How To Embrace The Post-Pandemic, Digital-Driven Future Of Work

https://i0.wp.com/onlinemarketingscoops.com/wp-content/uploads/2021/06/Main-Picture-1024x683-1.jpg?resize=840%2C560&ssl=1

Digital will separate the winners from the laggards in the hypercompetitive, post-pandemic business landscape, says Ben Pring, Managing Director of Cognizant’s Center for the Future of Work. We undertook a global, multi-industry study to understand how businesses are preparing for this future and here’s what we found.

COVID-19 changed digital from a nice-to-have adjunct to a must-have tool at the core of the enterprise. The pandemic forced businesses to reassess how they strategize and execute their digital ambitions in a world that has migrated online, possibly for good in many areas. Those that did not prioritize digital prior to the pandemic found that procrastination was no longer an option — the digital landscape is hypercompetitive.

The Cognizant Center for the Future of Work (CFoW), working with Oxford Economics, recently surveyed 4,000 C-level executives globally to understand how they are putting digital to use and what they hope to achieve in the coming years.

The CFoW found that digital technologies are key to success in the coming years and uncovered six key steps that all organizations can take to more fruitfully apply to gear-up for the fast unfolding digital future:

  • Scrutinize everything because it’s going to change. From how and where employees work, to how customers are engaged, and which products and services are now viable as customer needs and behaviors evolve rapidly.
  • Make technology a partner in work. Innovations in AI, blockchain, natural language processing, IoT and 5G communications are ushering in decades of change ahead and will drive new levels of functionality and performance.
  • Build new workflows to reach new performance thresholds. The most predictable, rote and repetitive activities need to be handed off to software, while humans specialize in using judgment, creativity and language.
  • Make digital competency the prime competency for everyone. No matter what type of work needs to be done, it must have a digital component. Levels of digital literacy need to be built out even among non-technologists, including specialized skills.
  • Begin a skills renaissance. Digital skills such as big data specialists, process automation experts, security analysts, etc. aren’t easy to acquire. To overcome skills shortages, organizations will need to work harder to retain and engage workers.
  • Employees want jobs, but they also want meaning from jobs. How can businesses use intelligent algorithms to take increasing proportions of tasks off workers’ plates, allowing them to spend their time creating value? This search for meaning stretches beyond the individual tasks of the job to what the organization itself stands for.

Here are a few key findings from our research:

Redesigning the workplace is just the beginning: The virus will force enterprises to ask more strategic questions.

A mesh of machine emerges: While IoT is beginning to take hold, few respondents have piloted 5G projects. But over time , the mesh of machines created by IoT and 5G will serve as the foundation for news levels of functionality and possibility.

The 3As-AI , automation and analytics are the engines of digitization: To make the future of work happen, the 3As are emerging as a sophisticated and complex set of tools more deeply embedded in processes.

To learn more, read our whitepaper “The Work Ahead: Digital First (to Last)” or see the full Work Ahead study series.

Ben Pring leads Cognizant’s Center for the Future of Work and is a coauthor of the books Monster: A Tough Love Letter On Taming The Machines That Rule Our Jobs, Lives, and Future, What To Do When Machines Do Everything and Code Halos: How the Digital Lives of People, Things, and Organizations Are Changing the Rules of Business. In 2018, he was a Bilderberg Meeting participant. He previously spent 15 years with Gartner as a senior industry analyst, researching and advising on areas such as cloud computing and global sourcing. He can be reached at Benjamin.Pring@cognizant.com

Source: How To Embrace The Post-Pandemic, Digital-Driven Future Of Work

.

Critics:

Digitalization  is the adoption of digital technology to transform services or businesses, through replacing non-digital or manual processes with digital processes or replacing older digital technology with newer digital technology. Digital solutions may enable – in addition to efficiency via automation – new types of innovation and creativity, rather than simply enhancing and supporting traditional methods.

One aspect of digital transformation is the concept of ‘going paperless‘ or reaching a ‘digital business maturity’ affecting both individual businesses and whole segments of society, such as government,mass communications,art, health care, and science.

Digital transformation is not proceeding at the same pace everywhere. According to the McKinsey Global Institute‘s 2016 Industry Digitization Index, Europe is currently operating at 12% of its digital potential, while the United States is operating at 18%. Within Europe, Germany operates at 10% of its digital potential, while the United Kingdom is almost on par with the United States at 17%.

One example of digital transformation is the use of cloud computing. This reduces reliance on user-owned hardware and increases reliance on subscription-based cloud services. Some of these digital solutions enhance capabilities of traditional software products (e.g. Microsoft Office compared to Office 365) while others are entirely cloud based (e.g. Google Docs).

As the companies providing the services are guaranteed of regular (usually monthly) recurring revenue from subscriptions, they are able to finance ongoing development with reduced risk (historically most software companies derived the majority of their revenue from users upgrading, and had to invest upfront in developing sufficient new features and benefits to encourage users to upgrade), and delivering more frequent updates often using forms of agile software development internally. This subscription model also reduces software piracy, which is a major benefit to the vendor.

Unlike digitization, digitalization is the ‘organizational process’ or ‘business process’ of the technologically-induced change within industries, organizations, markets and branches. Digitalization of manufacturing industries has enabled new production processes and much of the phenomena today known as the Internet of Things, Industrial Internet, Industry 4.0, machine to machine communication, artificial intelligence and machine vision.

Digitalization of business and organizations has induced new business models (such as freemium), new eGovernment services, electronic payment, office automation and paperless office processes, using technologies such as smart phones, web applications, cloud services, electronic identification, blockchain, smart contracts and cryptocurrencies, and also business intelligence using Big Data. Digitalization of education has induced e-learning and Mooc courses.

See also

 

Employers, Here Are 4 Ways You Can Begin To Effectively Tackle Employee Burnout

Tired Business woman

As the pandemic lingers, employee burnout is at historic levels. More than 70% of employees reported being burnt out and feeling that their employers aren’t doing enough to address workplace burnout. Workplace burnout is commonly defined as extreme physical and emotional exhaustion that results in a lack of professional efficacy, increased cynicism, lack of engagement and depleted energy.

Employee burnout doesn’t happen overnight. It’s a series of triggers that occur over time causing even the most passionate employee to become disengaged.

Some warning signs that an employee is likely burnt out include:

  • Detached from the workplace culture
  • Loss of motivation and enthusiasm for their job
  • Decreased productivity
  • Increased mistakes and poor memory
  • Inability to make decisions
  • Poor sleep habits
  • Irritable and more sensitive to feedback
  • Increased negativity and cynical outlook
  • Increased absenteeism

Rather than address the root cause of an employee’s burnout, companies believe they can reverse it by giving them more money, a new title or offering more fun perks. While this may be a short term solution, the root cause of the issue hasn’t been addressed and it will inevitably resurface.

Suzie Finch, founder of The Career Improvement Club, explained, “once an employee has lost the motivation, drive and trust of their employer it’s very hard to regain it back.” As such, the employee and company end up parting ways.

This is due to the employee growing resentful and leaving on their own accord, the employee becoming vocal about their grievances to the point of termination or the manager writing the employee off until they can push them out. Here are four ways employers can begin to address employee burnout.

Foster A Mental Health Friendly Culture

Tackling burnout is more than implementing a well-being program. It’s changing workplace habits, identifying root causes and utilizing leadership to set the tone moving forward. Employees look to their managers and leadership to learn the norms and acceptable behaviors of the workplace. Thus, leadership needs to be the champions of mental health and well-being. When employees see their manager work through lunch, not take PTO or work while on vacation, they assume they need to do the same as well. This perpetuates a culture of burnout.

In order to provide mental health support, employers need to seek the feedback of their employees to understand what’s creating the stress. Burnout can result from various factors such as an unmanageable workload, no support, an inflexible schedule, lack of expectations and role clarity, unrealistic deadlines, micromanaging and unfair treatment, to name a few.

Here are some ways employers can start to reverse burnout through mental health

  • Create a mental health strategy and actively promote to employees
  • Actively work to mitigate an overwhelming workload
  • Revisit workplace policies to create more flexibility for employees
  • Seek out Employee Assistance Program (EAP) details and share with employees
  • Encourage employees to take mental health breaks throughout the day at their own discretion
  • Host meditation or yoga sessions for employees to participate in
  • Empower employees to take control of their schedule and set boundaries
  • Encourage employees to use their vacation days
  • Create a safe space for employees to feel comfortable opening up to their manager when they’re struggling with their workload
  • Create open and transparent two-way communication

While this isn’t a conclusive list, it’s a start. Each workplace and employee situation is different. Most importantly, managers need to be mindful and observant for when employees are at their emotional edge. The worst thing companies can do is seek feedback and ignore it, make excuses for it or make false promises.

Embrace A Culture Of Emotion

Most companies abandon their own core values to avoid dealing with the emotional aspect of their employees. For example, companies tout putting their people first, yet they try to suppress any emotion that isn’t positive. By doing so, they believe they can create a culture where they can manage how employees feel and express themselves. However, the Harvard Business Review said, “most companies don’t realize how central emotions are to building the right culture.

They tend to focus on the cognitive culture: the shared intellectual values, norms, artifacts and assumptions that set the overall tone for how employees think and behave at work.” While that’s incredibly important, emotional culture is just as critical.

Companies who ignore or fail to understand how emotions contribute to the overall well-being of the culture will undoubtedly suffer as a result. Embracing a culture of emotion means creating a safe space where employees feel comfortable expressing their feelings, concerns and share when they’re struggling. Research shows that emotions influence an employee’s creativity, decision making, performance and overall commitment to the company. All of which impact the bottom line.

Ensure Employees Are Taken Care Of

While most burnout is due to experiences in the workplace, external influences are also a contributing factor. External stressors employees commonly face are financial problems, family and relationship issues, pet concerns, addiction, social disadvantages, discrimination, abuse, trauma, bereavement or personal health issues, to name a few.

Ensuring employees are taken care of means having the right programs and resources available to support them. This can be having an EAP, a mental health program such as Fringe, offering telebehavioral health benefits, having a personal coach available and more. Many companies are revising their benefits to now include dog walking, pet sitting and grocery delivery services to alleviate employee stress.

Ditch The Traditional 9-5

Expecting employees to work traditional working hours is quickly becoming an archaic practice. Companies are now shifting to more flexible schedules with established core working hours. Core working hours may be defined differently for each company but ultimately it’s when everyone must be present and available for meetings. Outside of those core working hours, managers have the trust and expectation that employees will complete what’s expected of them when they’re most productive.

Managers are empowering employees more than ever to own their calendar through time-blocking. Rather than time-blocking an entire day or week out, Stacy Cyr, director of marketing at Barton Associates, recommends employees to build in 20% more time for meetings, deadlines and questions. Not only does this reduce stress, but it also gives a buffer for when things pop up throughout the day.

Likewise, no meeting days are becoming increasingly popular. While it may not be possible to block off an entire day, having the ability to have a meeting-free afternoon during the week is crucial for a deep work session without interruptions.

I’m a Leadership Coach & Workplace Culture Consultant at Heidi Lynne Consulting helping individuals and organizations gain the confidence to become better leaders for themselves and their teams. As a consultant, I deliver and implement strategies to develop current talent and create impactful and engaging employee experiences. Companies hire me to to speak, coach, consult and train their teams and organizations of all sizes. I’ve gained a breadth of knowledge working internationally in Europe, America and Asia.

I use my global expertise to provide virtual and in-person consulting and leadership coaching to the students at Babson College, Ivy League students and my global network. I’m a black belt in Six Sigma, former Society of Human Resources (SHRM) President and domestic violence mentor. Learn more at http://www.heidilynneco.com or get in touch at Heidi@heidilynneco.com.

Source: Employers, Here Are 4 Ways You Can Begin To Effectively Tackle Employee Burnout

.

Related Links:

Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

JD Nahrgang, FP Morgeson… – Journal of applied …, 2011 – psycnet.apa.org
… Job demands were found to hinder an employee with a negative relationship to engagement,
whereas job resources were found to negatively … Finally, we found that burnout was negatively
related to working safely but that engagement motivated employees and was …

Linking physician burnout and patient outcomes: exploring the dyadic relationship between physicians and patients

JRB Halbesleben, C Rathert – Health care management review, 2008 – journals.lww.com
Background: Although patient outcomes of hospital stays
have been widely explored, particularly pa.

Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy

L Avanzi, SC Schuh, F Fraccaroli, R van Dick – Work & Stress, 2015 – Taylor & Francis
Employees answered to the question: “All things considered, how satisfied are you with your … Why
does organizational identification relate to reduced employee burnout … Maslach Burnout Inventory:
Adattamento e taratura per l’Italia [The Maslach Burnout Inventory: Adaptation …

[HTML] Burnout syndrome should not be underestimated

Y Güler, S Şengül, H Çaliş, Z Karabulut – Revista da Associação …, 2019 – SciELO Brasil
… the employees with a history of trauma in the last year than in employees who had … 2. Brewer EW,
Shapard L. Employee burnout: a meta-analysis of the relationship between age and … 3. Bridgeman
PJ, Bridgeman MB, Barone J. Burnout syndrome among healthcare professionals …

Cited by 3 Related articles All 5 versions

Employee adiposity and incivility: Establishing a link and identifying demographic moderators and negative consequences.

KA Sliter, MT Sliter, SA Withrow… – Journal of Occupational …, 2012 – psycnet.apa.org
link between adiposity and incivility, and how this might impact employee burnout and withdrawal …
used to more fully test the relationships among incivility, adiposity, burnout, and withdrawal …
Preliminary data from 341 student employees revealed that being overly adipose was …

“I laughed so hard my side hurts, or is that an ulcer?” The influence of work humor on job stress, job satisfaction, and burnout among print media employees

TA Avtgis, KR Taber – Communication Research Reports, 2006 – Taylor & Francis
… collection, the researchers went on site to hand out questionnaire packets to employees … many
psychological, affective, and behavioral factors that contribute to employee burnout syndrome …
Further investigation into other communication related constructs and the link to negative …

Burnout as a predictor of all-cause mortality among industrial employees: a 10-year prospective register-linkage study

K Ahola, A Väänänen, A Koskinen, A Kouvonen… – Journal of …, 2010 – Elsevier
… was to investigate whether burnout predicts all-cause mortality among forest industry employees …
age group as a potential moderator of the relationship between burnout and mortality … The
researchers gave each employee in the corporation an identification code, which was …

[HTML] Burnout syndrome in health-care professionals in a university hospital

LC de Paiva, ACG Canário, ELC de Paiva China… – Clinics, 2017 – SciELO Brasil
… case of outsourced employment, can also lower PA and undervalue employees since no … Risk
factors and prevalence of burnout syndrome in the nursing profession … The reciprocal relationship
between work characteristics and employee burnout and engagement: a longitudinal …

Cited by 62 Related articles All 10 versions

Burnout and risk of coronary heart disease: a prospective study of 8838 employees

S Toker, S Melamed, S Berliner, D Zeltser… – Psychosomatic …, 2012 – journals.lww.com
Objective Burnout is a negative affective state consisting of emotional exhaustion, physical fatig.

The practical paradox of technology: The influence of communication technology use on employee burnout and engagement

CL Ter Hoeven, W van Zoonen… – Communication …, 2016 – nca.tandfonline.com
Employees feel empowered by CTU because it allows them to establish a connection to their …
resources (JD–R) model to link the literature on paradoxes to employee well-being … job conditions
(job resources and demands) influence feelings of work-related burnout and work

Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

JD Nahrgang, FP Morgeson… – Journal of applied …, 2011 – psycnet.apa.org
… Job demands were found to hinder an employee with a negative relationship to engagement,
whereas job resources were found to negatively … Finally, we found that burnout was negatively
related to working safely but that engagement motivated employees and was …

Linking physician burnout and patient outcomes: exploring the dyadic relationship between physicians and patients

JRB Halbesleben, C Rathert – Health care management review, 2008 – journals.lww.com
Background: Although patient outcomes of hospital stays
have been widely explored, particularly pa.

Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy

L Avanzi, SC Schuh, F Fraccaroli, R van Dick – Work & Stress, 2015 – Taylor & Francis
Employees answered to the question: “All things considered, how satisfied are you with your … Why
does organizational identification relate to reduced employee burnout … Maslach Burnout Inventory:
Adattamento e taratura per l’Italia [The Maslach Burnout Inventory: Adaptation …

[HTML] Burnout syndrome should not be underestimated

Y Güler, S Şengül, H Çaliş, Z Karabulut – Revista da Associação …, 2019 – SciELO Brasil
… the employees with a history of trauma in the last year than in employees who had … 2. Brewer EW,
Shapard L. Employee burnout: a meta-analysis of the relationship between age and … 3. Bridgeman
PJ, Bridgeman MB, Barone J. Burnout syndrome among healthcare professionals …

Cited by 3 Related articles All 5 versions

Employee adiposity and incivility: Establishing a link and identifying demographic moderators and negative consequences.

KA Sliter, MT Sliter, SA Withrow… – Journal of Occupational …, 2012 – psycnet.apa.org
link between adiposity and incivility, and how this might impact employee burnout and withdrawal …
used to more fully test the relationships among incivility, adiposity, burnout, and withdrawal …
Preliminary data from 341 student employees revealed that being overly adipose was …

“I laughed so hard my side hurts, or is that an ulcer?” The influence of work humor on job stress, job satisfaction, and burnout among print media employees

TA Avtgis, KR Taber – Communication Research Reports, 2006 – Taylor & Francis
… collection, the researchers went on site to hand out questionnaire packets to employees … many
psychological, affective, and behavioral factors that contribute to employee burnout syndrome …
Further investigation into other communication related constructs and the link to negative …

Burnout as a predictor of all-cause mortality among industrial employees: a 10-year prospective register-linkage study

K Ahola, A Väänänen, A Koskinen, A Kouvonen… – Journal of …, 2010 – Elsevier
… was to investigate whether burnout predicts all-cause mortality among forest industry employees …
age group as a potential moderator of the relationship between burnout and mortality … The
researchers gave each employee in the corporation an identification code, which was …

[HTML] Burnout syndrome in health-care professionals in a university hospital

LC de Paiva, ACG Canário, ELC de Paiva China… – Clinics, 2017 – SciELO Brasil
… case of outsourced employment, can also lower PA and undervalue employees since no … Risk
factors and prevalence of burnout syndrome in the nursing profession … The reciprocal relationship
between work characteristics and employee burnout and engagement: a longitudinal …

Cited by 62 Related articles All 10 versions

Burnout and risk of coronary heart disease: a prospective study of 8838 employees

S Toker, S Melamed, S Berliner, D Zeltser… – Psychosomatic …, 2012 – journals.lww.com
Objective Burnout is a negative affective state consisting of emotional exhaustion, physical fatig.

The practical paradox of technology: The influence of communication technology use on employee burnout and engagement

CL Ter Hoeven, W van Zoonen… – Communication …, 2016 – nca.tandfonline.com
Employees feel empowered by CTU because it allows them to establish a connection to their …
resources (JD–R) model to link the literature on paradoxes to employee well-being … job conditions
(job resources and demands) influence feelings of work-related burnout and work

Making a Success of Remote Working for the Long Term

During the spring wave of the coronavirus pandemic in 2020, almost half of all employees in the UK were working from home at least some of the time. Whilst this was, of course, a scary time for everyone, there was also a sense of banding together, battening down the hatches and maybe even a little excitement at being able to work from home for the first time. Many adapted well to this strange new set-up. Kitchen tables became digital business hubs and spare bedrooms make-shift Zoom boardrooms.  

But that was nearly 10 months ago, and the short-term shift to remote working has gradually become a more permanent, fundamental change in the way we work. And many are now realising the potential pitfalls.  

Driven partly by the resurgence of the virus following the summer, and also by shifting attitudes of employers who are now realising they can trust their people to get the job done and remain productive without their watchful eye, remote working is here to stay in some capacity. A recently released survey from KPMG showed how 68 percent of CEOs plan on downsizing their offices to reflect this shift, and it seems that what was the most popular employee benefit of the last decade has been fast-tracked some 20 years in the space of 10 months. 

That’s all well and good for those who have adjusted well or have properties large enough to accommodate a home office. But not everyone wants to be working from home. Some miss the buzz of the office and the social aspect of a workplace. Others may miss the ‘me time’ that a commute afforded them. Indeed, many new members of the work-from-home community may have contributed to the startling increase in divorce rates and break-ups.

 Maybe that open-plan family room wasn’t such a good idea after all. Regardless of which camp you’re in, remote working in some form is here to stay. So how can you make a success of it? Here are some pointers from someone who’s been a member of the work-from-home clan for more than two years now. 

Create a dedicated space. 

The biggest change that new work-from-homers will need to make as a short-term solution shifts into a permanent new reality is creating a space in their home that’s sole purpose is work.  

Kitchen tables, the sofa or cluttered box room just won’t cut it anymore. Even for organisations that switch to a 3-2-2 model or a variation of it (that’s three days in the office, two working remotely and two days off at the weekend), it’d be a struggle in terms of professional mindset to move from office to sofa and maintain the same attitude, output and productivity. 

A dedicated space helps create a more seamless transition between workplace and home working. It will induce a professional mindset when you enter and aid focus. This dedicated space should ideally be cut off in some way from distractions and general home noises.  

I don’t think I would have been nearly as productive over the last two years if every morning was a trip to the kitchen to turn the laptop on and there I stayed until 6 p.m. That close a proximity to the fridge certainly wouldn’t have helped things either! 

Play around with the ambience.  

One of the big benefits that many would have enjoyed when starting their first few remote workdays is having total control over the office environment. Radio station? Pick your favourite. Too warm? No need to negotiate opening a window with an always-cold coworker.  

For long-term remote working, it’s good to play around with the ambience of your home office to find what works best.  

As an example, I always find talk radio is a great backing track for the morning rush to clear the inbox and check on campaigns. But the post-lunch lull requires a lively Spotify playlist at full blast to maintain productivity.  

Others find that certain tasks, such as a blog or technical writing, can be easier to focus on with softer background noise such as rain sounds or even a YouTube video of general office background noise (I kid you not, and I’ve tried it, and it does work on occasion). 

Have a play around with lighting too. Natural light is always best for alertness and attention, whilst for those who like to work into the evenings, softer lamp light may be less harsh.  

Finally, have a think about the temperature of your room. Whilst it’s very tempting to create a snug office that’s always warm, research has found that we tend to lose focus and productivity in rooms that are too warm. After all, if you’re a bit tired after a long drive, you don’t whack the heating on – you open the window for some fresh air.  

Force yourself to stay connected.

Remote working presents a challenge to both extroverts and introverts.  

For the former, not being surrounded by co-workers, a lack of “real” conversations or office socialising are a real problem when it comes to working from home. They thrive on these interactions and, as such, working alone at home can become frustrating and isolating.  

On the flip side, for introverts who likely gravitate toward remote working more naturally, there is a danger of slipping into a mindset that starts to resent or even fear the Zoom or MS Teams call sound after a few hours of peace. For the more introverted, the office forced social interactions. Remote working can quickly see you start to actively avoid the group chats and digital socials.  

Whichever camp you may be in – and it can be a bit of both depending on your mood and how fatigued you are – forcing yourself to stay connected is critical for long-term remote working. 

And force yourself to stop working, too. 

This is probably the biggest problem for the WFH community. For a workforce that was increasingly becoming an ‘always-on’ workforce, working from home has exacerbated the problem – especially when the makeshift workspace was the kitchen table or living room armchair.  

But it’s critical for the long-term success of remote working to force yourself to STOP. If your organisation has still enforced a 9-5 or equivalent working hours – just work those hours then shut up shop for the day. If your employers are really forward-thinking and allow for both remote working and flexible hours too, then make sure you’re pacing yourself too.  

recent survey from The Office Group found that working longer hours was the biggest contributor to burnt-out millennials, alongside the inability to separate work and personal life.  

Remember, you’re no good to anyone if you burn out from overworking. And it’s detrimental to your physical and mental health. So take a break, try to switch off when your day is done and resist the late-night email check.  

The best ways I’ve found to deal with this is actually leaving the house when a particular working shift is done, either to walk the dog or a trip to the shop. It breaks the work mindset and helps you to switch off. Give it a try!  

By: Arthur Wilson Entrepreneur Leadership Network VIP

Modus Create, Inc.

Modus Project Manager Samantha Park sits down with Co-Founder Jay Garcia to discuss how remote life differs at Modus from other organizations, share some of their techniques to make remote work easier, and talk about some of the challenges they’ve experienced working in a non-traditional environment. Ms. Park elaborates on the flexibility and independence that remote work provides, and discusses the expectation and reality of remote work, how to create a work-life balance, and tips for staying focused and on track. Modus is always on the lookout for people who want to work in an environment where they are challenged to grow and do great things with awesome people. Think you have what it takes to work with us? Check out our open positions at https://moduscreate.com/careers​ Subscribe to our YouTube channel, and turn on notifications! https://mdus.co/subscribe​ Sam on Social Media: Twitter – https://twitter.com/sparkps126​ LinkedIn – https://www.linkedin.com/in/samantham…​ Blog – https://moduscreate.com/blog​ Timestamps: 0:24​ – Working remotely at Modus 0:50​ – Going fully-remote for the first time 1:38​ – Dealing with loneliness 2:08​ – Expectation vs. reality of remote work 2:33​ – Drawing a boundary between work and life 3:29​ – The flexibility of remote work 4:14​ – Building an office space at home 5:16​ – Leading Modus while remote Modus Create is a disruptive consulting firm based on the model of an open-source team dedicated to making the best software on earth, and to leaving the world better than we found it. Together with our customers, we build products that empower people with breakthrough services and experience. Modus is always on the lookout for people who want to work in an environment where they are challenged to grow and do great things with awesome people. Think you have what it takes to work with us? Check us out at https://moduscreate.com/careers#workfromhome#remotework#employeeinterview#workculture#collaboration#collaborationtools#creativethinking

.

UAE Covid vaccine: 60% of education sector staff in Abu Dhabi get jab – News http://www.khaleejtimes.com – Today[…] DON’T MISS: >> UAE Covid vaccination doses cross three million >> UAE minister urges teachers, education staff to get jab The Abu Dhab […] jab The Abu Dhabi Department of Education and Knowledge (Adek) said on Saturday that it hosted a vaccination drive in collaboration with the Department of Health – Abu Dhabi and Abu Dhabi Public Health Centre […] Held between January 17 and 26, the vaccination drive was open to 222 private and charter schools throughout Abu Dhabi, Al Ain and the Al Dhafr […]6

HOT JOBS & COOL JOBS: CERTIFIED PHARMACY TECHNICIAN AUBURN CA USA http://www.e-physician.info – Today[…] Apply Now>> 5 Pharmacist – Covid-19 Vaccination Support Folsom, CA, USA You will be working with a team of pharmacists and pharmacy technicians t […] Apply Now>> 8 Registered Nurse – Covid-19 Vaccination Support Sacramento, CA, USA The Nurse RN role will work with a team of pharmacists and pharmac […]N/A

HOT JOBS & COOL JOBS: PARAMEDIC OR NURSE LPN, LVN OR RN MIRAMAR FL USA http://www.e-physician.info – Today[…] Apply Now>> 7 COVID Vaccination – LPN Contract – FL Fort Lauderdale, FL, USA Sunbelt Staffing is actively seeking an experience […]N/A

2020-21 Field (or Remote) Research Assistant Opportunities | Stanford King Center on Global Development kingcenter.stanford.edu – Today[…] SPRING QUARTER Eradicating Cervical Cancer in West Africa (Nigeria) Through Enhanced HPV Vaccination by Employing Comic Book-Based Education (Cardinal Quarter eligible) The purpose of this researc […] The purpose of this research project is to develop and execute a comic book and media-based HPV vaccination education campaign in Nigeria, Africa’s most populous country […]   Given the COVID-19 pandemic, high quality education about vaccination and its safety and efficacy is even more important than ever, and this project may also investigate […]0

HOT JOBS & COOL JOBS: PHARMACY TECHNICIANS REMOTE MUST LIVE IN AZ 18/HR 128944 TEMPE AZ USA http://www.e-physician.info – Today[…] Apply Now>> 31 Pharmacy Technician – Covid-19 Vaccination Support Phoenix, AZ, USA You will be working with a team of pharmacists and pharmacy technicians to […]0

COVID-19: Dr Reddy’s Expects To Launch Sputnik V Vaccine In India By March-end http://www.moneycontrol.com – Today[…] plans to vaccinate 3 crore healthcare and frontline workers in the initial phase of the COVID-19 vaccination […]1

The Future of Convenience Store Design: openforbusiness.ab-net.us – Today[…] Someday, whether the result of vaccination or herd immunity, retailing will begin to look like its pre-pandemic self […]N/A

Some workers paid to get vaccine http://www.nwaonline.com – Today[…] to promote the vaccine among employees, including flexible work schedules, paid time off to visit a vaccination site and bonuses of up to $200 […] in part because of legal uncertainties involved with health screening questionnaires leading up to vaccination […]0

URMC email suggested ‘major donors’ could jump vaccine line | WXXI News http://www.wxxinews.org – Today[…] At that moment in time, nobody knew how vaccination would roll out […] Leaders of the Monroe County Vaccination Task Force repeatedly stressed the need for equity, equal vaccine opportunity, and an absence o […]   URMC joins a growing list of medical centers across the country that have either offered special vaccination opportunities for donors or flirted with the idea […]130

2021 Global pandemic survey series: a focus on vaccines app.keysurvey.com – Today[…] Given the complexity of rolling out a mass vaccination program, the spread of a new coronavirus strain, and renewed movement restrictions, 2021’ […]N/A

Mt. Nittany Health’s self-scheduling Covid-19 vaccination portal already booked with appointments pathofex.com – TodayCENTRE COUNTY, Pa.(WTAJ) — Throughout the year, the “Bellefonte READS” committee hosts events that foster a love of literacy, and “One Book, One Bellefonte”…1

Experts cautious on recovery timeline http://www.nwaonline.com – Today[…] com/coronavirus] Mann said many things must go right for a vaccination plan to be effective […]0

Vaccination Portal available for over 84 as of 1 February http://www.europe.easybranches.com – TodayHOME CYPRUS VACCINATION PORTAL AVAILABLE FOR OVER 84 AS OF 1 FEBRUARY As part of the implementation of the National Vaccination Plan for COVID-19, the Ministry of Health announces that during the 23-29 January week, 7,7 Vaccination Portal available for over 84 as of 1 February Vaccination Portal available for over 84 as of 1 FebruaryVaccination Portal available for over 84 as of […] Consequently, the number of people who have completed their vaccination is 5,551. As of Monday, 1 February, the Vaccination Portal will be available for appointments for people over the age of 84 who have not bee […]0

IATA seeks WHO support for quarantine-free travel for vaccinated passengers http://www.travelmole.com – Today[…] ” The WHO hasn’t recommended that governments demand vaccination proof as it is still unknown how effective the vaccines is in reducing transmissions […]2

Latam Daily: BCCh Held, Expanded Other Items; BanRep Preview; Peru Pensions, Lockdown | Post http://www.scotiabank.com – Today[…] The Board also observed that the beginning of the global vaccination process has been a positive development, but warned of the wide range in the speeds by whic […]0

EU approves AstraZeneca jab as WHO warns against ‘vaccine nationalism’ http://www.monitor.co.ug – Today[…] nationalism’  The EU-Britain tussle has highlighted the impact of shortages on ambitious mass vaccination programmes, even on wealthy nations, and fears are growing that the developed world is hoggin […]4

How Influencers, Celebrities, and FOMO Can Win Over Vaccine Skeptics hbswk.hbs.edu – Today[…] struggled, while many others, such as Australia, Japan, and South Korea, have not even begun their vaccination efforts […] To be sure, the stakes for COVID-19 vaccination are much greater than those for high technology products […] can serve as micro-influencers to other segments by posting pictures on social media of their vaccination cards or themselves actually getting the shot […]2

WTO figures lay bare the ‘worst year in tourism history’ http://www.travelmole.com – Today[…] digitisation of Covid-19 travel-related risk reduction measures – including testing, tracing and vaccination certificates – are ‘essential foundations to promote safe travel and prepare for the recovery o […]3

Getting SA vaccine ready http://www.iol.co.za – Today[…] health, Milani Wolmarans, explained that an online database system has been created to monitor the vaccination process […] The system will see healthcare workers being enrolled for the vaccination and application process […] this is done the health worker will receive an SMS and will go with their ID and medical aid to the vaccination centre […]1

Current travel advice – West Midlands Network http://www.wmnetwork.co.uk – Today[…] will be able to travel for free before 9:30am on all bus and tram services, if travelling for a vaccination appointment […]N/A

Cervical Cancer wellness.metropolisindia.com – Today[…] Other preventive measures are cervical cancer vaccination, practicing safe sex and quit smoking […]N/A

COVID-19 vaccine FAQs http://www.barnsleyccg.nhs.uk – Today[…] For more information about the COVID-19 vaccination visit www.nhs.uk/covidvaccine Last updated: 26/01/21 How will I be invited for my vaccination? Your GP practice will contact you by telephone or the NHS will contact you by a letter in the post […] You will be instructed which site you need to visit for you vaccination when you are contacted by the NHS.  I have been invited to a large vaccination centre but I can’t travel there. Can I wait to have my vaccine in Barnsley? Yes. As more vaccination services become available, you may be invited to one that is outside Barnsley […]N/A

Experts predict 125,000 fewer COVID deaths if 50% of U.S. population initiate vaccination by March 1 http://www.news-medical.net – Today[…] population initiated COVID vaccination by March 1, 2021 […] population initiates vaccination by March 1, 2021: McAndrew finds that if greater than or equal to 50% of the U […] population initiates vaccination by March 1, 2021 the consen

Why You Need a Virtual Office in 2021

As businesses and entrepreneurs have persevered through 2020, the climate has shifted from business continuity and pivoting to how to recapture business and growth as we enter 2021. Throughout the year, businesses of all sizes and various industries have sought innovative ways to launch new products or services while in this new normal of quarantine, restrictive travel and working from home.

How are entrepreneurs doing this? Social media immediately comes to mind, but more than that, many are using virtual office services, virtual assistants and reimagining what it means to work from home. The proliferation of virtual offices is allowing businesses to have a physical footprint in a market, grow their business and stay connected to their customer base while remaining apart.

Related: 5 Ways Your Business Can Benefit From a Virtual Office

What is a virtual office?

A virtual office is typically provided by coworking or flex office providers, although there are some online-only providers. From business address services, phone services, virtual assistants, office space available by the hour or day, coworking and other offerings, a virtual office can be the primary address of a business, used as a satellite office for a business or used for larger businesses looking to reduce their overhead costs. More than a PO Box, businesses are able to use their virtual office to list their business on Google and other online search engines, have physical office space on an ‘as-needed’ basis, utilize telephone services and receive mail or packages.

Why do I need a virtual office?

With the unpredictability of what 2021 may bring, a virtual office provides you with business options and space, whereas previously, the options would have involved investing in a long-term, costly commercial lease. By utilizing a virtual office service, your business has options. You can test a market without large overhead costs, scale slowly in a new market without hiring multiple employees and have the flexibility of canceling a virtual office if unsuccessful. Most virtual office plans are month-to-month and can easily be canceled.

Second, you must show your existing customer base that they are making the right choice by investing in you. People want to buy from businesses that solve their problems and have an upward trajectory for stability and growth. Even incremental investments in new markets demonstrate perseverance and strength, and signal to existing customers that you are a stable choice to assist their business through 2021.

Third, by establishing a strong business relationship with your virtual office provider, you can be a part of a business networking community already established in that location. Typically, the management is in constant communication with other businesses and entrepreneurs that both have physical office space or a virtual office. customerbase

Throughout the past year, most have worked hard at reinventing their business via new networking opportunities, and now have a calendar packed with virtual networking lunch and learns, virtual “happy hours” and other innovative events.

Related: Employee Engagement: How to Get Remote Workers to Care About Your Business as Much as You Do

Businesses and entrepreneurs alike are looking to rebound from 2020, and by using a virtual office, most find they can enter new markets, reduce overhead and become more appealing to their customer base. There is only one guarantee about 2021 — just like 2020, expect the unexpected!

By: Adam Horlock Entrepreneur Leadership Network Writer

.

Sponsored Business Contents:

7 Retirement Income Strategies Once Your Portfolio Reaches £500k

Fisher Investments UK

How Far Does £1 Million Go in Retirement?Fisher Investments UK

Read the thoughts of the UK’s top investorsMarketViews

Retirement Blunders British Millionaires Should AvoidFisher Investments UK

7 Ways to Build Wealth Once Your Portfolio Reaches £500,000Fisher Investments UK

Latest insights & commentaries on COVID-19 from UK’s investorsMarketViews

.

HubSpot

Learn more in our free remote leadership training: https://bit.ly/3cTQyZp

In order for any team to survive and thrive, there needs to be a culture of inclusion, collaboration, and respect. As the manager of a remote team, developing and promoting this type of culture is an especially important task. When coworkers aren’t physically in the same place, there are fewer opportunities to foster interpersonal interaction and connection, so it’s important to be proactive and creative. Really, an effective remote team should feel pretty similar to a team with a physical office.

Humans are social creatures who want to feel safe and have a sense of belonging—the key here is relationship building. Creating a positive social vibe will help your team members build relationships with each other. Building strong relationships across your team can lead to an increase in psychological safety, strengthened attachment to the team and organization, and elevated performance outcomes.

You may be asking yourself, “how do I create an inclusive and productive work from home culture?” Let’s check in with Debbie Farese. Debbie is HubSpot’s Director of Global Web Strategy. She’s been leading a 100% remote team for more than two years and wants to share her tips on how to create an inclusive virtual office.

Creating Empathetic Workplaces

Workingmums.co.uk hosted two employer workshops on how empathy can be used to create a more engaged, productive workforce in November led by Oliver Hansard and Joss Mathieson from Catalyst Thinking Partners.

Opening the first workshop, Hansard said that, in a world where we are in control of so little that is going on, empathy is a key skill. It is no use having technical ability without having the skills to unlock people’s potential, he stated. He argued that empathy is generative rather than passive, meaning that it guides people’s actions.

Mathieson said Covid has shown the importance of engagement and regular communication and added that empathy is crucial for dealing with a culture of change. If change is handled badly and with a lack of empathy, it can knock people sideways for months, he said. People’s attitude to change is deeply personal, he added, so we need to understand what it means to individuals to ensure people are able to deal with it effectively.

Hansard and Mathieson asked what people understood by the term empathy. Empathy is not only about understanding another person’s perspective, but it guides what actions should be taken and what support might be required. In volatile, uncertain, complex and ambiguous times we also need VUCA leadership is required, said Hansard and Mathieson, that is, leadership focused on being Valiant, Understanding, Compassionate and Authentic:

Valiance is about not being afraid to show that you don’t know everything, to ask what others think and to do the right thing;
Understanding is about understanding how others feel;
Compassion is about being consistently thoughtful, even in challenging circumstances;
Authenticity is about being genuine and honest and not being afraid to show vulnerability, for instance, to talk about what it is really like living through this pandemic.

Hansard and Mathieson pointed out that there is often a discrepancy between how empathetic CEOs think they and their company are versus what employees perceive. A recent workplace empathy survey from Businesssolver showed, for instance, that 68% of CEOs think their companies are empathetic, compared to 48% of employees, and that 76% of employees think empathy leads to greater productivity compared to 52% of CEOs. Moreover, 70% of employees think greater empathy results in lower staff turnover, compared to just 40% of CEOs.  

In their Empathy Manifesto, Hansard and Mathieson have called for a cultural shift around empathy and referred to how Microsoft’s CEO, Satya Nadella, had put empathy at the core of innovation to understand the different needs of customers and appreciate different perspectives. Microsoft has shifted from a ‘know it all’ culture to ‘learn it all’ as a result.

Empathy Compass

As a framework, Hansard and Mathieson outlined their Empathy Compass which has empathy at the centre, surrounded by self, team, organisation and customer. They said empathy for yourself is your “North Star”. By understanding how you are feeling, you can be more empathetic to others and more resilient. They emphasised the importance of finding time for yourself amid family and work demands.  

In a team setting, empathy involves listening to others and being prepared to act on what they say, being honest rather than hiding bad news and taking the group with you. It can involve ensuring people take time out regularly to care for others in the team, testing things out and listening to feedback. 

When it comes to customers, empathy is about listening to their needs and adjusting products or services accordingly, whether they are internal or external clients. It is an opportunity to show you care and value customers and it drives loyalty. 

There are two dimensions to organisational empathy – top down empathy demonstrated by senior managers and bottom up empathy that builds from the sum of other acts of empathy – teams, customers and self. 

Hansard and Mathieson discussed how to attract and hire empathetic candidates and said it is about having the right behavioural frameworks and asking candidates at interview about what they think empathy is and requesting that they give examples of how they have demonstrated this. Also, they can be asked about their personal values and the employer can assess the cultural fit against their organisational values, if they have been clearly defined.

Participants then discussed examples of empathetic leadership in their own organisations, including weekly videos from CEOs about the need for everyone to take care of themselves; leaders who are mental health first aiders; role models and influencers who generate empathy; leader drop-in sessions; leaders who give people permission to take time out; a focus on domestic abuse; employee audits that ensure employers know about the different problems affecting different groups; treating employees like consumers; and a focus on adaptability to change and on how an empathetic culture supports this.

Mathieson said it is important to be aware that different cultural contexts need to be taken into account and that a different empathetic approach may be needed for different stages of the pandemic. Hansard said listening needs to become an organisational habit as does demonstrating that what is being said is being taken on board. Mathieson said employers need to listen more than they talk.

Listening hard

In the second workshop, participants explored empathetic listening or what one participant called “listening hard”. They focused on the reciprocal empathetic relationship between employer and employee and the importance of creating an environment of trust where employees feel they can be open and honest and that what they say will be acted upon. There was also a discussion on how an empathetic culture could boost understanding of customer needs and help deliver better services. Better listening can sometimes be enough to push things forward in itself if people feel they are being heard. 

Hansard said there are three types of empathy: cognitive empathy or empathy by thought – the ability to see another’s perspective; emotional empathy – the ability to feel another’s emotions; and generative empathy – which generates empathy in others and leads to action, if not by the listener then by others. Receiving and witnessing empathy has a profound impact and generates empathy for others.

They outlined their ACORN method of generative empathy which is based on:

Attention – listening with full attention and not imposing your own perspective; 

Curiosity – exploring what the other person is thinking or feeling and checking that you have heard and understood correctly;

Observation – noticing all signals, including body language and emotions

Reflection – being a mirror and testing what people are saying, for instance, stating: ‘I think what you are saying is…’ This can be helpful even if you get it wrong as it might make the person think about the issue in a different way if done well; and

Next steps – working together to identify action for you and for them.

Participants then took part in an empathy breakout session to try the ACORN method for themselves, working in trios where one person shared a challenge or problem, one person listened to another and another observed.

Reflecting afterwards, some participants described the difficulty of letting go of the feeling that they needed to find a solution to people’s problems rather than just reflect them back and find a supportive way forward. Mathieson said intentional listening has to be practised regularly and developed “as a muscle”. This is particularly important for building resilient organisations, promoting inclusion and helping people to navigate agility and change. 

Hansard and Mathieson have developed a six-month empathy training programme for leaders which shows significant boosts in leaders’ ability to listen and teams’ ability to behave empathetically as well as increased trust. The leaders who have taken part say it is transformative, helping teams feel more connected and able to be more honest and open.

By: Mandy Garner

If you would like to know more about the Empathy Manifesto and the work Hansard and Mathieson do, please contact them on oliver@hansardcoaching.com/ www.hansardcoaching.com and joss@changeoasis.com/www.changeoasis.com.

.

.

Vyond

This Vyond template video: https://vynd.ly/3kkeDLY features tips on how to meet challenges with a little proactive empathy. #nationalworkingparentsday#remoteteams#trainingvideo The new normal for today’s workplace is “no normal,” and every team member brings their own conditions with them, be it cooped-up kids, bottlenecked bandwidth, or a particularly disruptive dog. Effective remote collaboration depends on having explicit discussions about empathy and team norms. Start the conversation with your teammates with our new video template. Create your own animated video with Vyond. Start a 14-day free trial: https://vynd.ly/2JgHhB7 Check out our template library: https://vynd.ly/39vOoQP For more Vyond Studio tips and tricks, make sure to visit our Resource Center: https://vynd.ly/2Joci5W SUBSCRIBE AND FOLLOW VYOND: Facebook: https://vynd.ly/39mr4SH Twitter: https://vynd.ly/3csPnjS Instagram: https://vynd.ly/2ws2bWS Linkedin: https://vynd.ly/3cwKw18

%d bloggers like this: