As the coronavirus pandemic continues to spread across the world, public health and government officials are mandating or strongly suggesting that individuals practice social distancing.
Millions of people are now working from home, many for the first time. While software might seem like an industry ripe for ‘work-from-home,’ some companies have made the transition to remote product development more smoothly than others.
As a media agency, odds are you were fairly prepared to move to remote work.
Even before the COVID-19 pandemic, your company likely had employees scattered around the country, possibly even the world, so you’re familiar with leveraging technology to stay in touch. And even if your team typically does sit in the same office, you’re probably used to staying in contact with your clients virtually.
Want to fight global warming while in your pajamas? Turns out working from home might be the answer.
Off site—but not out of mind. There are major benefits to operating distributed teams, most notably the ability to recruit and work with talented individuals from all over the world. However, a remote workforce can also pose potential risks. It can be challenging to maintain consistent productivity and accountability, as well as build a team of long-term workers.
Location, location, location. While that’s a real estate mantra, office real estate has gone in a different direction. In many industries, employees can now work onsite, offsite, and have flexible hours. This means the average company no longer requires a room that accommodates every single employee every day. On average, 30 to 40 percent of an organization's space is vacant at any one time, creating a visible waste of company resources. To combat this problem, companies have started to embrace strategies that make better use of office real estate.
In this guest post, our friends at Remote Year share their top tips for selecting an employee to test drive your remote work initiative.
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