ReportWire

Tag: Workplaces

  • How to Future-Proof Your Tech Career

    How to Future-Proof Your Tech Career

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    Opinions expressed by Entrepreneur contributors are their own.

    One of the most significant shifts we are witnessing is the disruption caused by evolving technologies, such as Artificial Intelligence (AI) and blockchain. While they are still far from being perfectly refined, we are already seeing more significant use of AI and blockchain-based innovations across industries.

    Add to this the cyclical nature of the economy — the current downturn and the inevitable headcount reductions — that are making many tech professionals, not unlike myself, wonder what their career in tech will look like five to ten years from now.

    Seeing disruptive technologies

    There will inevitably be a move towards simple tasks automation in user interface (UI) and user experience (UX) development and design. Neural networks trained on huge data sets are set to significantly speed up and simplify the work of engineers and even replace some of those engineers to some extent.

    To stay in demand, I believe it is becoming essential for tech professionals to expand their horizons, including by deepening their knowledge of higher mathematics to help improve their skill set for solving complex architectural and scaling problems. Being able to come up with creative solutions and solve tasks in unorthodox ways is already important, but the trend toward valuing out-of-the-box thinking will only intensify going forward, in my view.

    The most in-demand skills in 2020, for example, were cloud computing, artificial intelligence, analytical reasoning, people management, and UX design, according to research by LinkedIn. These skills are expected to remain highly sought after as technology advances and organizations look to leverage innovation to drive growth.

    However, It’s not enough to simply possess these competencies because your skills and knowledge must be continuously updated to keep pace with the ever-evolving technology landscape.

    Learning new tricks

    To stay ahead of the curve, tech professionals must be proactive in their own continuous learning and professional development.

    For example, platforms such as Coursera, Udemy and Codecademy offer a wide variety of courses, ranging from beginner to advanced level, that can help tech professionals brush up on the latest technologies and best practices. Additionally, attending industry events and networking with peers can provide valuable insights into the latest trends and developments in the field.

    Learning doesn’t have to be formal or certificate-based. The most important thing is for a person to have a thirst for knowledge, a desire and the drive to want to become a better version of themselves every day, and a good grasp of advanced mathematics and similar STEM disciplines as a strong foundation for continuing to build future skills.

    Vetting soft skills

    Regarding future-proofing your career in tech, I would stress that soft skills are nearly as important as hard skills or technical knowledge and abilities specific to your field. Soft skills refer to the personal attributes and qualities important for working effectively with others. These include communication, problem-solving, and leadership — all are key for future career advancement.

    When interviewing candidates for positions at FunCorp, a developer of entertainment tech products, including apps for meme lovers, certain soft skills are the key to success. We look for people who enjoy creating and are not solely focused on completing the tasks set for them. We also want the type of person focused on ongoing personal development with the passion and drive to continue learning and evolving. This type of person will make sure to continue learning to make up for any gap in the hard skills they may possess.

    Staying motivated

    Striving to be a professional committed to ongoing personal development can go a long way. Motivating yourself to keep learning and upgrading your tech expertise can also be challenging. Luckily, several strategies can help.

    Setting specific and measurable goals for yourself is a great way to stay focused and remain on track. For example, you could set a goal to complete a certain course or certification by a certain date, or aim to attend a certain number of industry events every year. Breaking larger goals into smaller, more manageable tasks can also make them less daunting.

    Another effective strategy is to find a community of like-minded individuals motivated to learn and grow. Sharing progress and setbacks with them can provide a sense of accountability and motivation. Reward yourself for completing tasks or reaching milestones. Continuously remind yourself of the benefits of learning and upgrading your tech skills, such as increased job opportunities or higher pay. Setting yourself up for a brighter professional future should be a great incentive!

    It’s also important to find the right learning methods that work for you, such as taking online courses, attending workshops or regularly participating in online forums relevant to your specialization. Keeping yourself updated with the latest trends and what’s happening in the industry can help you to stay motivated and engaged. But it’s also essential to take a break if you feel burnout and revisit your goals with a fresh perspective from time to time.

    After all, nothing is set in stone when it comes to thinking about and planning for the future beyond 2023. Despite the recent turbulence, I believe the tech sector is still the place to be. In fact, according to the U.S. Bureau of Labor Statistics, employment in computer and information technology occupations is projected to grow 11% from 2019 to 2029, much faster than the average for all other occupations. So the demand will continue to be there as long as your technical and soft skills stay current and well-aligned with ongoing technological advancements.

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    Denis Litvinov

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  • 4 Mindsets To Help You Rise to Leadership Working with a Disability

    4 Mindsets To Help You Rise to Leadership Working with a Disability

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    Opinions expressed by Entrepreneur contributors are their own.

    There’s no question: More of us are working with a disability or a limiting condition for a longer period than ever before. This means we must change our perspective on our own productivity and be willing to see ourselves leading with a limitation. Disabled people must be ready to reach for the brass ring as they make up more of the executive team.

    In the era of the “big quit,” employers are more willing than ever to hire diverse candidates with exceptional needs and limitations. The reason? Many people with disabilities have already proven they can go above and beyond expectations in their personal lives — and on the job.

    But are you ready to take the next big step and leverage your strengths gained through adversity to aim for a leadership role? Here are four mindsets you need to take the leap of faith and expand your vision beyond the invisible barriers holding you back.

    Related: How Physical Disability Helped Me Become a VC-Backed Tech Founder

    1. Get creative

    There’s no greater opportunity to demonstrate your creativity than the journey through progressive visual impairment, multiple sclerosis or autism spectrum disorder. Whatever your limitation, finding creative solutions is the key to every closed door, every blocked opportunity and every unaccommodating venue.

    Many disabled people get up much earlier than workers without limitations; for a person with multiple sclerosis, getting dressed can take more than twice the time most people would need. A legally blind manager must listen to emails read through speech recognition technology, whereas most people would visually scan the most important messages and easily toss out the rest.

    Since you’ve found creative solutions to navigate obstacles in your personal journey, you can take this creativity to the next level. If you’ve been considering competing for a leadership role, use your creative side to uncover new methods and embrace innovation. Your adaptability and willingness to explore new technology will propel you to a new level of efficiency. You can be a beacon for others who want more from their careers. You’re a hurricane of inspiration; you’ve learned to meet change with confidence rather than fear.

    Related: How to Be More Creative in Your Business

    2. Bring your perspective

    Now that you’ve proven that your limitation doesn’t define you, it’s time to capitalize on the level of mindfulness you have gained through your journey. Your natural mindset is an awareness of staff members’ stress as they go about their day. There will be decisions as to how work will be done. Accessibility and accommodation are already part of your wheelhouse. You will come into a leadership position with an edge. Look around your workplace and see what needs redefining. Can small changes make a big difference in how team members work together?

    Perhaps living with a disability has taught you how to leverage strengths and weaknesses for maximum output. You can spot hidden potential and get the most productivity out of others because you have overcome the obstacles in your own life. You have learned to complement your team members’ traits, learning to demand more of yourself while stepping back to let others shine when the time is right. This is the essence of leading with empathy, guiding people toward accepting one another’s gifts and working with each other’s shortcomings. You will be the first to admit that we are all a blend of both. Other executives will want to study your leadership style when you take the next step.

    3. Speak for yourself

    Part of living with a limiting condition is learning to advocate for yourself and discovering strength in your vulnerability. You will excel in negotiations and motivating people because you can relate and empathize with those struggling and celebrating their victories.

    You may think sharing your journey through disability or chronic illness might bring unwanted attention or put you in a weakened position in the eyes of others. If you’re aiming for a leadership role, you may fear that telling your story could risk everything you’re working for. What is intriguing is how often a person’s journey weighs heavily in hiring decisions. The ability to move people with your struggle and connect authentically with others who have walked through adverse circumstances is often the deciding factor when company executives are looking to fill leadership roles. Most important, you will be a source of inspiration for people of all levels in the company. Finding your voice is vital to relate to employees and help them feel a part of the corporate community.

    For you, “speaking up” could be asking for the role you want or advocating for your ideas. Learn to talk your worth and make your mark on the team. Finding your voice is the best way to position yourself for opportunity. You should be able to explain why you should get the job, why your idea will succeed, and why your story is important.

    Related: Need to Negotiate? Here’s the Best Way to Advocate for Yourself for Maximum Impact.

    4. Measure your impact

    What is your legacy in your workplace? Are you known as an overcomer, an advocate, or a leader with a fresh perspective? You can gauge your worth to your workplace by taking stock of the impact, the “footprint” you have made in your company, no matter how large or small the business may be. It’s never too late to change your legacy. Perhaps, in the beginning, you were getting your feet under you, discovering your resourcefulness. Now, it’s time to expand your vision and think about how you can leave your mark in business and life. This is a chance to live what you have learned and be mindful of the legacy you leave for the future.

    Think about how you can make a difference and become a force for good when you finally land in an expanded role. It’s good practice to mentally prepare to step into leadership. You’ve served and observed, taking notes and promising yourself that if you ever rose to a powerful position, you would advocate for those who needed it. Your tendency to recognize others’ strengths despite their vulnerabilities will allow you to comfortably take charge with a heart of compassion toward those who may also wish to rise above their circumstances and see their dreams come true.

    Finally, go with confidence

    If you’re aiming for a position in leadership, let your confidence shine. After all, you’ve gone up against greater foes than unmotivated employees or a sluggish sales report. You’ve battled for your life and come out on the winning side. Go into your new role with the same strength and bold attitude you showed everyone, the positive outlook that helped you stay in the ring, refusing to let pain, anxiety, or frustration take you out. The culture is shifting as businesses learn to celebrate exceptional people while they honor diversity in the workplace. As a disabled worker, you can lead confidently, charting a new course and breaking new ground for all those who dream of overcoming adversity and rising to new horizons in leadership.

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    Nancy Solari

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  • 26% of U.S. Workers Would Rather Undergo a Root Canal Than Follow This Workplace Policy

    26% of U.S. Workers Would Rather Undergo a Root Canal Than Follow This Workplace Policy

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    Opinions expressed by Entrepreneur contributors are their own.

    According to a recent survey conducted by job site Monster, more than one in four (26%) U.S. workers would rather undergo a root canal procedure than work in their offices five days a week. Additionally, nearly two in five (38%) workers said they would quit a job that required just one day onsite. These staggering statistics reveal a clear shift in workers’ attitudes towards the traditional office environment, and companies that fail to adapt to this change risk losing their most valuable asset: their employees.

    As a highly experienced expert in the field of hybrid work, I talk with 5 to 10 leaders every week about how to make hybrid work serve their needs well. I ask them what their top concern is, and most say it’s hiring and retaining talented staff.

    External surveys say the same thing, such as this recent survey by Vistage of the leaders of small and medium-sized businesses. It found that 60% of SME CEOs are planning to increase headcount in the year ahead, with only 7% planning on reducing headcount. According to Vistage Chief Research Officer Joe Galvin, this is a significant shift from the trend of big companies making headlines with layoffs, as small and medium business CEOs are reluctant to lay off their hard-won new employees. One key reason for this shift is the recognition that hiring challenges are impacting the ability of these businesses to operate at full capacity. With 61% of CEOs saying that hiring challenges are a major concern for their ability to operate effectively at full capacity.

    Given this information, I confidently tell the leaders whom I advise that the future of work is in a flexible hybrid work model that allows for some full-time remote work. This model not only keeps workers happy and engaged, but it also has a positive impact on a company’s bottom line.

    Related: You Should Let Your Team Decide Their Approach to Hybrid Work. A Behavioral Economist Explains Why and How You Should Do It.

    Increased productivity and employee engagement

    One of the most significant benefits of a flexible hybrid work model is increased productivity and employee engagement. Studies have shown that remote workers tend to work more efficiently and are less likely to experience burnout. A mid-size IT services company that I consulted for implemented a flexible working policy, and they saw a 20% increase in productivity among their remote workers.

    Remote workers have the ability to create their own personalized work environment, which leads to an increase in productivity. They can work from a location that is most comfortable for them, whether that be their home, a coffee shop or a coworking space. This leads to a decrease in distractions and an increase in focus, resulting in a higher level of productivity.

    Flexible working also has a positive impact on employee engagement. When employees have the ability to work in a way that suits them best, they are more likely to be engaged and motivated. This leads to a decrease in turnover, and an increase in employee loyalty and job satisfaction.

    Access to a wider talent pool

    A flexible hybrid work model also allows companies to tap into a wider talent pool. When companies are not limited by geographical location, they can attract and retain the best talent from all over the world. A large financial services company that I worked with had difficulty finding qualified candidates in their local area, but by implementing a flexible working policy, they were able to hire top talent from other parts of the country.

    A flexible working policy also allows for a more diverse workforce, as it can attract candidates who may have previously been excluded due to geographical constraints. This diversity leads to new perspectives, ideas and innovation.

    Cost savings on talent

    Flexible working can also lead to significant cost savings for companies. A flexible hybrid work model reduces the need for office space, and it can also lead to a reduction in absenteeism and turnover. A retail company that I consulted for implemented a flexible working policy, and they saw a 30% reduction in absenteeism due to less workers taking sick days and a 20% reduction in turnover.

    When employees have the ability to work from home, it leads to a reduction in absenteeism as they are less likely to be affected by things such as traffic, weather, or public transportation issues. This can also lead to a decrease in sick leave, and an increase in overall productivity.

    Flexible working can also lead to a reduction in turnover, as employees are more likely to be satisfied and engaged in their work. This leads to a decrease in the cost of recruiting and training new employees.

    Addressing cognitive biases

    Cognitive biases can play a significant role in decision-making when it comes to flexible working. The status quo bias, for example, leads managers to resist change and stick to the traditional office environment. The sunk cost fallacy can also come into play, where managers may be reluctant to change the way things have always been done because they have invested so much time and resources into the current system. By being aware of these cognitive biases and actively working to overcome them, companies can make more informed and effective decisions about their working policies.

    One way to overcome these biases is to gather data and conduct studies on the impact of flexible working on employee productivity, engagement, and turnover. This can provide concrete evidence to support the implementation of a flexible hybrid work model. Additionally, it is important for managers to actively seek out feedback from employees on their preferences for working arrangements and to consider their needs and concerns.

    Implementing a flexible hybrid work model

    Implementing a flexible hybrid work model can seem daunting, but with proper planning and communication, it can be done successfully. It is important to set clear guidelines and expectations for remote work, such as setting specific hours of availability and ensuring regular communication with team members.

    It is also important to provide the necessary tools and resources for remote work, such as a reliable internet connection and a secure virtual communication platform. Providing training on hybrid work best practices and technology can also help to ensure a smooth transition, as can hiring a hybrid work consultant to guide your transition.

    Related: Salesforce CEO Marc Benioff Is Right. New Employees Are Less Productive in a Hybrid Work Setting — But Why?

    Conclusion

    The shift in workers’ attitudes toward the traditional office environment is undeniable. Companies that fail to adapt to this change risk losing their most valuable asset: their employees. A flexible hybrid work model that allows for some full-time remote work is the future for anyone who cares about worker retention, increased productivity, access to a wider talent pool, cost savings, and overcoming cognitive biases. The time for companies to implement this model is now. As a leader of a company, it’s important to recognize that the traditional office model may no longer be the best option for your employees or your business. By embracing a flexible hybrid work model, you can retain top talent, increase productivity and save costs. The future of work is here, and companies that adapt will be well-positioned for success.

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    Gleb Tsipursky

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  • How to Attract and Retain Employees in the New Age of Work

    How to Attract and Retain Employees in the New Age of Work

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    Opinions expressed by Entrepreneur contributors are their own.

    You’ve undoubtedly heard about the so-called “anti-work” movement if you’re a business owner or entrepreneur. According to a slew of media outlets, nobody wants to work anymore. Even worse, those businesses that can find people to hire have trouble retaining talent amid outrageous demands, quiet quitting, and worse.

    Indeed, there is a growing rift between employers and employees. But if you look closely, it’s nothing new nor indicative of some “anti-work” movement. The idea of business owners lamenting “no one wants to work anymore” is so old you could likely find it carved on the pyramids.

    The truth is this: workers have more options than ever before. If you, as an employer, are not making your business a desirable workplace, you’ll need help attracting and retaining employees. You might recognize this as less of a “crisis of work ethic” and more of a failure of employers to keep up with changing needs.

    Related: Happy Employees Create Happy Customers

    Attraction starts with finding out what employees want

    If you own a business, you should have at least some knowledge of basic capitalism. If so, you might recognize that the entire system relies on choice. Your clients choose your products and not your competitors’ because you incentivize them in some way. Well, the same is true of employees. As with your customers, you need to find out what employees want — and what they want changes over time.

    Unfortunately, many “old school” employers are too inflexible to consider this. To them, the mere offering of a job should be enough to inspire not only action but loyalty. But that doesn’t work in a world where employees can merely join the app-based gig economy (Fiverr, DoorDash, Lyft) if they don’t like their current job. Sure, the pay is variable, and the benefits are nonexistent, but such jobs offer flexibility, which is in high demand among modern workers.

    So if you want to figure out what employees want, that’s your first stop. According to this Pew Research Study, most workers who quit their jobs cite low pay, few opportunities for advancement and a general feeling of being “disrespected” as reasons for leaving. Other reasons included “not enough flexibility” and “too many” or “too few” hours.

    You might recognize these as perfectly valid reasons to leave a job. While the media may make it seem like all employees are demanding to work from home, get free childcare or have an on-site brewery, today’s employees want what employees have always wanted. They want to be paid fairly, treated well and have a chance to climb the ladder.

    Related: Improve Employee Retention By Taking a People-First Approach

    Retention is about finding the “them” in the team

    Every year, magazines put out their list of “Best Companies to Work For.” But rather than cite the companies with trampolines in their meeting rooms and corporate retreats to Bali, the top-ranked positions are typically occupied by companies that treat their employees respectfully and pay attention to their needs.

    The standout criteria for why employees loved working for top companies were as follows:

    • 98% — I can take time off from work when I think it’s necessary.
    • 98% — When you join the company, you are made to feel welcome.
    • 97% — Management is honest and ethical in its business practices.
    • 97% — I’m proud to tell others I work here.
    • 97% — People care about each other here.

    Every single item on that list is personal. It’s something that the company provides its employees, either literally or emotionally. There’s nothing about “sky-high salaries” or “office perks,” just references to how working at the company makes them feel.

    Of course, most employers already know this but either choose to forget it or prefer to imagine the problem as a lack of work ethic. The truth is that attracting and retaining employees comes down to treating them like part of the team from day one. It’s about making them feel important and valued. The companies that top that “Best Places to Work” list see their employees as assets, not indentured servants who should feel lucky to have a job.

    Returning to the discussion about what employees want, it’s crucial to consider the “upward mobility” factor. Many employers lose perfectly good, perfectly happy employees because they don’t have a chance for advancement. With nowhere to grow in their current job, the employees have no choice but to look elsewhere.

    That’s why it’s so important to provide a “light at the end of the tunnel.” Educate your team members so that they can move up the ladder. Moreover, reward them financially when they do. And if your business isn’t big enough to provide them a place to go, invest in them anyway so they can continue their career elsewhere.

    Related: Google’s CEO Is Asking Employees 3 Simple Questions to Boost Productivity

    Employers need to be more than just “job givers”

    In the end, attracting and retaining employees is about making them feel like they’re a part of something greater than just a 9-5 job. Of course, there are dozens — perhaps hundreds — of ways to do this.

    Some of the best strategies include making custom plans for each employee’s future and following through when they fulfill their side of the agreement. You might view their job as an opportunity for you to help them rather than for them to help you. You might learn to welcome feedback, avoid micromanagement and recognize and reward outstanding performances.

    Despite what some news outlets say, there is no “anti-work” movement. If anything, hiring and retaining talent issues result from employers failing to recognize what potential employees want or provide what they promise. As with the last 100+ years, all it takes to get good employees is to stop treating them like a number and treat them like valuable team members.

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    Larry Jones

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  • 3 Difficult Personalities That Are Great Hires

    3 Difficult Personalities That Are Great Hires

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    Opinions expressed by Entrepreneur contributors are their own.

    The concept of personality types, temperaments and working styles has been foundational in organizational behavior for years. As entrepreneurs or managers, we frequently assess personality to determine ideal team composition and workflows. While toxic personalities certainly exist, many others that seem difficult can offer severe advantages to start-up organizations. Oppositionality, non-conformity, perfectionism and the fickleness that often accompanies abstract thinking should not be deal-breaking traits.

    As a founder, I tend to have strong opinions about the working styles and personalities of those I consider creative, resourceful and hard-working people. At the same time, certain characters tend to clash within small teams, creating a challenging work environment. However, hiring managers can quickly write off people who are “difficult” as toxic — which can cost a startup its competitive edge. I, for one, appreciate the contributions that seemingly “difficult” people make. Here are three challenging personalities that frequently make great hires and give startup teams the edge they wouldn’t have without them.

    Related: Smart Advice for Networking With These 4 Personality Types

    1. Demanding yet artistically brilliant

    Just about any founder or CEO would appreciate a genius as part of their team, yet these rare outside-the-box thinkers can be notoriously difficult employees. They can be prickly, fiercely individualistic, anti-team players and have fragile personal lives.

    At my former design retail business, a set stylist we worked with fit the bill perfectly. Not only did he demand twice the market rate, but he also wanted my constant attention and would not allow anyone else on the team to address his concerns. That said, he successfully delivered the most beautiful sets in the most unlikely and underwhelming locations: he could turn a cave into a castle for the camera.

    In today’s ultra-competitive consumer product market, where hundreds of versions of every item are available, the differentiation of brilliant design can make or break your brand.

    Despite the obstacles, hiring a category-defying genius paid off for us. The key is to manage these individuals with empathy, awareness and appreciation for their unique contributions — while still setting the requisite boundaries for your sanity. Set your expectations that these hires will be individual contributors — not necessarily team players — and budget your time accordingly.

    Related: Are You Asking for Employee Feedback? If Not, Good Luck With Retention.

    2. Absent-minded abstract thinker

    For rational, linear thinkers who prioritize planning and organization, absent-mindedness can drive you crazy. Yet the same mental process that leads to fickleness can fuel fresh ideas and uncharted solutions.

    According to a study published in Psychological Science, mind-wandering spurs what neuroscientists call “creative incubation,” allowing a disjointed train of thought to make unlikely and uncommon connections that yield unique and creative solutions.

    Although one of the most inspired web developers I worked with often didn’t know what day of the week it was or where to find the printer he used every day, he figured out how to fashion a basic Shopify ecommerce system to deliver a fully custom site with sophisticated and unique UX features, flexible navigation and a robust backend–the likes of which even enterprise-level systems don’t often offer.

    The key to working with these absent-minded gems is to pair them with a colleague who can provide extra operational support.

    3. Problem-finding contrarian

    While working with someone forever finding problems can be discouraging and morale-crushing, a team that enthusiastically supports an unrealistic product idea is headed for failure. The right balance is hiring that smart contrarian: “Someone who looks for business practices that don’t make sense, who’s not too reliant on a small group of like-minded people, who can embrace diversity, and who’s happier on the sidelines.”

    A founder I mentored shared with me that she only hired people who showed extreme enthusiasm for her product — a scheduling app. She wanted to avoid negativity. As a result, no one on her team paused the beta launch to address a known glitch, and her app experienced a significant feature failure.

    Having that smart contrarian to call out real concerns at the right time, even if it’s not the popular or politically correct move, can help ensure problems are addressed before too many resources are invested, or larger issues ensue. While contrarians can be frustrating, they spot critical gaps others might fear speaking out about. To work effectively with contrarian personalities, practice prioritizing their observations and be prepared to translate unsolicited criticism into better ideas and more innovative solutions.

    Related: 5 Ways to Make Your Company’s Hiring Process More Fair

    The final decision

    Ultimately, you’ll need to weigh the costs and benefits of working with challenging personalities in your organization. While many demand special accommodation, buffering and hand-holding, I have found that their contributions are worth the investment.

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    Marina Glazman

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  • Is Remote Work the Future? It’s Time For The Agile Workplace.

    Is Remote Work the Future? It’s Time For The Agile Workplace.

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    Opinions expressed by Entrepreneur contributors are their own.

    As the pandemic subsides, many executives and employees are transitioning to the new normal. Companies that transitioned to a remote environment are now opening their offices again and trying to determine how they will operate. Some businesses, like Airbnb, Salesforce, Meta and Google, have stated they will allow people to remain remote if they choose to, as employers believe it improves their chances at retention and employees have proven they can get the work done.

    Others, like Goldman Sachs, JPMorgan Chase and Netflix, are pushing to have all employees back in the office five days a week in the belief that there is no substitute for in-office collaboration and interactions. Other companies are trying to land in the middle. Adobe, Apple, and Citi use a hybrid approach in which employees are generally expected in the office 2-3 days a week.

    Several factors suggest the winning strategy won’t be forcing one approach but adapting to the needs and desires of the workforce. A more agile strategy toward workplace design, culture and operating models will be required to succeed. To understand why, consider the business realities and opportunities behind a more agile approach.

    Related: Remote Work Is Here to Stay. It’s Time to Update the Way You Lead.

    Why an agile strategy will win

    Gallup published a study of more than 8,000 remote-capable workers to learn what they prefer, what they see as the future and what they plan to do if their company changes directions.

    Fifty-six percent said their job can be done entirely remotely today, and only 20% said they believe fully on-site will remain a valid strategy, down from 60% in 2019. Only 6% said they want to work entirely on-site. That means 94% of employees surveyed want a more flexible strategy. With more than 70 million workers in the U.S. estimated to be in remote-capable roles, that’s a significant number looking for a more flexible strategy.

    After two years of the “great work experiment,” in which vast portions of the workforce were forced to work from home, we have a lot of information and data. Here’s what we’ve learned:

    • Workers are more productive at home: a Stanford University study found that working from home full-time was equivalent to adding a full day of productivity per week.
    • Workers are more likely to stay at their employer: the same study indicated turnover decreased by 50% as employees felt more loyal and refreshed because they could be more comfortable at home and spend more time with friends and family.
    • It limits wage inflation: a July 2022 study by the National Bureau of Economic Research showed those organizations that expanded work-from-home and remote work opportunities moderated wage inflation by 1% of wages over 12 months on average. The annual Survey of Business Uncertainty found that 55.4% of companies have been able to “restrain wage growth” by employing a flexible work strategy.
    • It allows companies to tap into a more global, more diverse workplace: remote teams give employers access to worldwide talent and potentially be “open” to the public around the clock ― the “follow the sun” model, in which work continues in various regions night and day. Groups that have traditionally “fallen” out of the workforce, like women who have kids, can work from home part-time or full-time more easily.
    • Employers save money on rent and other facilities costs. A study by Global Workplace Analytics estimates facilities savings could equal $10,000 per year per employee.

    So what does an agile work strategy mean and look like?

    An agile workplace strategy means an organization is not wedded to traditional 20th-century operating models or organizational structures and is willing and able to adapt flexibly to meet the needs and preferences of its talent. The new models include:

    • Fully Distributed Organizations: rather than trying to employ all technology workers in traditional markets (Silicon Valley, Seattle, Los Angeles, etc.), companies will establish hubs all over the world. Top talent can be obtained and retained in lower-cost markets like Eastern Europe, India or Southeast Asia, or even small non-traditional cities in the U.S. like Boise, Idaho.
    • Full Remote Organizations: these organizations have removed the requirement to be in an office entirely for nearly every role and now employ a global “work where you are” strategy. Companies like GitLab, with 1,500 employees in more than 65 countries, have gone even further — they have no company-owned offices at all. Dropbox is “virtual first” now and retains 16 studios worldwide, but employees aren’t required to come in or be near a location.

    How do you make this work strategy work? Four quick tips:

    • Change your organization’s operating model and structure to allow this environment. For example, Google provides “distributed work playbooks” for leaders, managers, employees and buddies (to help new hires) to help drive how to make the environment work for everyone.
    • Set clear expectations: practical goal setting, feedback processes, and regular and effective check-ins and 1:1s between managers and employees to ensure things don’t fall through the cracks with a remote, global or hybrid workplace.
    • Gather the right tools: effective project management software like Asana, shared document approaches like Google Docs/Sheets/Slides, shared drives like One Drive, and effective real-time collaboration tools like Slack and Zoom for working seamlessly in a (usually) single-sign-on environment.
    • Make it an organizational imperative to forge connections, bonds and friendships at work: in an Agile work environment, people will need to find ways to connect as informal in-person mechanisms will be more limited.

    Related: 4 Things for Employers to Consider About the Future of Work

    Conclusion

    How to deploy an agile work strategy is complex, nuanced and challenging, but it will be required to win in the future. The organizations that begin the journey now will be more ready to survive the challenges ahead and capitalize on the opportunities the future will provide.

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    Jesse Meschuk

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  • How to Improve Employee Motivation to Increases Your Profits

    How to Improve Employee Motivation to Increases Your Profits

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    Opinions expressed by Entrepreneur contributors are their own.

    Employee motivation is critical to any organization as it directly impacts its earnings. A motivated employee is a productive employee, and a productive employee is an asset to any organization. Employee motivation can be divided into three main categories: intrinsic, extrinsic, and intrinsic-extrinsic.

    Intrinsic motivation comes from within the employees and is based on their desires, needs and motivations. Extrinsic motivation comes from outside sources, such as rewards and punishments. Intrinsic-extrinsic motivation is when external rewards and punishments enhance the employee’s personal motivations.

    Motivation leads to higher levels of customer satisfaction and loyalty, which results in increased profits for the organization. It is therefore essential that organizations find ways to increase employee motivation. There are several ways to motivate employees, including financial incentives, positive reinforcement and opportunities for advancement. Below are some ways employee motivation increases an organization’s earnings.

    Related: Employee Motivation Has to Be More Than ‘a Pat on the Back’

    1. Increased employee commitment

    Employee motivation is one of the most important aspects of any organization. Motivation can increase employee commitment, which in turn can lead to increased revenue. When employees are motivated, they are more likely to put in their best efforts, which can result in better productivity and overall success for the company.

    Many companies understand the impact of motivation on commitment and use various means to increase employee motivation, but there are a few drawbacks. Firstly, motivation can be contagious, leading employees to be more committed to the company and produce more products. However, if the motivation is not sustainable, it can lead to burnout or a lack of enthusiasm.

    Related: 3 Strategies to Keep Employees Motivated In The Age of Burnout

    2. Increased profits

    The most effective way to motivate employees is to focus on the individual needs of each employee. Companies can create an environment that encourages employee productivity and motivation by understanding what motivates each employee. Businesses that focus on employee motivation see an increase in profits. Motivated employees are more productive and efficient, have lower absenteeism rates and are more likely to stay with a company for the long term.

    3. Reduced employee turnover

    Employee motivation has been shown to have a positive effect on both employee turnover and company revenue. In an Indeed.com study compiled from employee reviews, it was found that employees motivated by their job were less likely to leave their position, and companies with motivated employees had higher revenue levels. The study showed many ways to motivate employees, but the most effective way is through monetary and non-monetary rewards. While financial rewards are important, they are not the only way to motivate employees.

    4. Improved product quality

    Lack of employee motivation is the main reason for low productivity and business revenue. By fostering a sense of urgency, clarity and purpose among employees, employee motivation elevates product quality and revenue for the company. Employees are more likely to produce high-quality products and boost sales by being encouraged to work toward a common objective. As a result of increased effort due to increased motivation, the cost of producing a product decreases, increasing revenue for the company.

    5. Optimized training development

    Employee motivation optimizes training development and ensures that employees can positively contribute to the organization. Investing in employee development through training and education can lead to higher motivation levels and, as a result, increased productivity and profitability. It is important to note that employee motivation is not always about financial compensation. Research has shown that employees are motivated by various factors, including recognition, meaningful work and career growth opportunities.

    6. Improved customer satisfaction

    Employee motivation improves customer satisfaction and increases business revenue by creating a connection between an employee and their job. Employees who are satisfied with their work are more likely to provide top-notch customer service. Motivation also increases the likelihood of employees recommending their company to others. Happy employees also tend to be more productive and are less likely to leave their job. In turn, this leads to increased revenue for businesses.

    7. Constant employee development

    Motivation fosters employee development so that employees are constantly growing and learning to meet the company’s ever-changing demands. Motivation should encourage constant employee growth and development, not just periodic bursts of enthusiasm. Constant motivation helps employees stay engaged, leading to better work performance and a higher sense of job satisfaction.

    Sources of employee motivation

    Bonuses and other financial incentives

    Bonuses and other financial incentives are often used to motivate employees. Studies have shown that bonuses can improve employee motivation and productivity. Financial incentives can come from cash bonuses, stock options or profit sharing.

    Related: Reality Check: Not Everyone Deserves a Bonus

    Flexible working schedules

    Flexible working schedules can have a significant impact on employee motivation. In particular, employees who are allowed to work flexibly are often more motivated to work harder and contribute positively to the organization. There are several reasons for this, including that flexible working schedules often allow employees to balance their work and personal lives better. Additionally, flexible working schedules can give employees a greater sense of control over their work lives, leading to increased motivation.

    Improved working conditions

    New employees are often motivated by the potential for improved working conditions. Companies can increase employee satisfaction and motivation by providing a positive work environment. This can lead to increased productivity and a reduction in turnover. Improved working conditions can take many forms, including better equipment, up-to-date technology, safety gear and safety installations to prevent work accidents and related risks.

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    Ferrat Destine

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  • 3 Rules for Wearing a Halloween Costume to Work

    3 Rules for Wearing a Halloween Costume to Work

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    Opinions expressed by Entrepreneur contributors are their own.

    With Halloween just around the corner, many organizations will be hosting office gatherings, costume contests and opportunities to bring your children in for trick or treating. This might be the first time your company is celebrating the holiday in person since the onset of the pandemic, and you might feel pressure to get creative with your costume. But remember: Some costumes unfortunately might be seen by your coworkers as insensitive or offensive, or even racist, misogynistic or highly inappropriate.

    Related: Your Halloween Candy Will Be Smaller This Year (And Not Just Because of Inflation)

    Here are three things to keep in mind to ensure everyone can feel included and enjoy Halloween:

    Don’t glorify those who have caused harm

    Halloween costumes are not an opportunity to glorify those who have caused others harm. The popular Netflix series Dahmer-Monster: The Jeffrey Dahmer Story centers around the serial killer Jeffrey Dahmer. He targeted and killed mostly Black, Asian Latino men. The series sparked renewed interest in Dahmer, manifesting in the sale of Dahmer Halloween costumes. Some online retailers, including eBay, have now shut down the sale of these costumes.

    Even if they are currently trending on Twitter or are infamous figures, dressing up as any of these individuals can be incredibly hurtful to colleagues: Osama bin Laden, Vladimir Putin, Adolf Hitler, Jeffrey Epstein or others who inflicted pain. Finally, do not use inspiration from mass shootings, Covid-19, natural disasters or movements like #MeToo to come up with “creative” or “funny” costumes. This again has the potential to cause hurt and harm to your colleagues.

    Related: A Milwaukee Bar Once Frequented By Jeffrey Dahmer Slams ‘Senseless’ New Patrons Looking for ‘Dahmer Drinks’

    Don’t embrace cultural appropriation

    Halloween costumes are also not an opportunity to appropriate someone else’s culture. Dressing up as a member of a culture that isn’t your own in a costume that’s “funny” or an exaggeration is offensive and hurtful. This can include dressing up as a geisha or Native American or in an Arab sheik costume, a grass skirt with a coconut top or a poncho with a sombrero. Don’t appropriate particular symbols or pieces of clothing that hold significant meaning for those from historically marginalized groups. It’s not a costume for them; it’s part of their community, culture and everyday way of life.

    Finally, blackface is highly inappropriate, hurtful and racist. Blackface is a racist practice dating back to minstrel shows in the 1820s. White performers would pretend to be Black, darkening their skin, pretending to have oversized lips, and wearing wigs and exaggerated costumes. They would ridicule and mock Black people, often depicting them as being ignorant or lazy. Once you understand this history, you now know it’s never appropriate to wear blackface for a Halloween costume.

    Related: ‘Best October Decor in Town’: Yard of ‘Scary Things’ for Halloween Goes Viral

    Do discuss intent versus impact

    If someone does show up to work with an inappropriate Halloween costume, don’t wait for human resources to intervene. Be the person who intervenes on behalf of your team. Pull the person aside and talk to them about intent versus impact. Here’s an example of what you could say:

    “I wanted to share that some of our colleagues are hurt by what you are wearing. I am sure this wasn’t your intent, and I wanted to share why this costume is so upsetting for them.”

    Or, you can say:

    “I am sure when you chose this costume you intended to be creative. Unfortunately for some of our colleagues, this costume isn’t funny. It’s very painful for them, and here’s why.”

    Encourage your colleague to apologize to those they harmed. Ask your colleague to share what they learned and why they now understand the costume was harmful. An apology is a key to helping rebuild trust among colleagues.

    Remember that Halloween can be another wonderful opportunity to bond with colleagues. And when in doubt about your costume selection, don’t be afraid to ask someone else’s opinion. To be on the safe side, stick to dressing up as a piece of fruit, or as a Halloween classic like a pumpkin or a witch. More important than the costume is the opportunity to connect and make sure everyone feels included and able to fully enjoy the festivities.

    Related: Locals Say Living in Salem During Halloween Has Become a “Nightmare”

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    Mita Mallick

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  • Today’s Multigenerational Workforce Needs This Kind of Leader

    Today’s Multigenerational Workforce Needs This Kind of Leader

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    Opinions expressed by Entrepreneur contributors are their own.

    The workplace continues to evolve into a more collaborative, ethical and trustworthy place for employees. Leaders must become equally diligent in earning respect from colleagues. Many workplace leaders feel that they intrinsically are owed respect from employees simply because of their position of authority. However, this thought process has led to serious problems within the workplace.

    The new generation of workers expects a culture where they are respected, nurtured and given an opportunity to grow. When this expectation is not met, turnover numbers skyrocket, and the company experiences a severe drop in productivity.

    Natural leaders want to be liked by their employees. Some leaders who take that approach face confusion and pushback about their process. Yet, these leaders enjoy a much higher retention rate than leaders who don’t share the same care and consideration for their employees. Leaders can easily earn their respect by caring for employees and their families. Consider a few ways you can earn the respect of your employees.

    Related: How to Lead a Multi-Generational Workforce in the New Normal

    Lead by example

    The best executives lead their employees by example. This includes how hard you work, the effort you put into your job how you contribute to the team overall. While you may need to step up and lead your team in a more direct way when the project calls for it, most of the time, you should lead from within the team, working alongside them.

    Additionally, giving the respect that your workers deserve is an excellent way to lead by example. Fairly treating your workers shows how much you value them. Listening to any issues or challenges they face and addressing them are also great ways to showcase your respect for them. When you treat your team well, they will, in turn, respect you.

    Make consistency a priority

    Respected leaders understand the importance of consistency. Don’t change your leadership style from day to day. Set up reasonable expectations for your employees. They should know how you handle issues and what to expect once one pops up. Build trust through consistency.

    Own up to your mistakes

    When you make a mistake, admit to it. The best leaders own their humanness and aren’t afraid to admit it to their employees. When you own up to your mistakes and do what you can to fix them, your employees will respect you for it.

    Related: 3 Ways Owning Your Mistakes Will Make You Powerful

    Seek opinions from employees & stick to your decisions

    The best leaders must find the balance between being pushovers whom their employees don’t respect and being respectful of their employees’ opinions. Your openness to your employee’s opinions shows that you’re willing to put the best ideas first, regardless of who came up with them. Be firm yet flexible, and your employees will respect you more.

    Honor your team

    Find out how your employees like to be recognized and then reward them. A reward is a powerful way to display your respect for your team, and finding out how they prefer to be rewarded deepens their respect for you.

    Listen to feedback

    Employees are naturally suspicious about offering feedback on your leadership style, which is why it’s up to you to seek and listen to feedback. Employee feedback should be scheduled, ask direct questions, and address concerns thoughtfully. This process builds respect between you and your team.

    Avoid micromanagement

    It’s important to delegate tasks and trust your employees to complete them. The key to gaining respect from your employees is to trust them. Of course, be sure to build confidence by letting your team know you’re available if they need support but avoid standing over their shoulder the entire time.

    Related: Micromanagement Is Murder: So Stop Killing Your Employees

    Build relationships

    Don’t just tell your employees that you’re there for them. Show them. When an issue arises, you should shoulder the blame for the problem instead of placing the blame on your employees. Simultaneously, if you receive praise for a project, share that with your team. A reciprocal back and forth helps you build relationships with your employees. You can strengthen this relationship by asking them about their interests, hobbies, and life outside of work. Expressing personal interests helps build trust to show they are valuable to you.

    Invest in benefits for your team

    Employers are uniquely positioned to make a difference in the lives of their employees by providing high-quality benefits. Do your research, look for the most in-demand benefits available for your team, and then invest in them.

    Encourage your employees

    Launching a new career or starting a new job can be stressful. Providing constructive feedback and encouragement to your team helps them gain confidence and ensures they know how to complete their job duties. Additionally, being transparent about what employees can expect at your company improves their experience with your company.

    Avoid creating teacher’s pets

    Playing favorites at the office is a dangerous game. Instead, show your employees the same level of support, including how you give out assignments and perks. Once employees see that you don’t play favorites and that your office is a level playing field, they’ll develop even more trust in you.

    Related: 6 Ways Entrepreneurs Can Be Better Teachers

    Minimize stress

    Reduce the stress your team members feel in a couple of ways. First, find ways to create a more peaceful work environment by extending deadlines or providing extra support for them when possible. Second, you can invest in mental health counseling to ensure your employees have the resources to reduce stress.

    Build leadership skills for a new generation

    You don’t have to agree with every opinion in this article, but you should consider how your leadership role fits within the expectations held by the new generation of workers. Simply working on your listening and communication skills will have a powerful effect on your team. Put your employees at the center of your business, and watch it thrive.

    Even minor adjustments will make your business a more attractive place to work, reducing turnover ratios in the process. Keep your business moving in the right direction by becoming the leader your employees deserve.

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    Larry Jones

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  • 4 Ways to Find the Ideal Work-Life Balance in Leadership

    4 Ways to Find the Ideal Work-Life Balance in Leadership

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    Opinions expressed by Entrepreneur contributors are their own.

    Central to the mindset of most entrepreneurs is converting an idea, invention, passion or hobby into a business that fills consumer needs and makes a profit along the way, which seems like an ideal way to earn a living. While entrepreneurship is often associated with the familiar mantra, “find something you love, and you’ll never work a day in your life,” many in the entrepreneurial trenches would argue that is not the case due to grueling hours, funding concerns and finding people equipped to handle areas outside of their expertise.

    On the road to success, entrepreneurs have to quickly rise to the occasion and become exceptional business leaders as they shepherd their companies to reach new levels. This requires a strategic approach to focusing on core competencies, handling daily operations and managing people to grow a business. Although entrepreneurs are adept at juggling numerous plates and wearing many hats, savvy ones recognize the value of ensuring balance in and outside of work to achieve the best version of themselves from a professional and personal perspective.

    Entrepreneurs and business leaders who develop balance are improving their work success equation and making great strides to create a well-balanced lifestyle that leads to long-term satisfaction and happiness. Here are four things to consider.

    Related: 7 Ways to Get From Burnout to Balance

    Defining balance

    Balance is typically defined as a condition in which different elements are equal or in the correct proportion to help someone or something remain upright and steady. While most agree that work and life cannot be equally balanced at the same point in time due to varying circumstances, they can be averaged so that their benefits complement each other over time.

    Well-balanced leaders realize when they are being spread too thin and take the necessary steps to seek support and regroup before reaching burnout. Conversely, when operations slow down, they demonstrate the awareness to take much-needed time away from the office to refresh and rejuvenate.

    Related: How To Regain Work/Life Balance

    Embracing a brave new world

    There is no doubt that society has entered a brave new world in which companies are working at break-neck speed to adapt and keep pace in areas such as increasing societal concerns, rapid technological advancements, evolving workforce demographics and changing employee priorities. A common thread that drives and unites these areas is a desire for an improved work experience that equates to a better life. As companies continue to embrace the values of this brave new world, their actions should help business leaders better realize a critical need to adopt habits that support proper work-life balance, not only for themselves but also as an example for others.

    Identifying ways to create balance

    Now is the time for business leaders to identify ways to create balance and implement best practices to achieve positive results.

    • View positions as a calling — When leaders regard their work as a calling, they develop a fresh perspective on how they handle their responsibilities, which reflects a higher purpose to make a difference in the lives of others, including employees, clients, communities and personal relationships. A calling mindset provides a solid foundation for emphasizing balance in work and life.

    • Take care of people — Savvy leaders recognize the importance of taking care of their employees, which leads to stronger relationships, dedicated workers, well-developed and knowledgeable teams and increased employee engagement. When leaders have teams they can count on, it not only makes it easier for them to focus on other things in or outside the office, but it also enables co-workers to have more flexibility and balance.

    • Build strong networks – To achieve a balanced lifestyle, business leaders should build strong networks for support in their professional lives and in their personal circles. When leaders have mentors and colleagues who serve as trusted advisors and hold them accountable for properly managing their health and well-being, it helps reinforce better work-life balance. Conversely, building networks for external support that encourage family activities, promote interests and boost fitness initiatives are important ways to connect outside work and form habits that create balance.

    • Control schedules – When business leaders take more control over their schedules, it can significantly impact balance. Leaders should be selective about the number of meetings they attend and the time they travel for business, which can sometimes be delegated to team members. It is critical to designate time for themselves each day for mental breaks that help clear the mind and provide a fresh perspective. Most importantly, leaders should use allotted PTO, participate in community involvement events, and prioritize physical and mental health. Leaders who take care of themselves by controlling their schedules are better positioned to find balance and take care of others.

    Looking in the mirror

    When leaders take steps to lead a more balanced life, they can look in the mirror and see a more relaxed individual who can better focus and make strategic decisions necessary to a company’s success. Their reflection also reminds them that they are setting an excellent example for their teams by encouraging workers to practice work-life balance by viewing their jobs as a calling, increasing fitness efforts, participating in volunteer events and taking time off.

    In addition, well-balanced leaders who develop stronger bonds with family, friends and others in the community see themselves as committed individuals who are making a difference in the lives of others, which in turn improves their lives exponentially. Business leaders who walk the talk about working and living in a balanced manner are developing teams and future leaders to have similar priorities and setting an exceptional example for relatives and acquaintances entering the workforce.

    As work and life appear to be moving at a more rapid pace, it behooves business leaders to evaluate both sides of the equation to help develop professional and personal habits that lead to balanced leadership and a balanced lifestyle that complement one another. When leaders achieve an optimal mix, they should experience greater happiness and success as they pursue their goals.

    Related: The First Step to Achieving Work-Life Balance? Stop Calling It That.

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    Steve Arizpe

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  • 5 Tips for Managing Asynchronous Work in Your Organization

    5 Tips for Managing Asynchronous Work in Your Organization

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    Opinions expressed by Entrepreneur contributors are their own.

    Is “async” — asynchronous work — anything more than a buzzword? After all, email, the ultimate async tool, has been the most popular form of business communication for 20 years. So, why is everyone suddenly talking about async work? In short, the normalization of remote work means we have been forced to think more deeply about our working styles than ever before. Pandemic-inspired “Zoom fatigue” has got us all questioning whether there is an alternative to the synchronous work orthodoxy.

    What do we mean by async work?

    Async work is a working style in which work communication need not occur in real-time. There is no expectation that team members will immediately “jump on a call” to solve a problem. The benefits are clear: It facilitates flexible working hours, better enables work across international time zones and often allows team members to focus better.

    What async doesn’t mean is fewer deadlines, no calls and no team meetings. In most fields of work, there are occasions when everyone needs to communicate face-to-face or voice-to-voice in real-time. Async and synchronous work are better seen as two ends of the same spectrum, rather than completely distinct working models.

    Within our company, we have operated effectively with both synchronous and async styles for different business units. Below, I offer five tips based on my own experience of managing async work:

    Related: How to Create an Asynchronous Work Culture

    1. Apply the async model selectively

    The async working model is probably not appropriate for every part of your business. For example, we would never apply async to our customer care team. When our customers have problems, those problems are time-sensitive and need addressing immediately. It won’t do for team members to only read a customer query three hours after receiving the message.

    The key is applying async strategically and selectively: Async has been fantastic for our international marketing team. Once-a-week team meetings are sufficient for coordinating our social media, advertising and web content while leaving space for the “deep work” that can suit those tasks — it’s difficult to write a technical white paper, for example, with constant distractions.

    2. Implement an async work strategy

    Effective async work requires means having an intentional async strategy in place. This ensures that everyone knows what is expected of them in a working style that may be unfamiliar. This should include:

    • Communication requirements: For example, it might be best to mandate that communication only occurs through designated channels. If Slack is the designated channel, but workers can also form WhatsApp groups, it becomes more difficult to enforce the async model.

    • A “designated meetings only” requirement: As mentioned earlier, zero meetings is usually an unrealistic goal for an async workflow. But a once-per-week or once-per-fortnight targeted team meeting can be effective where agendas, time limits, minutes and follow-ups are mandated. Outside those designated meetings, there should be no expectation that meetings occur.

    Related: How To Manage an Asynchronous Work Flow

    3. Optimize your communications tools for async

    It is best to apply different tech solutions to the async and the sync working parts of the business. Most obviously, team video calls (whether on Zoom, Skype or another app) need to be kept to a minimum in the async working style. Instead, team members need to regularly use async tools like Loom for video, Yac for voice messaging and Slack or Teams for messaging.

    Less obviously, perhaps, consistent rules need to be applied to how those apps are used: You can’t integrate Slack into async work if there is a (perhaps unspoken) expectation that teammates will be constantly checking Slack throughout the day and responding to messages.

    It’s better to have a rule about how quickly people need to respond to messages (e.g., twice per day) and then allow (or even encourage!) the team to keep notifications muted the rest of the time.

    4. Prioritize project tools

    Async work can only be truly successful if there is visibility across the team for key deadlines and if tasks are appropriately assigned. ClickUp, Asana and Monday are all effective at enforcing team accountability for deadlines.

    A special shout out to ClickUp’s “watcher” feature. I have found this particularly useful for giving team members oversight of tasks they are not directly participating in. This can be more effective (and less boring) than having to hear about the actions of other team members in a Zoom meeting.

    Related: Why 2022 Is All About Asynchronous Communication

    5. Ensure effective documentation

    Async doesn’t work without effective documentation. Everyone needs to know where to find relevant information, that the information is trustworthy, and that appropriate accessibility protocols are applied.

    This means having a central “knowledge base” with an organized and accessible file structure. This could be maintained through simple tools like Google Drive, OneDrive and Dropbox — or more premium tools like Confluence.

    Async is an effective approach for some types of work, but it has to be managed effectively. To do this, I recommend that async work is only applied selectively, that a robust async strategy is put in place and that the tech stack is optimized. It’s also important that async work is supported by the right project tools and comprehensive documentation.

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    Antoine Boquen

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