Podcasts about remote work

There's no doubt that one of the areas that COVID impacted the most was in the way we work, and specifically, in how the pandemic pushed remote work into the mainstream. Dan Andrews is the Co-Founder of Tropical MBA and Dynamite Jobs, and he's been beating the remote work drum for over a decade. He joins the show today to talk all things remote work, including whether it's here to stay. Listen in as we dive into how the narrative of remote work has changed over the past few years, what the optimal structure for organizations going forward will likely be, and whether offering the option to work remotely is still considered a perk for most employees. We also discuss when you should—and shouldn't—post a salary in your job description, what you can do instead to manage expectations and maintain interest, and how to find and vet great remote team members.  You can find show notes and more information by clicking here: https://bit.ly/3y6kdvf Interested in our Private Community for 7-Figure Store Owners?  Learn more here.   Want to hear about new episodes and eCommerce news round-ups?  Subscribe via email.

Working Remotely - A New Way of Doing Business! Did COVID change the world for the better? How do you find these opportunities? How do you stay organized? I speak with Travelmadics Kevin Sanford and Deasia Mcnish on their thoughts! www.xsquadradio.com and www.kysii.com

Welcome to the What's Next! podcast with Tiffani Bova. Given both of their superb networking skills, it's a wonder Tiffani hadn't met Keith Ferrazzi sooner for a collaboration project! On this week's episode, we highlight Keith who is an American entrepreneur and recognized global thought leader in the relational and collaborative sciences. As Chairman of Ferrazzi Greenlight and its Research Institute, he works to identify behaviors that block global organizations from reaching their goals and to transform them by coaching new behaviors that increase growth and shareholder value. Keith has introduced a new transformational operating system he calls co-elevation that leads to exponential change and value. Formerly he was the CMO of Deloitte and Starwood Hotels. He is a #1 New York Times best-selling author of Who's Got Your Back and Never Eat Alone and his newest book Leading Without Authority, as well as a frequent contributor to Harvard Business Review, WSJ, Fast Company, Forbes, Inc, Fortune and other publications. Keith's 20 year history of transforming C-Suite executive teams has made him an agent of transformation and among the world's greatest and most sought after coaches.   THIS EPISODE IS PERFECT FOR…  workplace executives and leaders that want to learn how to remain competitive and impactful in a post-pandemic world.   TODAY'S MAIN MESSAGE…  As the world of work transformed over the most recent years, many workplaces struggled to adapt to work-from-home practices. But the reality is that we've been inching towards remote work as the “new-normal” which has been present for decades. If companies want to find success in a hybrid environment, they must go all-in on digital and embrace the human connection when workers do show up to the office.   WHAT I LOVE MOST…  Networking isn't about the glamour and the spotlight of social prowess – it's about making the time to build an authentic emotional connection and then co-creating a workplace experience together.     Running time: 27:18 Subscribe on iTunes     Find Tiffani on social: Facebook Twitter LinkedIn   Find Keith online: Official Website Twitter LinkedIn   Keith's Book: Competing in the New World of Work

This episode is all about remote wok. (Or as it is also sometimes known, telework, or telecommuting, or just working from home.)The trend towards remote work has accelerated a lot during the Covid pandemic, as is clear in the data. What we don't yet know is how much of the trend will last. And if it does last, what kind of economic and societal consequences will it have? What might be its effects on things like how we design our homes, and even our neighborhoods? What will happen to the downtowns of big cities, if their offices stay empty? What will it mean for how people get evaluated and promoted at work. Today's guest is economist Adam Ozimek, the chief economist of the Economic Innovation Group. Adam has done some of the most detailed and original analysis on remote work in recent years—not just chronicling the trend right now, but also looking at how it might conceivably change our lives in the long run. Related links: Adam's personal websiteEconomic Innovation GroupFollow Adam on Twitter See acast.com/privacy for privacy and opt-out information.

Three things to know toda The IT Channel is optimistic… is that wise?    The FBI's specific warning about remote work in tech AND Remote and hybrid work is here... and Americans like it   Do you want to get the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/   Support the show on Patreon:  https://patreon.com/mspradio/   Want our stuff?  Cool Merch?  Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com   Follow us on: Facebook: https://www.facebook.com/mspradionews/ Twitter: https://twitter.com/mspradionews/ Instagram: https://www.instagram.com/mspradio/ LinkedIn: https://www.linkedin.com/company/28908079/  

We're currently taking a break from recording for some vacation time with family.  We'll be back with new episodes starting on July 13, 2022. This episode originally aired on February 24, 2021. On this week's episode of 33 Tangents, Jason and Jim are joined by Rick Hall to talk about analytics and remote work. Rick Hall is a software entrepreneur focused on the analytics market for more than 30 year.  He has led the development of over a dozen software products and taken several companies from the early stage to an eventual sale. Most recently he led a group in the purchase of Aginity in March of 2020 and is currently serving as CEO.   Aginity's mission is to empower individuals, teams, and departments to realize the full potential of enterprise analytics. Aginity provides the industry's only active analytic catalog solution for data analysts, data engineers, data scientists, and business users, enabling them to interact with their data and analytic code in a whole new way.   Aginity was an early innovator in Analytics Management and launched Aginity Pro early this year.     THANK YOU We know your time is limited, so it means a lot to us that you would spend some of your time with us. If you have found this episode to be valuable, we would appreciate if you would share it.   And if we are getting you hooked, don't forget to subscribe, like, and recommend on your favorite podcast platform.   WHERE TO LISTEN The 33 Tangents video simulcast is now available on YouTube Subscribe on Apple Podcasts Subscribe on Google Podcasts Listen on TuneIn Listen on Amazon Music   WHERE TO FIND US Website: www.33sticks.com Email: Podcast@33sticks.com Twitter: https://twitter.com/33Sticks Facebook: https://www.facebook.com/33sticks/ YouTube: https://www.youtube.com/channel/UC8KUpp_LygXotCrKgR9ZoBg

Unions are basically an HR curse word. But are they really that bad? On this week's episode, we sit down with an OG of HR, Connie Marie. Connie has worked a lengthy HR career alongside unions, and she shares with us what is and isn't possible when you are governed by collective agreements. Connie shares that although unions might equal red tape, there is still so much opportunity to kill it as an HR partner and make shit happen. Oh, and did we mention that Connie is also Tyson's mom! Alexa takes this opportunity to ask about generational views on HR, so buckle in for this family affair. * Your tribe of People peers awaits you in 2022... Yes, you'll learn things, and yes, you'll earn professional credentials... but it won't be boring. We promise. Listeners receive 20% off with code 'PPLProblems20' for your first two years of membership at The People Ops Society!

Marc en Seppe bespreken de IT actualiteit en hebben het over de Itsme app, de gevolgen van Roe vs Wade op data en privacy, en de laatste uitspraken van Elon Musk.

Tina Paterson is a master of efficiency, helping leaders to navigate the complexity of working with remote teams.Author of the new book Effective Remote Teams, Tina has helped teams of over 10,000 members to navigate this new world of working remotely while maintaining a healthy work/life balance. With her proven steps and processes, these remote teams are actually MORE effective and efficient with more free time for their family and personal lives.She dispels the entrenched notions of time and effectiveness and instead teaches the hard-earned strategies she has learned first-hand, to move from exhaustion and being overwhelmed, to a happier, healthier, more productive leader, wife, and parent.Today, she is here to talk to us about effective remote work.Connect with Tina:Website: https://tina-paterson.com/Resource: The Top 10 Mistakes Leaders Make When Leading Remote Teams: https://www.effectiveremoteteams.comLinkedIn: https://www.linkedin.com/in/tina-paterson/

Today on the podcast, Mitko (@mitkoka) is joined by his good friend Chase Warrington (@dcwarrington), the Head of Remote at Doist and the host of the About Abroad podcast. This was a wide-ranging conversation during which they explored topics like traveling with a pet, why we've reached the age of long-term nomading, the appeal of vanlife, and what Chase and Mitko's plans for the rest of the year look like.

TUNE IN TO LEARN:The essential movement practices, the amount of minutes, the exact exercise practices, and my favorite  website and an app that I'v  been using since the pandemic started, that kept me in a top shape even in quarantine in London in a tiny room - fitness for life based on research, your minimum effective dose and how I maintain it working remotely or as a digital nomad, traveling and being flexible.

Nick Andersen '12 is a podcast producer for GBH Boston, the primary PBS member station in Boston. Nick shares with host Benny Klein '24 of the Scholar Media Team about his work on the PBS MASTERPIECE series. Before joining GBH, the producer worked for WBUR, Boston's NPR news station, and NPR's On Point show.The alumnus is also the senior producer for Ministry of Ideas, a “small show about big ideas.” The Harvard Divinity School series is dedicated to investigating and illuminating the ideas that shape our society.As a Morehead-Cain Scholar, Nick wrote for the Daily Tar Heel, the University of North Carolina's student-run newspaper. He earned degrees in history and journalism. Music creditsThe intro and ending music for this episode is by scholar Scott Hallyburton '22, guitarist of the band South of the Soul.The music featured mid-episode is by scholars Asher Wexler '25 and Emmaus Holder '23, with voice-over by scholar Tucker Stillman '25.How to listenOn your mobile device, you can listen and subscribe to Catalyze on Apple Podcasts or Spotify. For any other podcast app, you can find the show using our RSS feed. Catalyze is hosted and produced by Sarah O'Carroll for the Morehead-Cain Foundation, home of the first merit scholarship program in the United States and located at the University of North Carolina at Chapel Hill. You can let us know what you thought of the episode by finding us on Twitter or Instagram at @moreheadcain or you can email us at communications@moreheadcain.org.

What is stopping you from creating the lifestyle you crave?  Today I am joined by digital nomad, podcaster, and remote work expert, Chase Warrington to discuss what it takes to create your ideal remote work environment.  If you have ever wanted to work remotely and travel the world then you don't want to miss this episode. Chase shares insights from his experience as a Head of Remote for Doist, how to navigate perceived risk when making big decisions, where to find the best remote jobs, and so much more.  Can you think of a moment when a city came alive for you? I'd love to hear about it and hope you will share by sending me an audio message. Don't forget that if you want access to the private Zero To Travel podcast feed, a bonus episode every month (decided on by YOU), exclusive content, direct access to me to answer your questions, and more. Click Here To Try Premium Passport For Only $1 and get: Access To The Zero To Travel Podcast Archives (300+ amazing episodes and growing)  One Bonus Episode Per Month (Decided By YOU) + Exclusive Content You Can't Hear Anywhere Else  Ask Me (Jason) Your Burning Questions, and Get A Personal Answer!  All Episodes Ad-Free (From April 2021 Onward) Today's episode is sponsored by US Bank Visa Platinum Card, perfect for large purchases, unexpected expenses, and balance transfers. To see if you qualify for the lowest APR out there, visit usbank.com/platinum today. Tune In To Learn: What made Chase decide to stick around College for an extra semester Why you should travel to North Carolina How Chase started to build his location independent life Where Chase has visited over the past 9 years of living abroad Advice for navigating and overcoming perceived risk Why working remotely shouldn't be a novelty The sacrifices of working remotely and how they can be overcome How to cultivate a team dynamic in a remote work environment Advice for finding remote work that best suits your lifestyle How Chase started his own entrepreneurial endeavors What word helps inspire Chase to find balance The most important elements of creating a successful remote team What daily life is like for Chase and his family in Valencia, Spain One of the biggest challenges Chase currently faces And so much more Resources: Join Zero To Travel Premium Passport US Bank Visa Platinum Card - Today's Sponsor Connect with Chase Warrington on LinkedIn Learn more about Remote Work on Doist Listen to About Abroad Follow Chase on Instagram and Twitter Want More? Lifestyle Design and Beating Your Own Path with Marc Freccero How To Hustle Your Way To Location Independence And World Travel The Future of Remote Work with Steve Munroe

In honor of our upcoming IO2022 innovation Accelerated Summit, which is happening September 19th and 20th in Lincoln Nebraska. Thought it'd be nice to pull some of the best interviews and sessions from our IO2020 virtual event. So, over the next few weeks, check out some of our amazing speakers and grab a ticket for the upcoming event. We'd love to see you there. Tickets and more information can be found at io2022.com. And now back to the show. Inside Outside Innovation is a podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.Interview Transcript with Steph Smith, Trends.co / The Hustle / HubspotBrian Ardinger: We are excited to have Steph Smith here with the Hustle and Trends to talk about one of these amazing new trends that we're seeing. It's the whole move to remote work. Steph is the Head of Trends and Product Manager at the Hustle, which is a great newsletter, if you don't subscribe to that. Trends is their exclusive group. And I I've got to say it's, it's one of the best groups out there to talk about new things that are happening out there, new business leaders, things along those lines. She's got a new book out called Standing Out in 2020. Doing Content Right. And I know she's been doing a series of sessions on that. It's an eBook. You can check it out at stephsmith.io. She's been blogging for a ton of time. And she's also been in this world of remote work. Been a digital nomad for a while. So, with that, I'm going to just turn over to Steph. And we'll talk the trend of remote working. Steph Smith: Sweet. Thanks so much. That was a great intro, Brian. Today, I'm going to be talking about something that I care a lot about. I saw some other people in the chat mention that they've been working remotely for a long time. Two, I'm going to be talking about thinking past the office and designing what I call resilient, remote teams. And I do this in a little bit of a different way than I think most presentations on this topic are, which give you a lot of super, super concrete, like you must do this. I like to think of this more so as how do we think about what has changed? What does that mean? And what can we learn from this? So, I use three books and I'll get into that in a second to actually convey some of these points. But just quickly, I don't want to talk about myself very much. Brian gave me a great intro. All you need to know is that I have been working remotely for the last four or five years now. And I did that originally at a company called Top Tell, which was one of those kind of remote first companies built from the ground up to be remote. Now I work at a company called The Hustle and I've done some remote training for different companies. And in general, have been nomadding around for the last couple years as I work remotely. So that's enough about me. Let's talk about where we are in this world. As I mentioned before COVID there was a series of companies I'd say only a couple dozen of scale that were built up to be remote. From the ground up, they said, you know what, we're never going to have any offices. Or if we do, we're going to be remote first. Companies like Zapier Basecamp, Web Flow. All these companies were built from the ground up to facilitate positive remote working environment. Now, as we all know, you saw this kind of trend, the slow trickle of people that were searching for remote work overtime. This is Google trends from 2004 to present. Then as we all know, 2020. crazy year. We see this big spike and we're all remote, whether we want to be or not. And this includes huge companies like Google, Cora, Coinbase. Shopify that at least are either going to be remote for several, several years or in some cases like Shopify have just claimed that they are now remote first from here forward. The question then becomes with all of these companies with now millions, if not billions of people that are kind of thrown into this new environment, what happens. What happens to these organizations that weren't built from the ground up? Like Zapier, Base Camp, or Buffer. Some of the questions that I have here, allude to what I'll be talking about in this presentation. So how does remote work or the shift influence how people interact with one another? How does it influence the social fabric or culture of the company? How does this change how potentially leaders should or can operate at these organizations?And in general, this all brings me back to the title of this presentation. How do we build resilient teams? And resiliency in this case means teams that thrive in the environment that they're put in, right. It doesn't feel like they're kind of pushing against walls. It doesn't feel like there's friction to achieve certain things.It feels like they're put in an environment where they're put in a place to succeed by nature, by the nature of the environment that they're in. So, as I said, this presentation is really based on three books that I've read and, and I think are excellent. It's Give and Take, Algorithms to Live By and The Four Tendencies.And I like using books like this to really frame these conversations because these books are actually not based on remote work at all. They're based on human psychology. They're based on how people interact in given situations or environments. And then I just layer on a question. Is this still true with remote work or how does this change as people go from an in-person environment to remote. And so, we'll talk specifically about how giving and taking behavior may change with remote work. We'll talk about how we can design systems. So, using something From Algorithms to Live By, Game Theory. How do we incentivize people to actually act in their best interest? Because they don't always do that on their own. And how do we in general make remote work sustainable. And then I'll talk about the potential archetype of remote worker using this four tendencies framework. To preface the three books and the three things that we'll talk about, I want to jump back to summarize where we are.So, we as a society had a majority of people working in offices. And now we have a majority of people working remotely. And I like to kind of facetiously say that when you work in an office, you work in a box. And that box is predefined for you. And even though it's a little facetious in terms of the analogy, a lot of that is true in the sense that you have a lot of things, whether it's, you know, where you're physically working, how you're working exactly, when you're working. A lot of that is super predefined for you. And for some people that's actually better. Some people that's worse. I'm not trying to ascertain whether one is better or worse, but the idea is that before you had a lot of things mapped out for you, right? And now when you're working remotely, the way, the analogy that I like to give is that box is kind of like stripped clean.So, you get rid of the walls, you get rid of exactly when, how you work. And now a lot of people are left to figure out how to build their own box. And what I see a lot of people doing, whether it's individuals or companies is they basically do this Control C Control V where they basically say, you know, we had all these things, these processes, these systems, these frameworks that worked in our office. So, let's just take all those and let's paste them into our new environment. And that can work. But what I think we have a unique opportunity to do is in fact, rethink the box. So, build our new box from the ground up. So instead of just copying everything and saying, oh, this worked there. It should work here. Let's just rethink what are the things that we should operate by in this new environment? How do we rebuild our box? And something more important than that is instead of giving our employees a new box saying, hey, this is your box. Please take it. And again, abide by these rules or operations or logistics. Let's actually just give them the tools to build their own box. And this kind of summarizes part of what I'm, I'm getting to at least to preface three examples is, is a quote from Amir. Who's a CEO of Doist one of those kind of remote first and companies. And he says, basically, remote. Isn't just a different way to work. It's a different way to live. We have to acknowledge that we're kind of blurring these lines and people, you know, experience isolation, anxiety, depression. And in general, we need to figure out ways in systems to resolve this new, almost more complex issue where you have people, people's work and their lives just meshing into this continuous system.All right. So, what are the cornerstones of remote work? I mentioned this because this bleeds into some of the examples. So remote work overall, at least prior to COVID, when people weren't forced into it, really prioritized three things over three other things. Meaning output trumped input, which meant that didn't matter exactly how many hours you were working or exactly what you did to get to the impact that you're driving for a company.What mattered was the impact, the output. Similarly, remote work tended to favor autonomy over administration. Again, this idea that didn't matter exactly how you got from Point A to Point B. You had the autonomy to figure that out. And similarly, flexibility over rigidity. So, let's keep these cornerstones in mind throughout the presentation. And consider that even those cornerstones sound kind of resoundingly positive, all of us at face value are like, yes, I love being graded on my output. I love being graded or given the autonomy to figure out how I deliver that output. And I love being given flexibility. But let's just keep those in mind and consider that they're not always strictly positive. All right, so let's dive into the first example in the book, Give and Take. Obviously, these books are very in depth and I only covered one small sliver of them in this presentation. But the key takeaway from Give and Take is that Adam Grant, he's a professor at Wharton, amazing writer as well. He talks about three different types of individuals. So, Givers, Takers, and Matchers. All you need to know about them for the purpose of this presentation is that givers basically believe in this world as a positive sum game. Meaning they believe in mutually beneficial situations. They're willing to give without expecting anything in return. Takers are kind of the opposite of that. They think zero sum game. I'm sure you can imagine or conceptualize people in your life that you've encountered that really are trying to get ahead at the expense of other people.Now matchers fall somewhere in the middle. They basically believe, or kind of function off of this idea of reciprocity and fairness. All right. So with that in mind, the question or sorry, before I even get to the question, something I want to mention is that the whole premise of Adam Grant's book is a little surprising in that most people would expect that given Takers and Matchers and Takers in particular, their approach to life in terms of kind of utilizing other people to get ahead or prioritizing their own growth over other people, you would expect those people to be the most successful.Now, interestingly enough, he found that Givers were both at the very top of the spectrum of success, and the very bottom. You can notice two different types of Givers here. One is selfless. One is, is otherish. All you need to know here is that Otherish Givers are Givers but have found a way to prioritize their own needs.So really interesting that Givers not only elevate other people, but they are actually the most successful on their own. So, this is kind of a summary or a quote from Adams, which basically says they succeed in a way that creates a ripple effect, enhancing the success of others around them. You'll see that the difference lies in how Giver success creates value instead of just claiming it.So, in general, I think the obvious takeaway here is that we want more Givers at our organizations. Now the question becomes, and this will be a repetitive question throughout, is this the same with remote work. Or how does this change with remote work? Some of the sections here are based on actual data sources.This one, not so much. This is me more hypothesizing. And what I've come to in terms of my many years leading teams, interacting with teams, being individual contributors on teams is that because if we remember the cornerstones of remote work, we prioritize output. We prioritize impact. That which in remote, all that matters is that impact, right?Are you delivering value? Are you worth your salary? Are you hitting your KPIs. In person when you're in an office? All that stuff matters. But it's also weighed against certain unspoken things, unspoken rules, like the amount of time you're spending in the office. Whether you're on time for things, whether you stay late to help another employee in general, everyone knows who the team players are in an office.That's not always true when you work remotely. I think if you've worked remotely over the last couple months, especially if you were in an office before, you can probably resonate with this idea. In remote, there's a couple thing, other things that I want to know. This idea of staying on longer to, you know, as a Giver, let's say you're helping other people.That's super difficult to quantify because when you're working remotely again, our work life and our lifeline blend together. So, it's actually hard, if I were to ask anyone on this call, how many hours did you spend this week working remotely? I think a lot of people would struggle to actually quantify that.So then layering on, am I working extra? Am I not working enough? It's really hard to kind of parse that out. Additionally, if you support someone. Let's say I have a friend and her name is Sally at work. And she says, Hey Steph, can you help me with this project? And it actually takes like, you know, five hours out of my day.I end up helping her. All of that work for better or for worse is hidden online. Sally knows about it. But everyone else at work, didn't see me stay late to help Sally. They didn't see the output of that work. They didn't see the Giving behavior. And so, in addition to this, KPIs in general, when you work remotely by nature of trying to ascertain that output of people, tends to be more individual. You even hear people use terms like manager of one when they're working remotely.And in general, the idea that I'm trying to get across here is that by nature, when you're working remotely, because there are so much emphasis on output and impact, which has many positives, basically takes away the recognition that you typically get in an in-person environment of these Givers, and what happens is these Givers end up burning out, they become more of those selfless givers that you saw at the tail end. Instead of the Otherish givers that were the most successful individual. And something I want to call out here is that regardless of intentions, morals, or values, and what I'm saying here is it doesn't matter if someone's a good person or bad person. That's not what I'm trying to ascertain. Bad incentive structures result in bad behavior, no matter how good of a person you think you are. So, what's the takeaway here? Again, I'm trying to go through this quickly, so I won't go through everything. But the idea here is that you still won't have a water cooler. In the office, which almost acted like, you know, animals in the wild. There's like a certain hierarchy and there's a kingdom and, and it kind of regulates things, right. You just subtly, but it does. You don't have that anymore with remote, or at least it's not created without intentionality. And so, there are a couple quick things that you can do. The first thing is just ask your team very simply who helped you this week? Who did you work with? Where did you put in extra hours? Where did someone else put in extra hours for you? You must ask this because it will not be surfaced as naturally as in the office. The second thing is build KPIs to incentivize teamwork. This is a little harder to do because again, when you work remotely, you're trying to ascertain output. But think about how you can do this to incentivize teamwork. So, you're not kind of encouraging people to act more as Takers versus Givers. And then finally create an environment where you're not just recognizing good behavior or giving behavior, but you're actually rewarding it.So, some companies like GitLab have actually started things like micro bonuses, where in addition to the bonus structures or the compensation structures that you get from your boss, other people around you can actually reward you based on your giving behavior. Because that's really important. You're not just recognizing it in like kind of shout outs or things like that, but you're actually rewarding this behavior. So, you're incentivizing people to continue doing it. The final thing I want to call out is that you can do as much as you can once you have people at an organization to incentivize giving behavior. But you can also kind of integrate this into your hiring process. Which means bringing in people who are more naturally Givers.So, Adam Grant mentions in his book. This is directly from Give and Take where he, during the hiring process asks this question, can you give me the names of four people whose careers you have fundamentally improved? And the idea here is that people who are Givers tend to mention either people at the same level as them or below them in terms of the people that they've helped.And it's a natural response. Of course, this is again, not quite scientific versus Takers, tend to mention people that are above them. That they've helped, because again, there's this nature of people who are Takers, trying to get ahead and using things like status to get ahead. So, something to keep in mind as well as you're hiring.So, the second example that I want to go through is from Algorithms to Live By. Again, excellent book. This is a book where basically they take principles from software development or software engineering and use it to help us think through problems that are outside of that scope. So, things like Cashing Theory or Kneeling or making intractable problems tractable.The one that I want to talk about today is Game Theory. So, in Game Theory, I'm not going to go into depth, but it's this idea that within a game, there are certain rules. And within those rules, they incentivize people to act a certain way. And once a game is predefined, you tend to get to this equilibrium where all the players individually are acting their own best interest.But sometimes the kind of aggregate of those actions actually may result in outcomes that are worse for everyone. Again, depending on the rules that were set for that game. And this equilibrium that I'm specifically talking about is called the Nash Equilibrium. And it's this idea again, there's this kind of long definition and talks about a stable state.The idea here is the Nash Equilibrium is within an environment within a game. It's the outcome or the optimal state, where there's no incentive for any individual to deviate. Now, this may not sound super actionable. So let me give you a precise example of what I'm talking about. So, with remote work, a lot of remote first companies tend to go with unlimited vacation.And I think this is something that probably more companies will end up moving towards as well. But something you keep in mind here is the Nash Equilibrium of unlimited vacation approaches, zero days. And the reason for this it's a little counterintuitive because you think unlimited vacation sounds amazing. Sounds like a great perk. Well, what happens with unlimited vacation is that people look to be perceived as more loyal, more committed, more dedicated than their peers. And therefore, they look to take just slightly less vacation than their peers. And what happens is a cascading effect, which approaches zero.This is actual data from Buffer's Data Remote Report from 2019, where you can see in blue, the amount of vacation offered, and then in orange, the amount of vacation that was actually taken. So, you can see around 30, 35% of people had unlimited vacation. And if you look at how that's actually distributed, most of the people who had unlimited vacation took anywhere from no vacation to two weeks' vacation. Versus the people who had, you know, six weeks, five weeks, four weeks were likely to actually take that amount of vacation.So, what is my point here? Well, in Game Theory is this idea where basically you have a game and then those rules are set for the game. And then you just see what behaviors actually emerge from those given set of rules. Well, I think with remote work, we have to be a lot more intentional about not just kind of throwing rules out there, again, kind of redefining our box and, and not just taking a box that already exists. And you can do that through Mechanism Design, which is kind of flipping that script and saying, what are the behaviors that we actually want and what rules do we need to establish to actually generate those behaviors? So kind of again, reversing the question and figuring out what behaviors you want to incentivize. And then figuring out what rules need to be in place to actually achieve that.As I mentioned, the box has changed, the game has changed. So, here's a couple examples of things that people struggle with from the same report, when they're working remotely. It's things like unplugging, loneliness, distractions, culture, and communication. If you were to ask the same question to people who are working in an, in an office, these would not be the case, which shows us the game has changed. The problems have changed. The things that we're solving for have changed and therefore you must come up with rules or incentives so that people act in their own best interest. So again, you're thinking backwards. You're asking the question, what are the KPIs that you need to actively design to encourage people to, for example, have a work life balance outside of just the freedom to define their own. And this is really important because it sounds counterintuitive to say a I'm actually going to define more rules. Because flexibility sounds like a great perk or sounds like a great thing to have. But actually, you can help your employees in certain situations to actually help them again, this idea of building their own box.Something I want to call out here is again, is Wall Street, which is again, the most like capitalist type environment there is, has mandatory off hours. So that brokers don't push themselves to their Nash Equilibrium, which would be the sleepless equilibrium, where they're constantly trading. So, you have to think backwards and figure out how to design an environment that people succeed in.Quick couple examples before we move on to the third example. The third book are things like a minimum vacation policy, mandatory days that they must take off, allowing people to take back their calendars and actually block off significant parts so that they're not encountering what people call Calendar Tetris. I like this example from Keith, I don't know Keith personally, and this was pre COVID.But basically, he decided to close his office on Friday. Simple things like this, where he basically said it's a mandatory weekend. You are not allowed to work, even though it seems strange in a digital environment. And I'm giving you 50 bucks to go eat at your favorite restaurant. So, think about how you are intentionally designing systems for your employees.Finally, third example that I'll breeze through is the Four Tendencies. And I'll caveat this example with this quote directly from Gretchen Rubin, the author that says the happiest, healthiest, most productive people aren't those from a particular tendency, but rather the people who have figured out how to harness the strengths of their tendency, counteract the weaknesses, and build lives that work for them.So, what is the Four Tendencies? It's this idea that there as it sounds like four tendencies. Upholder, Obliger, Questioner, and Rebel. Now these two highlighted in green are not highlighted, because they're the best. As Gretchen said in that quote, it's just that they're they are the most common. Now the Four Tendencies is basically a two-by-two framework, which identifies how people respond to expectations or accountability.So, do they readily meet outer expectations? Do they readily meet inner expectations? Do they resist both of them or do they kind of fluctuate towards or air towards one or the other? So, I personally am a Questioner. I resist outer expectations and I meet inner expectations. To give a quick example, if I wanted to get fit, having a gym buddy as an outer expectation expecting me to show up that actually wouldn't help me. And that actually is something that I've tried to do throughout my life. Hasn't worked. Meanwhile, something like actually understanding the science behind why I should be fit or kind of convincing myself that my identity, or I want to be the type of person who, you know, respects their health. That works for me. So as a Questioner, I meet inner expectations. I resist outer expectations.Now I did a poll on Twitter a while ago, got around 400 votes from people who had been working remotely again, pre COVID. And it was interesting to see that the most popular tendencies among this again, non-scientific poll were Questioners and Rebels, and I thought, huh, that's interesting.If you remember questioners and obligers for the most common in the overall population with remote workers, or at least those who sought out remote work. Where questioners and rebels with the, the familiarity or the common thread here is that they both resist outer expectations. I thought that was really interesting.And I think that relates to this idea that there's a level of self-selection or misalignment with outer expectations of society, of people trying to at least identify their own work norms, identify their own vision or how they can actually build something, build their own box. And this isn't again, mean that they're more successful or less successful.It's just perhaps that they actively sought out this type of environment. Now, what's the takeaway here. This is a brief section compared to the other two, but it's the idea that people actually respond differently to inner and outer accountability. We used to have everyone in an office and that didn't necessarily work with everyone.Now we have everyone remote that doesn't necessarily work for everyone. So, I think the idea here is that leaders need to actually learn past, just the high level this person is good at these skills. This person is good at these skills. This is my top player. This is my, you know, less valuable player. And more so think about how to tailor their leadership stylers to figure out how to motivate their employees. Whether they're in a remote environment or not. But especially if you're in a remote environment, how do you incentivize, if we just quickly go back, how do you incentivize Upholders and Obligers when Questioners and Rebels tend to naturally seek out this environment?And on the flip side, if you're in an office, how do you naturally incentivize Questioners and Rebels so that they're motivated when Upholders and Obligers may more naturally fit into those traditional environments. So just something to consider. Right. This is the final slide I have, and I know we're running out of times, but the idea here is just, again, there are certain things or certain ways that humans tend to interact in, in an person environment.And they don't necessarily act the same ways in a remote environment. And in particular, they may not even act in ways that benefit themselves all the time. So, we must as leaders, if you're leading a team, if you're leading a company, It's good to consider some of these things and figure out A: How do I encourage Giving through discovering, hiring, promoting, and acknowledging and rewarding as I said before Givers. How do I select incentives or develop the right systems so that we're using Mechanism Design and not just throwing people into a game and hoping that they choose the best outcomes that are best for them or best for everyone?And then finally, how do we actually learn about our people past the face value in terms of their skills and figure out how to harness their unique strengths, whether they're in an in-person environment or a remote environment. If you want to find me, or if you have questions, happy to answer them now, but you're also welcome to email me or DM me on Twitter and that is it.Brian Ardinger: That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  Also don't miss IO2022 - Innovation Accelerated in Sept, 2022.

Find transcripts of every episode at lattice.com/allhands.Follow All Hands on Apple Podcasts, Spotify, Stitcher or wherever you get your podcasts so you never miss new episodes.Learn more about how Lattice can help your business stay people focused at Lattice.com or find us on Twitter @LatticeHQ.

Hey, it's Alex from Remote Work Life. On today's episode of the Remote Work Life Business Spotlight, I'm featuring Tortuga Backpacks @ tortugabackpacks.com. Want to work remotely from home or anywhere so you can avoid the morning commute and have more freedom? Download a list of 100 tech businesses that hire remote professionals and freelancers

Surviving Remote Work is the ultimate guide for entrepreneurs who want to get the best out of the remote work experience. During this podcast, Luis and Sharon engage in a fun conversation about popular topics remote managers are currently dealing with and key insights about Surviving Remote work (the audiobook version is coming out soon!)

During the worst of the pandemic, in late 2020, independent agency owner Spencer Houldin joined “On Point” to relay how his staff pivoted to working remote. “We had … Read More » The post 100% Committed to Remote Work appeared first on Insurance Journal TV.

At the height of the pandemic, employees left their offices to work from home. Now many companies are requiring their return – but do offices actually make workers more productive? Dr. Gleb Tsipursky is CEO of the future of work consultancy Disaster Avoidance Experts, which specializes in helping analytical leaders adopt a hybrid-first model, instead of incrementally improving on the traditional office-centric model. He is the best-selling author of seven books. Find more from Dr. Tsipursky at https://DisasterAvoidanceExperts.com  SPONSORED BY • GENUCEL - Using a proprietary base formulated by a pharmacist, Genucel has created skincare that can dramatically improve the appearance of facial redness and under-eye puffiness. Genucel uses clinical levels of botanical extracts in their cruelty-free, natural, made-in-the-USA line of products. Get 10% off with promo code DREW at https://genucel.com/drew Ask Dr. Drew is produced by Kaleb Nation ( https://kalebnation.com) and Susan Pinsky (https://twitter.com/FirstLadyOfLove). THE SHOW: For over 30 years, Dr. Drew Pinsky has taken calls from all corners of the globe, answering thousands of questions from teens and young adults. To millions, he is a beacon of truth, integrity, fairness, and common sense. Now, after decades of hosting Loveline and multiple hit TV shows – including Celebrity Rehab, Teen Mom OG, Lifechangers, and more – Dr. Drew is opening his phone lines to the world by streaming LIVE from his home studio in California. On Ask Dr. Drew, no question is too extreme or embarrassing because the Dr. has heard it all. Don't hold in your deepest, darkest questions any longer. Ask Dr. Drew and get real answers today. This show is not a substitute for medical advice, diagnosis, or treatment. All information exchanged during participation in this program, including interactions with DrDrew.com and any affiliated websites, are intended for educational and/or entertainment purposes only.

**** Our podcast is now live on Apple Podcast, Spotify, Stitcher, Amazon, Google, and anywhere else you prefer to listen to your podcasts. We appreciate any of our listeners who listen, download, subscribe, or leave a positive rating or review. Thank you! You can check out all about this episode on: https://www.yesiworkfromhome.com/podcast/episodes/92 **** If you'd like to be a guest on the Yes, I Work From Home Podcast, please go to https://www.yesiworkfromhome.com/podcast/guest and click on the first big green "guest interview" button to let us know more about you and your work-from-home life. We are on the lookout for people with interesting stories about how they're making their WFH life work, whether you're working for yourself or someone else. You can also recommend someone else who you think would be a great fit for this podcast using the second green button "guest recommendation." Find out more about our host, April Malone, and Yes, I Work From Home at our website https://www.yesiworkfromhome.com If you work from home as an remote work/teleworking employee, freelancer, independent contractor, or entrepreneur, please join our work-from-home community on Facebook at: https://www.facebook.com/groups/yesiworkfromhomecommunity

Interested in sponsoring this show or trying podcast ads for your business? Go to zen.ai/ellen and fill out the contact information so Zencastr can help you bring your business story to life.It's always easier (and usually more profitable) to upsell an existing client than to acquire a new one. Yet, most marketing strategies focus on how to get new clients, rather than nurturing relationships with your existing clients. Today's case study shows how coach Tiffany Coyle, founder of Virtual Career Girl and CEO of digital marketing agency, Twinning Pros, gradually upsold a client who started out paying $1,500 a month for social media marketing services to a $15,000 monthly retainer over a 2 year period. What if you could also 10x the rate your best client is paying you right now instead of seeking a new client? Keep listening to see how you can apply this underrated approach to your business. Connect with Tiffany:www.virtualcareergirl.com Check out Tiffany's training on How To Start A Side Hustle Without Leaving Your Day Job: https://virtualcareergirl.com/start-your-side-hustleInstagram: https://instagram.com/virtualcareergirlLinkedIn: https://www.linkedin.com/in/tiffrow/Interested in the Social Media Marketing position Tiffany is hiring for? Email tiffany@twinningpros.com for more information!Download the transcript for this episode at https://ellenyin.com/blog/If you enjoyed today's episode, please:Sign up for our text notifications at ellenyin.com/superfan so you can be the first to know when a new case study has dropped! Post a screenshot & key takeaway on your IG story and tag me @missellenyin & @cubicletoceo so I can repost you.Leave a positive review on Apple PodcastsSubscribe for new episodes every Monday  ----- FREE RESOURCES:Service-based entrepreneurs, are you tired of being on the content hamster wheel + hustling for more followers without more income? I created a FREE, on-demand training just for you on how to use my step-by-step client attraction system to create your first $10K month, WITHOUT a large audience or complicated marketing strategies! Claim your bonus gift by watching now: ellenyin.com/getclients

Hi family! In this episode, we're digging into remote work. Remote work has become more prominent in our global society since the pandemic, with lots of perks and challenges. Listen in as Jay and Mel talk about how they set boundaries with their time and attention, what their experience has been working remotely, how the […]

Welcome to another episode of The Tim Ferriss Show, where it is my job to deconstruct world-class performers to tease out the routines, habits, et cetera that you can apply to your own life. This is a special inbetweenisode, which serves as a recap of the episodes from last month. It features a short clip from each conversation in one place so you can easily jump around to get a feel for the episode and guest.Based on your feedback, this format has been tweaked and improved since the first recap episode. For instance, @hypersundays on Twitter suggested that the bios for each guest can slow the momentum, so we moved all the bios to the end. See it as a teaser. Something to whet your appetite. If you like what you hear, you can of course find the full episodes at tim.blog/podcast. Please enjoy! ***Timestamps:EDWARD O. THORP: 00:01:42MORGAN FALLON: 00:10:14RICHARD WISEMAN: 00:19:11DENNIS MCKENNA: 00:31:16CAL NEWPORT: 00:39:28***Full episode titles: Edward O. Thorp, A Man for All Markets — Beating Blackjack and Roulette, Beating the Stock Market, Spotting Bernie Madoff Early, and Knowing When Enough Is Enough (#596)Morgan Fallon — 10 Years on the Road with Anthony Bourdain, 9 Emmy Nominations, Lessons from Michael Mann, Adventures with Steven Rinella, High Standards, Wisdom from West Virginia, and More (#597)Richard Wiseman on Lessons from Dale Carnegie, How to Keep a Luck Diary, Mentalism, The Psychology of the Paranormal, Mass Participation Experiments, NLP, Remote Viewing, and Attempting the Impossible (#593)Dennis McKenna — An Ethnopharmacologist on Hallucinogens, Sex-Crazed Cicadas, The Mushrooms of Language, BioGnosis, and Illuminating Obscure Corners (#592)Cal Newport and Tim Ferriss Revisit “The 4-Hour Workweek” (Plus: The Allure and The Void of Remote Work, Unsustainable Behaviors, Burning Out, The Cult of Productivity, and More) (#594)***For show notes and past guests, please visit tim.blog/podcast.For deals from sponsors of The Tim Ferriss Show, please visit tim.blog/podcast-sponsors.Sign up for Tim's email newsletter (“5-Bullet Friday”) at tim.blog/friday.For transcripts of episodes, go to tim.blog/transcripts.Discover Tim's books: tim.blog/books.Follow Tim:Twitter: twitter.com/tferriss Instagram: instagram.com/timferrissFacebook: facebook.com/timferriss YouTube: youtube.com/timferrissPast guests on The Tim Ferriss Show include Jerry Seinfeld, Hugh Jackman, Dr. Jane Goodall, LeBron James, Kevin Hart, Doris Kearns Goodwin, Jamie Foxx, Matthew McConaughey, Esther Perel, Elizabeth Gilbert, Terry Crews, Sia, Yuval Noah Harari, Malcolm Gladwell, Madeleine Albright, Cheryl Strayed, Jim Collins, Mary Karr, Maria Popova, Sam Harris, Michael Phelps, Bob Iger, Edward Norton, Arnold Schwarzenegger, Neil Strauss, Ken Burns, Maria Sharapova, Marc Andreessen, Neil Gaiman, Neil de Grasse Tyson, Jocko Willink, Daniel Ek, Kelly Slater, Dr. Peter Attia, Seth Godin, Howard Marks, Dr. Brené Brown, Eric Schmidt, Michael Lewis, Joe Gebbia, Michael Pollan, Dr. Jordan Peterson, Vince Vaughn, Brian Koppelman, Ramit Sethi, Dax Shepard, Tony Robbins, Jim Dethmer, Dan Harris, Ray Dalio, Naval Ravikant, Vitalik Buterin, Elizabeth Lesser, Amanda Palmer, Katie Haun, Sir Richard Branson, Chuck Palahniuk, Arianna Huffington, Reid Hoffman, Bill Burr, Whitney Cummings, Rick Rubin, Dr. Vivek Murthy, Darren Aronofsky, Balaji Srinivasan, Sarah Silverman, Dr. Andrew Huberman, Dr. Michio Kaku, and many more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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While famous business owners such as Elon Musk and Alan Sugar recently claimed that people working from home are essentially ‘slacking off', new data on the matter tells a different story. Remote work remains popular Expert Market, a business solutions comparison website, spoke to CEOs, founders and decision-makers from 125 European and North American companies in May 2022 about their hybrid/remote operations since the COVID pandemic began. They highlighted the main benefits and drawbacks they'd seen for their employees and their company, as well as what programs and platforms they've used to keep their operation going. 94% Of Companies support Hybrid/remote Work, due to Increased Employee Productivity & Happiness Here are the key findings,92% saw positive benefits of flexible working options – with only 16% reporting negative impacts, and 94% stated that they will continue working in a hybrid/remote way. Slack was the most popular program for workplace communication – 52% stated that only one of the companies has returned to the office completely Expert Market conducted a similar report with 100 business owners in May 2020 around remote working. 90% of companies then saw positive WFH benefits – the recent May 2022 report shows an increase to 92%. Some of the key benefits and downsides they stated were: Due to the success of these setups, 94% of the companies stated that they will continue working in a hybrid/remote way in the future. Only 7% of the hybrid companies aim to eventually return to the office full time in the next couple of years. The remaining 93% will continue in a hybrid way. We asked them how many days working from the office – the most popular options stated were ‘At employee discretion' (38%) and 2 days in the office per week (26%). Almost three out of four (74%) of the fully remote companies we spoke to stated that they will stay remote. 22% will move to a hybrid way of working, and 4% aim to return to the office in the next year. An emerging trend started by some remote companies is to use co-working spaces – such as WeWork – for any employees who'd like office time with fellow colleagues: ‘We don't plan on returning to the office full-time in the future, but we'll offer flexible workspace options to our employees. Giving WeWork access to all team members for a more flexible workspace that provides for the needs of employees who enjoy working in an office environment.' Monica Chan, Co-Founder of DigiWorks In the latest findings, only 16% stated that there were negative impacts of hybrid/remote working including – Isolation having an impact on employee mental health (6%), tech/communication issues (2%), issues with employees overworking (2%), and missed office culture/relationships (2%). This is a huge difference from the 2020 report, when 71% of business owners said they'd witnessed negative impacts, such as a reduction in productivity, difficulty maintaining the work/life balance, and difficulty in assessing accountability. Expert Market also asked the 125 companies which programs they've relied on the most for hybrid and remote working. Slack was the most widely used work chat program with 52% of the companies using it. For video chat platforms, Zoom was most popular with 47% of the companies using it for communicating with colleagues and clients. Here's the breakdown of the most used communication channels: Some of the CEOs found that flexible working changed their whole attitude around how to operate a business: “Throughout my career, I was a firm believer that you build successful teams by working in-person day-to-day. The pandemic opened my eyes to the possibility of building great teams that thrive in a completely remote and/or hybrid setting. With my current startup, we are completely remote and the benefit of this is being able to recruit and retain top talent across the world. We do not have plans for a physical office building at this time. Every employee has a unique life, meaning their famil...

“Our goal is to make things much more human,” says Dr. Vishal Punwani when speaking about the mission of SoWork, the company he co-founded to create virtual office environments that enhance the remote working experience. Recognizing that members of distributed teams experience a loss of self, SoWork allows people to customize their avatar and workspace in its virtual office environments. “When you have the ability to represent yourself authentically in terms of how your avatar looks and dresses and interacts with other avatars, you get to have some of your own representation back,” he tells host Shiv Gaglani. If virtual office environments improve employee satisfaction with remote work, Punwani predicts major improvements in quality of life – because people will be able to live wherever they want – and possibly a major contribution to fighting climate change due to reduced commuting, office construction, business travel and the like. “It sounds totally grand, and maybe a bit unbelievable, but there's a path to get there, and that's the one we're walking.” You won't want to miss this warm and fascinating conversation between these longtime friends and colleagues as they explore the pandemic's lasting changes on healthcare, education and work, and share advice about following an entrepreneurial path in healthcare.

Justin Gordon (@justingordon212) talks with Tony Jamous (@jamingo), the CEO and founder of Oyster, a Global Employment Platform that empowers companies to hire, pay, and care for team members wherever they are in the world. Oyster allows growing companies to tap into the global talent pool and offer their remote workers around the world a great employment experience. They are on a mission to make the world a better place by making it possible for any talented person in the world to realize their full potential through fulfilling, fairly-compensated work. Website: OysterOptimize for distributed work: Oyster AcademyLinkedIn: linkedin.com/in/teljamou/Twitter: @jamingoTony on the Just Go Grind Podcast: https://www.justgogrind.com/tony-jamous-podcast/Show Notes: Oyster: a global employment platform How the talent shortage and digital transformation trends have fueled Oyster's growth to reach $1B valuation in less than 2 years Building a team that resembles the planet Earth, at 500+ employees distributed in 60 countries, and 60% women The operational logistics of a huge distributed team using their “follow the sun” model Leading by example: how to be the best remote worker Oyster's open source academy for remote workers Tony's perspective on the global distributed work trend and how it reconnects us to our communities Incorporating in-person time with a distributed team and the downside of hubs What has tangibly impacted Oyster's GTM strategy and their rapid growth Oyster's category-creation playbook Tony's thoughts on the future of work and how distributed work can make the world more resilient More about the show:The Vitalize Podcast, a show by Vitalize Venture Capital (a seed-stage venture capital firm and pre-seed 300+ member angel community open to everyone), dives deep into the world of startup investing and the future of work.Hosted by Justin Gordon, the Director of Marketing at Vitalize Venture Capital, The Vitalize Podcast includes two main series. The Angel Investing series features interviews with a variety of angel investors and VCs around the world. The goal? To help develop the next generation of amazing investors. The Future of Work series takes a look at the founders and investors shaping the new world of work, including insights from our team here at Vitalize Venture Capital. More about us:Vitalize Venture Capital was formed in 2017 as a $16M seed-stage venture fund and now includes both a fund as well as an angel investing community investing in the future of work. Vitalize has offices in Chicago, San Francisco, and Los Angeles.The Vitalize Team:Gale - https://twitter.com/galeforceVCCaroline - https://twitter.com/carolinecasson_Justin - https://twitter.com/justingordon212Vitalize Angels, our angel investing community open to everyone:https://vitalize.vc/vitalizeangels/

In the PeopleOps world, fostering a culture of intrapreneurship means promoting curiosity, bringing forward new ideas and continual improvement within the organization. By encouraging people to practice intrapreneurship within their day-to-day roles, PeopleOps leaders can help to drive forward innovation, spark creativity, and increase job satisfaction for their colleagues. In this episode, Rhys explores the concept of intrapreneurship with Yossi Mlynsky, the CEO and Founder of UpStack. As an all-in-one remote talent solution, UpStack helps companies easily hire, retain and motivate software engineers around the world. Yossi shares plenty of tactical advice for PeopleOps leaders hoping to foster intrapreneurship at work and strengthen company culture. This podcast episode was produced by Quill.

According to a recent article in Forbes - On average, remote workers worked almost a full hour more than their in-office and hybrid counterparts. Hybrid workers were the most productive, albeit marginally so, with remote and office workers following close behind. On average, we found remote workers to be more effective than hybrid workers and in-office ones. On our podcast today, Brian Thompson, VP Human Resources, Senox Corporation takes a unique look at the current work situation and provides his expert opinion based on following points: Who should dictate the terms when it comes to Remote or Hybrid work ? How inflation is shaping the great resignation and what employers need to focus on? Great Resignation - Employees looking for just higher wages or meaningful work? About our Guest: Brian Thompson, VP Human Resources, Senox Corporation. Brian Thompson was born and raised in Mobile, Alabama and attended the University of South Alabama where he obtained a B.A. in Criminal Justice and Political Science. Brian entered the retail industry 21 years ago in corporate compliance and loss prevention. While growing his career with several large national retailers in including The TJX Companies, JC Penney Company, and Hastings Entertainment, he grew a passion for the elements of his assignments that dealt directly with people and problem solving. This desire to be on the ground helping others and working on a team led Brian to change his career path to human resources. He has had the opportunity to serve on teams in a regional and corporate leadership capacity taking on challenges from integrating new HRIS software, to rewriting policy and procedure manuals to meet upcoming legislative changes across 15 states. Brian maintains his license as a Certified Professional with the Society of Human Resource Management. Brian joined Senox Corporation in July of 2019 as the Vice President of Human Resources. When Brian is not working, you can find him enjoying time with his family. Brian also donates his time in the community with the non-profit Austin Steam Train Association where he serves on the board of directors and on the operations team as a locomotive engineer. Host: Carlos Diaz - https://www.linkedin.com/in/carlos-diaz-525057198/ About Retail Corner Podcast: Listen to other podcasts at: https://retailcorner.live Subscribe our Podcast: Apple iTunes: https://apple.co/3eoeUdT Spotify: https://spoti.fi/3dvjpDJ Google Podcast: https://bit.ly/3DFHXHw Amazon Music: https://amzn.to/3tkbhk1   Interested in being on our podcast? Submit request at: https://www.retailcorner.live/guests/intake/ or email podcast@retailcorner.live

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In this special episode, we talk to three current HR postgrad students to discuss what they think they've gotten themselves into, their hopes/dreams, any moments of reality they may have experienced so far, and why they continue to pursue HR. Tyson and Alexa feel old and try to instill wisdom, but this one is for the kiddos! * Want to learn more about our interviewees? Connect with Becca on LinkedIn: https://www.linkedin.com/in/rebecca-conn-b588601a3/ & Check out Becca's small business on Instagram: @presintz Connect with Aren on LinkedIn: https://www.linkedin.com/in/arenabellanoza/  & On Instagram: @arenboywonder Connect with Jess on LinkedIn: https://www.linkedin.com/in/jessica-kangappaden/ * Brought to you by www.inkdstores.com - free corporate webstores. Mentioned People Problems for a 20% discount off any swag order and build your custom company swag store for free today! * Your tribe of People peers awaits you in 2022... Yes, you'll learn things, and yes, you'll earn professional credentials... but it won't be boring. We promise. Listeners receive 20% off with code 'PPLProblems20' for your first two years of membership at The People Ops Society!

Jeff and Ginger are the unknown super champions of Animation Workers. Check out the incredibly important work they are doing to help guide employers and employees to a better, more sustainable way of working that will impact the future of the industry. We also discuss job hunting, the future of remote work (did you catch what Elon Musk is trying to pull), and unionization of Animation Studios. It's all here, gang. Link in bio. Also available on YouTube: https://youtu.be/jS8pwlNfZ4c ASIFA-South (International Animation Society - South US Chapter) https://www.asifa-south.com ASIFAC - Animation Festival and Conference https://www.asifa-south.com/asifac-festival Ginger Tontaveetong: Executive Director of ASIFA-SOUTH https://www.linkedin.com/in/marisa-tontaveetong-animator Jeff Yu: VR Artist and Content Developer for Themed Attraction Industry https://www.linkedin.com/in/jeffyuart https://www.artstation.com/jeffyuart https://www.jeffyuart.com Resources: https://www.asifa-south.com/resource https://ggda.org/ https://www.georgiaproduction.org http://s3.siggraph.org CreatorForge.com --------------------------------------------- *Opinions expressed by guests are their own, and not necessarily endorsed by their employer, past present or future, nor by Creator Forge.*

The pandemic forced a lot of us to adapt to remote work with great success. So much so that many never want to return to the office. And for good reasons – a recent study found Australians saved $10,000 a year on average by working from home. Rowdie sits down with Atlassian's resident work futurist, Dom Price, to explore what the future of work looks like, and Paul Guerra, the CEO of Victorian Chamber of Commerce, who reveals the staggering number of people who are refusing to return to the office. Host: Rowdie Walden Producer:  Nina Young & Emily Pidgeon Supporting Producer: Kristen Amiet Audio Editor: Tiffany Dimmack See omnystudio.com/listener for privacy information.

SummaryRhea Pappas joins Daniel to talk about the benefits and pitfalls of remote retouching. We learned some valuable lessons during COVID about how to operate remote production teams and there is a lot of benefit to widening your available labor pool and use remote retouchers. Really it all boils down to developing relationships based on communication and trust. Key TakeawaysTrust and communication are critical for effective remote workflows. Defining standards and then automating everything possible. This is an excellent basis for reducing waste in any process, but when dealing with remote teams it becomes and absolute necessity. There are some challenges that need to be solved for: Color and Retouching Notes. Some notes and tasks can be standardized, but there are still one off requirements that need to be communicated IN CONTEXT.  Color requires a bit more finesse, hiring standards and training. We've set it before, and we'll say it again: include post teams in all phases of the production process or input and improvements. Daniel's Professional Tenet: Be aware of the work that you create for other people, and try to reduce it whenever possible. If you have to create extra work for someone you owe them an explanation. CreditsProduced by: Creative Force - creativeforce.ioEdited by: Calvin Lanz Sound - clsound.netHosted by: Daniel Jester - danieltjester.com

What does the future of your office look like? Are all of your employees back to work yet? Or do you have a hybrid approach to working? That's the question today's guest, Peter Cappelli, Professor of Management at Wharton School, and director of Wharton's Centre for Human Resources, has been researching. Why do we go to offices and what don't we like about them? In the wake of the pandemic, our thoughts around offices have changed dramatically, with more employees than ever before keen to adopt a hybrid approach to work. But having zero offices and fully remote staff simply doesn't benefit employers (or employees), yet according to the Financial Times, the UK is one of the last countries where offices have returned to ‘normal', so what gives?In this latest episode of The Melting Pot, Peter shares his thoughts on AI, the decline in employee training, and why it's so hard to hire in the current market. On today's podcast:Will college pay off?The hiring conundrumTraining in the workplaceThe remote working conundrumThe future of the officeLinks:Book - The Future of the OfficeTwitter – @Linked_nameLinkedIn – Peter CappelliWebsite – Peter CappelliFT article - UK ahead of European peers on shift to working from home | Financial Times

Communication is important in any organization, but it is even more critical when the organization is experiencing change. In this podcast, Laura Porter, Owner of Holler Communications and Partner of Triple Play Consulting joins Linda Larsen, Manager of Academic Operations at Northcentral University, to discuss the key role that communication plays in change management and share best practices.

On the latest episode of Leadership Lens, Metropolitan Milwaukee Association of Commerce president Tim Sheehy joins BizTimes Media managing editor Arthur Thomas and Marquette University Michael Lovell to how sports and entertainment districts help a city grow, how remote work is changing economic development, short and long-term ideas for addressing crime and safety, making tough decisions and building consensus, and learning from other business leaders. 

NEW SHOW: Remote Work Life Coach's In today's episode I featured an important question that you might ask yourself if you're feeling isolated or stuck in rut with your career. Connect with Alex Wilson-Campbell to access a list of 100 remote businesses that hire regularly: On LinkedIn    On YouTube And subscribe so you don't miss an episode Stitcher   Google Podcast  iTunes  Spotify

This episode topic is Digital Nomad Visas: What they are, different ways to get one and the details around them. Sources: https://www.forbes.com/sites/andyjsemotiuk/2022/05/17/why-the-digital-nomad-visa-may-be-exactly-what-you-need/?sh=25a01cc75915 https://nomadgirl.co/countries-with-digital-nomad-visas/ https://www.gooverseas.com/blog/best-digital-nomad-jobs For more details on sources please subscribe to my Substack: ronplacone.substack.com

Where there is perfection there is no story to tell.― Ben OkriYes this is another quick chat about WFH/remote work. I know you may be tired of hearing me speak on and on about the joys of working remotely, and I get it. However this week, I wanted to divert the conversation a bit and talk about the social emotional aspect of remote work, and call out the "mean person" tactics and attitudes that I've encountered along my WFH journey. So if you'll bear with me a few minutes, I share two quick areas I felt were worth mentioning.Topic #1 - WFH Shade and Mean Person TacticsTopic #2 - The End of the Agonizing In-Office Only Forced Fun ActivitiesAs usual this minicast is a bit on the sassy side and as you may or may not know, I don't care, it's how I roll and I hope you  enjoy and appreciate the sarcasm, humor and candor.Thanks for listening!Connect with me and let's continue the conversation:www.haveaseatconversations.comSupport the show

After delta and omicron, employers' return-to-office plans have run into another hurdle: the price of gas. Plus, how the Federal Reserve is letting an “unsustainably hot” job market cool off; and Raphael Bostic, head of the Atlanta Fed, tells us he understands that inflation is “going to weigh on your psyche.”

After delta and omicron, employers' return-to-office plans have run into another hurdle: the price of gas. Plus, how the Federal Reserve is letting an “unsustainably hot” job market cool off; and Raphael Bostic, head of the Atlanta Fed, tells us he understands that inflation is “going to weigh on your psyche.”

We've been learning that working remotely does have some downsides and Rena Sarigianopoulos shares some of the new research with us. Later, we continue our dad joke battle and speak with Kevin Brasler of Consumers' Checkbook about some of the easiest ways we can make our travel dollars go a little farther.

Sean: So this is one of the mind-boggling trajectories of the job market day, where a lot of people want to work from home, and want maximum flexibility, as you mentioned. But the question is, how are you building a strong team culture? What do you do that is different from what our other companies are doing who are struggling to keep their talents right now? Wouter: It's very funny because even before the pandemic, in my past job, I was a bit controversial because back then again, before the whole pandemic, I allowed my team anywhere in the world to work as much or as little as they want from wherever they wanted. They had no obligations to come into an office. It's up to them as long as they got the job done. I always believed in that and that has really translated well into today's world because people who taught 9 to 5 come physically to the office, blah, blah, blah, forcing people to do these things, and waste time traveling. All that stuff right? Now are struggling to keep their talents, like you mentioned, because actually people like the efficiency of working from home. Obviously it's nice to come to an office, but deciding when to do that versus deciding when to stay home, and having that flexibility is what people really, really value today. So luckily I came into this business with that mindset already. So there was absolutely zero adjustments required with or without the pandemic. It would have been my approach anyway. I guess now it's just nice for us because a lot of businesses who are not responding to this make very good talent available to us to pick up. But you had a couple of really good questions. At one point you made was culture, right? And I think culture is very complex, but I think it all starts from the top. It starts with the founders and the executives of the company and how you lead by example. But also it also really depends on how you define yourself as a company and what identity you give yourself, right? So we really spend a lot of time and it took us about a year to really nail down what matters to us the most. And we took a step back and we realized, like, look, if we are going out and talking to people, is it to our own employees, being into our clients, being it to our vendors, being it to shareholders, partners, whatever, you have a very limited opportunity to leave behind an impression. What is that impression? What is the DNA we want to bring forward? And we really spent some time and we nailed it down like we know exactly what we want. It's reliability. It's what we deliver to our clients, and what we deliver to our vendors. It's what we demand from our staff and from us as a company. And that's how we hire, that's how we fire, that's how we instill our operating models. It's all boiling down to something extremely simple. We initially had a whole code of conduct where everybody had to align to processes. All that because I really wanted culture to be central to what we do, but we nailed it down to something extremely fundamental, extremely simple. And we ask ourselves one very simple question Is that person reliable? Has that person proven to be reliable? And that's the main criteria for us to judge whether it's going to be a good cultural fit or not. There's obviously a little bit more to it, but the rest is extra - - - Youtube: https://www.youtube.com/leadershipstack Join our community and ask questions here: from.sean.si/discord Facebook: https://www.facebook.com/leadershipstack Leadership Stack Merch: https://leadershipstack.com/shop/

Most news is all about the immediate present. For instance, everything that is happening in the economy right now could be a historical anecdote in five years. But sometimes, norms change—and they stay changed for decades. I think the remote work revolution is just that sort of a paradigm shift. Here's a stat that should blow your mind: Office occupancy across the U.S. is still just 43 percent of its pre-pandemic high. That means that white-collar offices have had a worse recovery than basically any other economic category—worse than restaurants, bars, stadiums, and even movie theaters. But who is remote work actually working for? What are offices good for? And how will the remote work revolution change the way we relate to each other and the places we live? Today's guest is Julia Hobsbawm, the author of 'The Nowhere Office,' a new book about the remote work revolution that combines history and reporting to ask a big, beautiful philosophical question: Is remote work making our lives better, or worse? Host: Derek Thompson Guest: Julia Hobsbawm Producer: Devon Manze Learn more about your ad choices. Visit podcastchoices.com/adchoices

Alexa's not-so-secret obsession with documentaries comes out in this episode, kids. The dynamic duo discusses the recent Netflix documentary about Abercrombie and Fitch, which involves talk of lawsuits, hiring practices, cologne, collars on collars, and lots and lots of nostalgia (sorry 'bout it). Please tune in for a spirited discussion about shallow hiring, illegal firing, and some of our high school drama. * Brought to you by www.inkdstores.com - free corporate webstores. Mentioned People Problems for a 20% discount off any swag order and build your custom company swag store for free today! * Your tribe of People peers awaits you in 2022... Yes, you'll learn things, and yes, you'll earn professional credentials... but it won't be boring. We promise. Listeners receive 20% off with code 'PPLProblems20' for your first two years of membership at The People Ops Society!

In this episode of Championship Leadership we interview Liam Martin, Speaker, Author, Co- Founder of Time Doctor and Staff.com and Co-organizer of Running Remote Conference. He will tell his story of being a pair skater that almost got him into the Olympics until an unfortunate tragedy struck him, forcing him to discontinue his lifelong dream of joining in Olympics. Undeterred with adversity, Liam persistently still managed to get into a grad school, and is now an accomplished Founder, Marketer and advocate of Remote Work. Today, Liam is greatly involved in helping the world's transition towards remote work to free people from time and space and all the while allowing to form autonomy that can scale your business. These and more! Tune in to this episode!

o Discipline When Working At Homeo Setting Boundaries With Familyo Taking Time For Youo Best Strategies To Manage Remote Teams Effectivelyo Relationships With Remote Teams RESOURCESo Learn more about Limor Bergman Gross https://limorbergman.teachable.com/o URL to A Consultation https://limorbergman.com/o https://www.podmatch.com/ ABOUT LIMOR BERGMAN GROSS Limor Bergman Gross a mentor for women in tech for over five years and a former director of engineering. For over 20 years, she have worked in tech as an engineer, manager, and director of engineering.She is passionate about supporting women in tech.She knows firsthand how it is like to be a woman in a male-dominant field and all the challenges women face in the tech industry.She have helped many Women in achieving their goals and being successful in what they want to do.   CONNECT WITH LIMORWebsite: https://limorbergman.teachable.com/Facebook: facebook.com/limorbeLinked In: linkedin.com/in/limorbergman/Twitter: twitter.com/limor_bergmanInstagram: https://www.instagram.com/limorbergman/ CONNECT WITH USWebsite:  www.fireflybyirisjanet.comInstagram - @firefly_ijFacebook - @Iris Janet CoachingPodcast - Firefly by Iris Janet Clubhouse @fireflyirisAudible - www.audibletrial.com/firefly  

In today's episode, Andy & DJ discuss Michael Sussmann being found not guilty of lying to the FBI in September 2016, Elon Musk sending out a company-wide email stating remote work is no longer acceptable at Tesla, and Russia officially threatening a nuclear strike on the U.S.