For years, the conversation about remote work has centered on the differences between working remotely (often from home) and the way we always worked in co-located situations. But what if that comparison is outdated? Specifically, how do you train and on-board new workers who don’t have that frame of reference. In short, you can’t compare
One of the big challenges we hear about hybrid and remote work is that “collaboration is difficult.” One CEO I spoke to said, “My people just come up with better answers when they can work together physically.” That led to an interesting discussion: What does it mean to come up with the best, or right,
More teams are working in hybrid ways than ever before. That creates opportunities and challenges, none more obvious than for people joining a hybrid team right now. The COVID pandemic has certainly impacted some teams more than others. We work with clients who have kept their team intact for the last 20 months with productivity
When we think about remote and hybrid teams, there are a lot of things that can go wrong. First of all, everything that negatively impacts a traditional team can cause havoc. Things like a lack of alignment, or micromanagement, or unclear objectives create problems no matter where people work. But there’s one factor that’s lethal
When you think about what makes a high-functioning team (whether in person, remote or hybrid) really click, several factors come to mind. In our research for The Long-Distance Teammate, we discovered one of the most important things that contribute to a really solid, trusting, team culture: a constant flow of feedback from and to our
If you have your Business Buzzword Bingo card handy, get ready to put another phrase on it. The hottest topic in remote and hybrid work is “culture.” Specifically, creating a “one-team” culture as we move to more hybrid work. The idea of “one team” is important. The phrase recognizes that hybrid work contains the seeds
We’ve spent a lot of time addressing a number of critical questions facing organizations as we look forward to what work will be like for us in the coming months and years. These questions are largely the ones we hear from those leaders and organizations we’re talking to. But what about the questions that aren’t
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