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For the whole idea of remote work to actually work, you have to develop a remote culture for your team.
And that means having a shared context: everyone plays by the same rules, you have to understand your team's practices and everybody has to have an overall feeling that you are working in an equitable environment.
Working from home does not mean you are a remote worker. For a lot of people “working from home” is synonymous with not really working, but instead sitting at home in comfy clothes and doing anything but working. Because no one is really watching you.
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Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams....
The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.
Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.
Leadership must acknowledge the various challenges remote workers face and create solutions. Create a remote work policy that keeps remote workers and contractors from feeling like second class team members. Remote workers should feel fully connected and not missing a thing.
Working from home means that all the chaos of your home (pets, family members, kids, and kitchen noises) is part of your entire workday.
Self-Discipline, concentration and work ethic are need...
WFH (Work From Home) eventually means you are working from coffee shops, parking lots, from your car while driving, and almost anywhere you can log in to your laptop or communicate on your phone.
No one knows where you are and what you are doing, and that can be an advantage, but also can be misused.
The schedule that makes you start early, and mimic the office hours works best, as you end up being free earlier too. However, night owls may find working at night to be more productive or comfortable for them.
Maintaining a schedule in a routine, while incorporating regular exercise with it, works best.
These few weekly half-hours small talk make work more enjoyable. Communication barriers are lowered and channels smoothened.
Mutual reliance, understanding, and coordination increase. ...
Nonvirtual work cements social relationships. And for remote workers, being committed to making an effort and spending resources to make remote work feel personal and connected can replace that.
Just scheduling a video call once a week and having some pleasant small talk can be enough to build relationships that last.