Enthusiasm for remote jobs is very high right now, but data from Indeed and LinkedIn suggests there may not be enough of these jobs available to meet the demand. The conditions vary in different fields, but, in some cases, job seekers may have to reconsider what they are looking for in terms of flexibility.
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Netflix employees who were fired without warning by the company Thursday took to Twitter to vent frustration and seek new work. The layoffs were among the company's Tudum employees, which just launched in December, and follows the news of Netflix's first subscriber loss in more than a decade.
A study by the Teachers Insurance and Annuity Association indicates that 65% of Generation Z employees feel their workplaces should help them attain financial literacy and well-being. Generation Z members tended to score lower on personal financial literacy questions than millennials and members of Generation X, but they are interested in becoming more knowledgeable and trust their employers to help them, research indicates.
Leaders should be more intentional in their curiosity to fuel better results, growth and success, writes Diana Kander. Encouraging deliberate curiosity means identifying and remedying your unwitting gaps in perception, getting rid of initiatives that are not creating value and fostering accountability among team members.
A study suggests video calls might hinder creative brainstorming compared with in-person meetings, although virtual groups meeting over video saw no disadvantage in evaluating creative ideas. "However, when determining whether or not to use virtual teams, many additional factors necessarily enter the calculus, such as the cost of commute and real estate, the potential to expand the talent pool, the value of serendipitous encounters, and the difficulties in managing time zone and regional cultural differences," the researchers note.
Change takes time, doesn’t it? Establishing new models or practices calls for discussion, experimentation, more discussion, implementation and then iteration as needs evolve. It’s a process.
That’s what went through my head this morning as I read the stories about Ford, hybrid work being about choices -- not rules -- and the effectiveness of collaborating over video. All of these stories were about how companies are adjusting to a hybrid model -- how they’re crafting policy, supporting employees on-site and remote, managing schedules and nurturing collaboration over videoconferencing platforms. Some questions are easy to answer, others not so much.
But as I read these stories, one question kept echoing in my head: “Are we expecting too much too soon?”
New models and practices -- sustainable ones! -- are solidified over time, after a lot of trial and error, evaluation and conversation. It’s a risk. And it requires patience.
So let’s just start down the road and give ourselves room to experiment with hybrid models. Let’s be quick to listen, quick to learn and slow to shut things (and people!) down. Let’s exercise grace and rein in haste. Let’s aim for models that meet business needs and secure our most critical assets -- our employees.
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