Future | Secrets To Finding Work From Home

We live in a world where more and more people are working remotely.

The last 24 months have been transformative for all of us in every sense. 2 years in, technological and cultural changes are cultivating fairer, kinder normal across all industries.

I don’t think it was in any organization’s roadmap to plan or say, “Let’s go enable everyone to work from home.” But it happened, and we’re going through this transition, all together.

So, what are the key takeaways after lockdowns, mandates, and working remotely for months and even for a couple of years for many of us?

1. Shutdowns helped to slow the spread and forced employees worldwide to work remotely. Then the general concept of the workplace became decoupled from its long-held association with a physical location, to work from anywhere.
2. Redefining the workplace has introduced technological and cultural challenges— adopting the right technologies to support a new remote workforce, for one, and keeping newly remote workers productive, another.
3. Many organizations have found that outcomes such as worker productivity, morale, innovation, and even customer experiences have not suffered from the shift—and in many cases, they’ve improved. Employees now expect work environments to be flexible, collaborative, and responsive to their individual needs.

And let’s look at some stats to validate those takeaways.
1. 86% of IT decision-makers agree that all organizations should be adopting a work-from-anywhere mindset.

2. 52% of IT decision-makers spend half or more of their time working remotely, while 63% would like to work that way in an ideal world.

3. 38% of IT decision-makers worry that returning to a physical working location will leave them with less time to spend with their family.

Building a flexible work environment for all employees -whether in-person or remote- doesn’t happen without careful planning and execution. Here are some steps towards an effective remote work environment.

1. We need to trust our teammates, cross-functional members of other teams, all the employees in the organization —to know when and where they can be most productive, to get the job done, and to respect the employer’s needs and priorities.
2. We also need to provide solid technology, data, and communications infrastructure for all employees regardless of location, including supplying and maintaining a consistent and secure level of hardware and software, assisting with internet connectivity, and home network setups.
3. We should enable the effective use of collaboration tools. We must arrange and encourage training so that everyone understands how to use them and how they can help and track which tools are underused. Collaborative document development is one example, the next stage would be video-enabled whiteboards.
4. Another important area, we need to ensure full inclusion in hybrid events. Even when some attendees are at a central location, it may be more inclusive to hold a meeting entirely through a collaborative tool—so that everyone has “equal glass” and access to whiteboarding and chat functions—rather than having those who are elsewhere “attend” a conference room from inside someone’s laptop.
5. And while doing all this, effectiveness is still one of the ultimate outcomes. So, we can use the in-person time to maximize effectiveness. Rather than arbitrarily choosing certain days to be “in the office,” we can assemble our teams, different people from different towers with specific intentions: say, kicking off a new initiative or introducing new employees.
Obviously, we’re going through a digital transformation not only in our organizations but throughout the entire planet. We’re literally changing the work culture to fit a changing world around us, in our daily lives.
And people now want choice and flexibility. They want a sense of belonging and inclusion and also an environment that works for all. It is clear that the future is employee-driven, and if we don’t work hard implementing new flexible ways of working in our organizations, we’re running the risk of lagging behind the competition.

#futureofwork #remotework #workingfromhome

Opinions are my own, not the view of my employer. ____________________________________________________________

About Mert Damlapinar
Mert Damlapinar has been in director roles for eCommerce, digital marketing, and sales, he’s currently Global eCommerce Lead for Mondelez International. He holds a master’s degree in Applied Business Analytics from Boston University (magna cum laude), executive management certificates in Integrated Digital Marketing from Cornell University, and Applied Data Science from Massachusetts Institute of Technology.

He’s a member of the MIT Technology Review Global Insights Panel, Consumer Goods Technology Executive Council, The Digital Shelf Institute Executive Forum, and Brand Innovators Labs Innovation Advisory Council.

He’s currently working on his 2nd book.
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These remote jobs can earn you 6 figures a year! Here’s our pick for the highest paying remote jobs for 2021.

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In this Alux.com video we will be answering the following questions:
What are the 15 Highest Paying Remote Jobs?
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00:00 – Intro
00:42 – Web, App, or Software
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02:57 – Data scientist / Data Analyst —
0 000 – 0 000
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06:00 – Lawyer — 0 000 – 0 000
06:49 – Actuary — 000 – 0 000
07:37 – Product designer — 000 – 0 000
08:18 – Senior business analyst — 000 – 0 000
08:56 – IT security consultant — 0 000 – 0 000
09:40 – Technical support engineer — 000 – 0 000
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10:47 – Senior copywriter — 000 – 000
11:24 – Digital Marketer — 000 – 000
12:21 – Question

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