply “don’t enjoy” being on camera. However, skipping video isn’t an option right now because there will be no face-to-face conversation. When we rely on phone calls and Slack, we miss out on far too many nonverbal signs. When you ask, “Can we talk?” at the office, for example, your manager will be able to observe your polite expression. The solution is to do video calls regularly in your work from home job and to make video essential for every work occasion.
2. Make Plans for Casual Coffee Dates
Taking a coffee break with your boss can be just as beneficial online as in reality, as long as it allows you to catch up on work and share knowledge. The trick is to make sure this is planned on your and your boss’s calendars like any other meeting. Then, take the initiative and “steer up” to ensure that time is set out for a casual conversation with your supervisor.
3. Show Enthusiasm for Weekly Team Meetings
Virtual, individual, and team meetings have become essential for your coworkers to complete tasks and for your supervisor to manage successfully. Treat them with the respect they deserve.
Be aware that your manager’s schedule is likely to be jam-packed, leaving little time for the meeting. As a top-tier professional, you are well-versed in the meeting’s agenda and are well prepared to respond rather than bog down the proceedings. If you scheduled the appointment, you are accountable for accomplishing the objectives and concluding it on time.
Rather than canceling a virtual team meeting because everyone is too busy or something unexpected comes up, reschedule it for a more convenient time. Seeing other people on the opposite side of the screen shows that you are behind the emails.
4. Participate in Team Events
Some video conference options for team events are voluntary, so take advantage of them when you can, especially if your supervisor is in charge of the meeting. If you work from home, these periodic virtual meetings provide you an opportunity to communicate with your manager and coworkers in ways other than through job-related channels, and they can help you feel more connected to the company culture.
5. Communicate Often
Since it’s remote work, you’re well off working independently most of the time. But this merit can also take over your habit to stay connected with managers or other colleagues while working from home. Hence, make communication a habit. Be it via one of the many remote communication tools like RingCentral, Slack, Microsoft Teams, Zoom and so on, or via phones, emails, WhatsApp, and Messenger, make sure to keep the communication going. This will ensure a sense of belonging amongst colleagues and managers will be able to sense your presence. What communication? This will depend on company-to-company, and you’re the best person to figure out.
6. Cross Your Limits
Go above and beyond to be recognized as a valuable worker in your work from home job. First, you should know that only results are visible in a remote working environment. Hence, just the results matter, and the effort and hours you put in aren’t as important as they are at the office. As a result, bring your best work to your work from home job. For instance, deliver ahead of schedule, and take on vital tasks to your boss, even if they are outside your scope of work. Can you assist your coworkers in achieving their goals and building strong working connections with them? Your approach distinguishes you from the rest of your team and manager.
Get Along and Grow in your Work From Home Job
Remember that connecting doesn’t have to be all about work; more informal ways of communicating can help you build and maintain a trustworthy relationship. For example, you may keep in touch and create closer ties with your manager by implementing the tactics outlined above, regardless of where you both work.
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