Psychological safety plays a key role in fostering innovation and collaborative group dynamics where all team members feel comfortable being themselves.psychological safety at workIn psychologically safe teams, employees feel accepted and respected. Psychological safety also helps foster a more inclusive work environment, which opens the door to greater creativity, innovation, and increased employee retention.

7 keys to create psychological safety at work

A team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves. Here are five dynamics for high-functioning teams:<ul><li>Dependability: Workers count on one another to do high-quality work.</li><li>Structure & clarity: Roles, goals, and execution plans for the team are clear.</li><li>Meaning of work: Workers are doing something that is personally important to each of them.</li><li>Impact of work: Workers believe the work they’re doing matters.</li><li>Psychological safety: Workers can take risks on the team without feeling insecure or embarrassed.</li></ul>

What is psychological safety?

1. Inclusion safety: Members feel accepted as a part of the team – they’re wanted, appreciated, and don’t feel excluded from the group.2. Learner safety: Team members are able to ask questions, experiment, make mistakes, admit when they make mistakes, and even ask for help.3. Contributor safety: Members feel safe to offer their own ideas without fear of embarrassment or ridicule. They’re adding value to the team and making a difference.4. Challenger safety: Group members can question others (including those in authority) and suggest significant changes to ideas, plans, or processes.

The four stages of psychological safety

It’s clear that organizations seeking to empower their people and improve performance should be focusing on psychological safety, but what does that look like in action? Learning and development teams can help cultivate psychological safety at work by taking the following 7 steps.

Keys to cultivating psychological safety at work

Allowing employees to be their authentic selves at work helps break down barriers toward the first stage of psychological safety – inclusion safety.To ensure that all members of a team feel like they belong:<ul><li>Equip leaders to promote inclusive workplace practices and learn the six Cs of inclusive leadership.</li><li>Facilitate open conversations during learning programs where employees can share their authentic perspectives.</li><li>Train recruiters and hiring managers to identify and manage their own implicit biases.</li><li>Monitor inclusion within their organizations using Gartner’s seven key dimensions.</li></ul>

1. Foster inclusivity

Honest, fair feedback is a core tenet of a psychologically safe workplace. As workers progress through the learner safety stage of psychological safety, they need to be able to learn from their peers and admit mistakes, all in the spirit of learning and growth – without the threat of demerits or performance documentation.To help create a culture in which this is encouraged, offer training programs that teach employees how to give feedback appropriately and why it’s important to do so.

2. Create a feedback-driven culture

A positive team climate is defined as an environment where team members value one another’s contributions, care about one another’s well-being, and have input on how the team carries out its work.Leaders are responsible for setting the tone for this type of climate through their actions and more specifically, their leadership techniques.A positive team climate is an environment where team members value one another’s contributions, care about one another’s well-being, and have input on how the team carries out its work.

3. Leverage leadership

Offering employees lessons on emotional intelligence can directly impact levels of psychological safety at work. Emotional intelligence training includes topics such as how to sense the emotional states of team members and build positive working relationships.

4. Build emotional intelligence 

Humans have been hardwired to process challenges by a boss, co-worker, or subordinate as a life-or-death threat.Because of these evolutionary responses, challenger safety is perhaps the most difficult stage to reach on the path to psychological safety. But building trust can counteract this challenge.Trust can either be a roadblock or a highway, but demystifying trust is a key step in building it. Teams should talk openly about specific actions that can help members trust one another more – such as transparency around daily tasks or timeliness when turning projects in.

5. Increase trust

It’s important to continue monitoring psychological safety at work as it does evolve over time. Here are a set of questions to measure psychological safety among work teams.<ul><li>If you make a mistake on your team, is it held against you?</li><li>Are you able to bring up problems and tough issues?</li><li>Do people on the team sometimes reject others for being different?</li><li>Is it safe to take a risk?</li><li>Is it difficult to ask other team members for help?</li><li>Do people on the team deliberately act to undermine your efforts?</li><li>Are your unique skills and talents valued and utilized?</li></ul>

6. Measure psychological safety

Virtual interactions can be more beneficial than we realize for creating psychological safety.Although screens can make it harder to read body language, they can also help employees practice active listening during calls. In person, it can be socially awkward to make eye contact for long periods of time. Video calls remove this barrier, so team members might be able to pick up on social and emotional cues more, and better understand what the speaker is saying as a result.

7. Be intentional when remote

Studies have shown that organizations which cultivate a growth mindset – one where it’s okay to fail – have happier employees and more innovative cultures. Supervisors in such organizations rate their teams as more collaborative as well.Building psychological safety at work comes naturally in this sort of culture. Teams can work with leaders to establish these norms. Organizations that put psychological safety first in these ways will be the ones that thrive.

Final note

“While good leaders care about business impact, great leaders focus more on psychological impact”-Narayanan Palani

Psychological Safety Quote

7 Keys to Create Psychological Safety at Work

Organizations seeking to empower their people and improve performance should focus on cultivating psychological safety at work.

remotework

Remote Work

personaldevelopment

Personal Development

corporateculture

Corporate Culture

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

Employee monitoring has existed for a while in various guises, from timekeeping on factory floors to the collection of worker data in heavily regulated industries, such as finance. However, surveillance software, often clandestine in nature, has begun to creep further into white-collar jobs amid the pandemic – and it’s spread to sectors that traditionally haven’t required the scrupulous tracking of workers.

Tracking Workers

Workers have been tracked in their jobs for decades. From surveillance on shop floors to monitoring in call centres, bosses have long used technology to help monitor employees – whether it’s for security or performance-related reasons. As remote and hybrid working patterns are increasingly becoming the norm, employers are seeking to manage output and teams through monitoring software in response. While this can help enable out-of-office collaboration, in some cases, such surveillance tools can also be implemented through the paranoia that workers won’t do their job away from the boss’s gaze.

Working From Home Under Surveillance

The pandemic has triggered a widespread surge in employee monitoring. As teams began working from home, some bosses leveraged surveillance software to keep tabs on productivity. A December 2021 survey of more than 2,209 workers in the UK showed that 60% believed they had been subject to some form of surveillance and monitoring at their current or most recent job, compared to 53% in 2020.Such monitoring tools have only grown in prevalence – even as large swaths of the workforce have returned to the office on a full- or part-time basis.

Monitoring Work During The Pandemic

Surveillance software has been installed on work computers, with or without employee knowledge. Dubbed by some as ‘bossware’, various programs can log keystrokes, take screenshots and surreptitiously activate employees’ webcams while working from home. Often, this technology runs undetected, meaning workers can be unaware that their boss is effectively spying on them. And as remote work has flourished, so too has surveillance. For example, employees at investment banks have complained that return-to-office policies are being covertly enforced through their card swipes and attendance data.

Special Snooping Software

<ul><li>The rapid rise of employee monitoring has chipped away at employee-employer relationships.</li><li>As surveillance has ticked up, so has worker mistrust: according to a recent survey of 2,000 remote and hybrid US employees, 59% reported feeling stress or anxiety about their employer surveying their online activity.</li></ul>

The Effect Of Snooping On Employees

Workforce monitoring continues to increase amid remote work, with no signs of slowing. Is surveillance the new norm?

career

Career

The employee surveillance that fuels worker distrust

I wake up at 5:30 A.M every single day, consistently, and the first thing that I do, after making up my bed, is to exercise for at least 30–40 minutes. This makes me happier and more satisfied with my results and achievements. Waking up early means getting most of the work done as soon as you start your day. This sets a routine for you. Doing a high-intensity workout early in the morning can kill laziness and make you feel productive.

Wake up Early and Exercise

Dividing your daily work and important tasks into 2 or more parts helps you tackle them very easily and effectively. I divide all my important and critical tasks into 3 categories — difficult, medium, and easy. The difficult types of work used to be done in the morning itself, because I found myself most energetic in the morning. The medium type of work is to be done in the evenings when I find myself a bit lazy. And the easiest types of work must be tackled during the night or during the late evening.

Divide your Work into 3 parts

Make a proper Timetable or a To-Do-List to tackle your crucial and most important tasks every single day. It is the most effective practice that I follow every single day and this really helps in tackling various tasks every day. A proper timetable or To-Do is a good way to keep a track of your daily routine. A proper timetable or To-Do is a good way to keep a track of your daily routine. Tick off the work you’ve completed and you’ll feel you’ve been productive. Tick off the work you’ve completed and you’ll feel you’ve been productive.

Make a Proper timetable

Stop wasting time on social media following people who don’t motivate you to get back to work. There are various types of people, celebrity stars, Influencers, creators, etc who are giving such friendly, positive and motivating content every single day. Follow them. Know their strengths and get inspiration from them.

Follow People Who Motivates you to do more

Workspace is a very important place that you must take care of if you want to be more productive in life. Update or manage your workspace if you find something irrelevant or not use things in your table. Make your workspace clean and full of useful and productive things. Get rid and eliminate of things that you find useless. Your workspace is where you spend most of your time, so make sure it makes you feel motivated to work. In case you are bored of your workspace, shift it to a new room, preferably that has windows for fresh air.

Change your Workspace

Save your energy as much as you can. Do not get angry, frustrated, or stressed out. These all will drain your energy and will make you lazy and off from work. Eat nutritious and healthy foods to get some more energy so that you can feel refreshed and can tackle your work very easily. Get a Shower whenever you feel sleepy. Avoid Procrastination.

Save Energy

Divide your goals into yearly, monthly, weekly, and daily goals to make them seem achievable. Plan real-time actions to achieve those goals within the deadline you’ve set for them.

Divide your Goals

You are not a robot, right? You have to take small breaks from your work.I prefer following the Pomodoro technique, which says that you work for 25 mins, have a laser-sharp focus, and then take 5–7 mins of break. Then again you continue this cycle again and again. This is a very effective technique that you can follow as well to take breaks from your heavy loads of work.You can also take small breaks between your work to feel relaxed and productive. Plan trips in a month or so, to feel rejuvenated and get back to work with fresh energy.

Take a break

Productivity is something which I found, personally, exciting. I can no longer work for even 5 mins if I am not in the chain or the behavior of productiveness. So productivity and being productive…

productivity

Productivity

habits

Habits

timemanagement

Time Management

Achieve Your Peak Potential 

Here are five of the most interesting and useful strategies I've found and highlighted recently. The science suggests that if you want to do right by your kids, you should probably do these things.Here are five of the most interesting and useful strategies I've found and highlighted recently. The science suggests that if you want to do right by your kids, you should probably do these things.By Bill Murphy Jr.

Want to Raise Successful Kids? Science Says These 5 Habits Matter

Make your kids do chores. They might not love the idea to start with, but research has proven that kids who did self-care and other-care chores were in fact more likely to exhibit better academic performances and problem-solving skills.

1. Make them do chores.

Teaching kids to say "please" when they ask for something can reinforce their tendency to be polite, which makes them more persuasive when they're older. Teaching them to say "thank you" habitually encourages gratitude, which stimulates happiness and makes stress easier to deal with.And teaching them to say "you're welcome" reinforces confidence by emphasizing that the things they do for others are worthy of thanks. (This is especially true when you juxtapose "you're welcome" with other things people say in response to "thank you," like "no worries!" or "no problem!")

2. Teach them to be polite.

Children who develop emotional intelligence also develop a higher chance of graduating, getting a good job, and just being happy.There are many things you can do to develop emotional intelligence, but at the outset, model your good thinking and use of emotions for them, ask them for their ideas, and try not to judge.Oh, and remember that kids are just that: kids. It's unfair often to expect them to react and respond to things like adults would (or at least, should!).

3. Work on their emotional intelligence.

Wait, what? Tell them to play video games?Yes, indeed. A new study out of Europe that used a "massive" amount of data determined that kids who spend an above-average amount of time playing them wind up with higher IQs than kids who spend their screen time watching videos or scrolling through social media.Kids today spent a massive amount of time glued to screens, on average. This study of 5,000 children at least suggests that if they're going to be using screens that much, the higher the percentage of that time they spend on video games, the better.

4. Steer them toward video games.

Passion is predictive of whether kids are successful; while mindset and grit might help young people to continue attempting to succeed, it was passion that best predicted whether they actually would.So, when kids are kids, let them explore different things to determine the ones that they're truly passionate about. That's where they're most likely to become the absolute best in their field.

5. Help them figure out their passion(s).

“The path of development is a journey of discovery that is clear only in retrospect, and it’s rarely a straight line.”-Eileen Kennedy-Moore

Quote on Child Development

5 Science Based Habits for Raising Successful Children

The science suggests that if you want to do right by your kids, you should probably do these things.

humanresources

Human Resources

Want to Raise Successful Kids? Science Says These 5 Habits Matter, Bigtime

<ul><li>Hybrid work uptake is very different within companies.</li><li>There's really no one-size-fits all model across a business.</li><li>Companies embracing hybrid work have made many different moves, some requiring as few as a single day at the HQ, with others asking for four (often in more rigid industries, such as finance and consulting).</li><li>In a move for balance, many companies have tried policies bringing people back three days per week with two remote days (3-2) or two office days and three remote days.</li></ul>

Hybrid Work Is A Moving Target

<ul><li>What an ideal work set-up looks like for one worker couldn’t be a worse fit for another.</li><li>It’s nearly impossible to design a fully inclusive hybrid work plan.</li><li>There's still a lot we don't know.</li><li>Both companies and workers are still in relatively early days.</li><li>Researchers, too, still don't have meaningful data to be meaningful data and conclusions to draw.</li></ul>

Each Worker Has Different Needs

Earlier in the pandemic, experts speculated that hybrid work would change not only what we used the office for, but also how it physically looked.Several companies say they are updating their offices to suit new hybrid models, including creating team-focused spaces, collaborative areas for those oh-so-touted watercooler chats and better technology integration for things like hybrid video calls and presentations. In the hybrid-work world, head-down, focus tasks are for home, while the office is meant to be a centralised gathering place to combat the isolation of working on one’s own.

The Changing Purpose Of The Office

Both companies and workers are still in relatively early days of this strange new experiment – and researchers, too, still don’t have meaningful longitudinal data to be able to definitively draw conclusions.Even when the research is robust, it may still be difficult to make broad, sweeping generalisations, since what works in a hybrid environment is so personal to each employee and business. In other words, there’s still a lot to learn – and it’s not even clear when, or if, we’ll know it.

A Strange New Experiment

It will be a while until workers are back in stable routines that enable them to restore good habits and cultivate behaviours that are correctly calibrated to the new role of the office.With a focus on socialization, many colleagues are boisterous in ways they haven’t been in the past, leaving workers who still have to get individualized work done in inhospitable situations annoyed and frustrated, to say the least.

Boisterous and Sensitive Workers

The <a href="https://www.theatlantic.com/newsletters/archive/2022/06/could-recession-kill-the-work-from-home-revolution/661361/">levers of workplace power could shift back to bosses</a>, which could fundamentally alter how companies form and enact hybrid policies. And, if the labour market contracts amid a recession, it’s impossible to know if the <a href="https://www.bbc.com/worklife/article/20220519-is-the-remote-work-window-about-to-close">remote-work window will close</a>, meaning workers could find themselves back in offices even more than they are now.

The Effect Of An Impending Recession

For some people, hybrid work provides a much-needed emotional boost. Employees who’ve been sorely missing human interaction are finding themselves recharged when they’re back with colleagues whose faces they haven’t seen in months. This has especially been the case for younger employees or those without children, some of whom have seen their <a href="https://www.bbc.com/worklife/article/20220616-is-remote-work-worse-for-wellbeing-than-people-think">wellbeing decline while working in isolation</a>. Hybrid is also a welcome change for workers who’ve been stuck in poor living situations, or who’ve never met their colleagues, like many members of Gen Z.

A Diverse Emotional Impact For Hybrid Work

What an ideal work set-up looks like for one worker couldn’t be a worse fit for another – and it’s virtually impossible to design a policy that accounts for every situation (and, no, fully remote work isn’t a universal panacea, either). In some hybrid work environments, nascent back-to-work policies are leaving some people behind, such as <a href="https://www.bbc.com/worklife/article/20220614-the-immunocompromised-workers-being-left-behind">immunocompromised workers</a> and those with <a href="https://www.bbc.com/worklife/article/20220616-the-workers-battling-long-covid">long Covid</a> as well as parents – and many people within these groups are having to take tough decisions about their careers.

Wanted: A Fully Inclusive Hybrid Plan

3 days a week to office? Or 1 day a week?

Hybrid work is a big, ongoing experiment. But we’re finally starting to draw at least some conclusions.

The six big things we've learned about hybrid work so far

Employees of all stripes are finding their way back to desks, even just a few days a week. But the transition has not been easy for everyone.In many cases, lots of simple things that people were good at before the pandemic, from meal prep to face-to-face conversations and socialising with colleagues, are no longer second nature, because workers are out of practice. Plus, because of people’s differing attitudes to remote work, re-entering the open-plan offices that workers left behind in 2020 has been uplifting for some and jarring for others or even a confusing mixture of the two.

Back To Office But Out Of Practice

Some people, after having complete control over their working environments at home, are more socially anxious and less tolerant of the irritations that come with being surrounded by colleagues. Others, meanwhile, might be so happy to be in an office with colleagues that they wind up breaching rules of social etiquette that used to be there.‘Being in the office’ isn’t the same as it was before; the way many companies use offices has changed as remote and hybrid work becomes more entrenched. The purpose the office serves now – and the rules around our behaviours in it – are still evolving.

We Forgot How We Behaved In Office

The shift from full-time remote working to a hybrid format is a required adjustment in the new way of knowledge-working – and for many, it’s been a clunky process. Many workers are finding it difficult to shake off the work-from-home habits they’ve developed that no longer belong in the office – things like taking client meetings in loungewear, stealing cheeky mid-afternoon naps or even pacing around the room to think through an idea.On the upside, some of these habits will dissipate over time, because the office will force workers back into appropriate behaviour.

The Stuff We Are Used To While Working From Home

Workers used to go to offices to do all their work, both their heads-down solo tasks as well as their group work. But now, in-office days in a hybrid environment often have a new, highly specific purpose, which is to foster socialisation and collaboration. Some workers are finding their colleagues have lost the etiquette – and even decorum ­– required in an office setting. With a focus on socialisation, many colleagues are boisterous in ways they haven’t been in the past, leaving workers who still have to get individualised work done in inhospitable situations annoyed.

The Changing Purpose Of Going To An Office

There's this need to connect on such a large level after being isolated for two or three years, so the office, for those who are going back to work, is really kind of seen as this place to finally connect and share ideas.The workers who are bothered by disruptions may also be more sensitive now than they were prior to office closures. They have adjusted so thoroughly to their remote environments, curated exactly how they want them, that even a baseline ‘normal’ amount of disruption may be too much.However, as going to the office becomes the norm, workers will adjust, as they always do.

Oversensitivity To Disruptions

How we work may have changed, but office etiquette: not so much. Have workers spent so much time at home they’ve forgotten the rules of the workplace?

Have people forgotten how to behave in the office?

The after-hours unwanted struggles of a salaried employee in 21 Century.Every one of us has received that one annoying email on a day off that we dreaded opening. With the advent of technology and the transition of our workplace from brick and mortar structure to that little corner in our house, there is no clear defining line where work ends. For a long time, many have let those after-hours communications slide but major changes are coming to ensure the grunts of your boss don’t reach your home, well at least not after hours.

Is there a Right to Disconnect?

All around the world, disgruntled employees have made it very clear that they do not wish to receive any work-related communication post-work. Governments are trying to table laws to please the common populace while employers have already either started falling in line or are working around the clock to circumvent the proposed changes by using diverse interpretations of the legal words.How does it concern you?If you are an employee and your workplace values you and your mental wellbeing, they should already have a written policy. Even if you are an employer then the reasons are same.

What's happening?

The new laws/policies, commonly referred to as the Right to Disconnect are been drafted but their implementation has been largely limited to countries in the European Union and a few South American nations. In some countries, especially in Europe, the right to disconnect is somehow incorporated into the law, but it may also be included in the policies of many large corporations. Many countries have tabled and passed bills of similar nature like Chile, Peru, and Canada (Ontario’s Bill 27), whereas others are struggling to pass the draft beyond the committee levels like the City of New York.

What’s happening across the globe?

<ul><li>If companies cannot negotiate an agreement with employees on the use of information and communications technology, they are required to adopt an employer-created “charter”.</li><li>It is not made with the new Hybrid & WFH (work from home) routines and is centred around the traditional workday.</li><li>It can not be applied feasibly to sectors where a routine workday can not be defined like healthcare workers.</li><li>These policies may make employers take a strict line with employees forcing them to take time off to attend to personal matters during work hours and work later without overtime pay.</li></ul>

What is not clear:

<ul><li>The act of contacting an employee in case of emergency can not accurately be defined as to what is considered an emergency and under what context would it be compensated.</li></ul>While the laws are surely a step in the right direction and aspirational, it doesn’t clearly differentiate between different job types, and sectors. It is open to interpretation and the possibility of future amendments. Further research on this ever-changing job market is required to implement future amends and provide employees with a healthy balance so they can exercise their right to rest, and privacy.

What's Not Clear:

The after-hours unwanted struggles of a salaried employee in 21 Century.

Every one of us has received that one annoying email on a day off that we dreaded opening. With the advent of technology and the transition of our workplace from brick and mortar structure to that…

Offices come with multiple benefits, including enabling colleagues to feed off each other's energy.Having an office space where you have good light and a good environment can just make you feel a little inspired, and enables you to be a bit more brave.

An Ode To The Office

<a href="https://www.pwc.com/gx/en/issues/workforce/hopes-and-fears-2022.html">11% of US workers would prefer to work full-time in the office, and 62% said they’d like to spend at least some</a> time there. More than half (51%) of managers are also confident their <a href="https://www.goodhire.com/resources/articles/the-great-return-manager-survey/">employees would be keen to return to the office full-time</a>.The motivations may vary – some long for the sociability of the office, while others prefer a clear boundary between work and home. Companies will need to work out how to accommodate the needs of people who want to be in offices as well as those who don’t, as they map out their post-pandemic working models.

The Hidden Story: People Want To Come To Office

While many people love the flexibility that remote work brings, for others the loss of an office environment and the social contact it provides can be a major blow.Not having a routine where you get up, leave the house, and socialize and interact with other people throughout the day can massively <a href="http://www.bbc.com/worklife/article/20220616-is-remote-work-worse-for-wellbeing-than-people-think">affect your mental health</a>. Not to leave your house for long periods of time isn't good for you.

In Favor Of Commuting To Office Daily

In a survey of full-time remote workers, two thirds are concerned about missing out on development opportunities by being based at home.Only 40% of UK workers surveyed by employment and HR specialists are confident that office-based and home-based staff will be rewarded equally in the next 12 months.

Office Equals The Work Mode

Working in an office to learning at a university campus.Your brain automatically switches to a ‘work mode’ when you're surrounded by colleagues who are hard at work. The smell of ink from the printer, the silent tapping on the keyboards, the quiet chatter in the coffee room, all of that truly helps. It's the atmosphere of the place that puts you in the working mood and raises your productivity.

The Campus Analogy

Companies need to create a culture of communication and flexibility to meet employees’ needs. For those businesses requiring people to work remotely, that includes creating more opportunities for staff to connect via company-wide socials, regular check-ins from line managers and turning video calling into the default mode of catching up rather than email.It encourages employees to stay connected and helps reduce loneliness and fatigue.

What Companies Can Do

The loudest voices may be remote-work advocates, but plenty of other people can’t get back to the office fast enough.

business

Business

The people who hate working from home

Until recently, long road or overseas trips were generally seen as for younger adults before they ‘settled down’, or older adults who had raised their families. The digital nomad experience was 20-something backpackers plugged into their laptops at beach bars. But now things are changing, as a growing demographic of parents choose to travel for extended periods with their children.

Digital nomads

The anywhere worker is a new breed of digital nomad who tends to have a stable knowledge-work job that allows them to base themselves wherever they want. Out of 1,400 people surveyed, 54% identified as anywhere workers, and 70% of those were parents who took their children with them on their travels. Two key changes have made it possible since the pandemic: More people can work flexibly now, and many parents understand how homeschooling or remote learning could function.

The emergence of the anywhere worker

Parents who embrace a travel-filled lifestyle believe their children have much real-life learning to gain, such as exposure to new languages and cultures, skills like resilience and adaptability, or simply an appetite for adventure. It's about helping children realise how many opportunities are out there. It also makes you realise that learning never stops. Yet, experts are concerned that children might lose out on community and continuity that comes with growing up in one place.

A travel-filled lifestyle can benefit children

Experts point out that digital nomad parents need to be aware of possible downsides. A lack of routine and wider support networks can be detrimental to children as young children crave a sense of familiarity. School-age children will require at least one parent to dedicate themselves full-time to their education or to work with a travelling teacher. Anywhere workers say children can still have a semblance or ritual and routine. Because a whole network also works remotely, friends often travel together and maintain a sense of community.

Finding friends and structure

Digital nomads used to be 20-somethings in beach bars. But now some families are taking the plunge, working and learning as they explore new places.

travel

Travel

The rise of digital nomad families

As more and more countries reopen their borders to eager tourists, a trendy new phrase has emerged on social media: revenge travel. The term has been used to describe trips as varied as family reunions, big splurge vacations and re-visits to favourite places."Revenge travel" is a media buzzword that originated in 2021 when the world began to reopen, and people decided to resume their travel bug after a long hiatus.

Revenge Travel

<ul><li>Many travellers report that they're taking their first big trip since the beginning of the pandemic.</li><li>Pandemic-related closures and weather difficulties meant they had to postpone multiple times.</li><li>60% of consumers had plans to travel domestically and 27% to travel internationally in 2022.</li><li>And many of these travellers are willing to spend more money on a vacation than they would have in the past.</li><li>Some people have saved up money and can now splurge on a fancier hotel, first-class airplane ticket or a spendy once-in-a-lifetime experience.</li></ul>

Making Up For Lost Time

Understand yourself and those around you.

psychology

Psychology

Revenge travel: How vacation vengeance became a thing

Find 100+ Remote Work Tips & Ideas - Curated from inspiring sources like Books, Podcasts & Articles - Genuine Insights from like-minded Users like You!