The latest on all kinds of information, news, and resources that help you make working remotely better.

Five strategies for businesses to succeed in 2024 | Manar Al Hinai, Thenationalnews.com

Here are some key lessons for businesses to learn from this year and put into effect in 2024.

Embrace Change

One of the most important lessons I have learnt is that embracing change is the best thing I can do for myself and my business.

Nothing good comes from resisting change and not learning how to take advantage of the shifting landscape.

Build a strong team

Invest in hiring a good team. This is an exercise you should not rush. Hire team members who share your vision, values and drive.

This means offering a competitive salary package, fostering a collaborative culture where your team members would thrive and providing them with the opportunity to learn and develop their skills.

Connect with the community

Consumers are becoming increasingly conscious of how businesses affect the community and the environment around them.

Adopt environmentally friendly business practices. Look for ways to reduce your carbon footprint and embrace initiatives that will support your community members and global audience, if applicable.

Never stop learning

In an ever-evolving business landscape that is increasingly being shaped by artificial intelligence and other technological advances, we need to continue dedicating time for learning and developing our skills.

Organisations need to ensure that their employees have the time and resources to learn and develop.

It’s OK to fail

It’s OK to fail. However, it is not OK to not try something new. Fail, fall, get up and try again.

We will never know exactly what the coming year holds for us, but what I know for sure is that being well prepared, planning ahead, embracing learning and continuous development, being agile and surrounding yourself with a strong team will help ease challenges along the way.

7 tips for conflict resolution in the workplace | Rich Henson, Hrmorning.com

It’s important for good managers to be ready and willing to face conflict head-on and have possible solutions ready to implement. To do that, you need tools. So here they are.

Here are the top seven tips for conflict resolution in the workplace.

1.Establish open communication channels

Open communication is at its best when managers and team members feel free to express their differing opinions, ideas and concerns with each other in a steady and transparent manner.

Managers can encourage this by scheduling regular one-on-one or team check-ins to create a space for employees to discuss concerns and share updates. This proactive approach develops communication skills and helps identify issues before they escalate.

2. Foster a positive work environment

Team-building exercises or events strengthen interpersonal relationships, which leads directly to better collaboration and reduces conflicts in the work environment.

Though some morale-building events may look like all fun and games, they are designed to encourage people to work as a team. Countless studies have documented the link between team building and improved employee performance.

3. Provide conflict resolution training

To be successful, it’s important for organizations to conduct training sessions that focus on improving communication, active listening and constructive feedback.

Employees need to be given the tools to both express themselves and to understand their colleagues more fully.

Your managers also need these same skills, as well as mediation techniques, conflict de-escalation skills, and the ability to facilitate constructive conversations.

The top 10 communication skills tips for conflict resolution are:

• No finger-pointing.
• Let people explain themselves.
• Listen.
• Use ‘I’ statements.
• Stay calm.
• Be willing to compromise.
• Don’t talk behind people’s backs.
• Avoid taking things personally.
• Pay close attention to nonverbal communication.
• Prioritize resolving the conflict over being right.

4. Establish clear policies and procedures

Workplace conflict often arises simply because people don’t know the rules.

That’s why it’s important to clearly outline workplace expectations and acceptable behavior in employee handbooks and written policies.

Employees should also be made aware of the consequences of violating these standards.

Outline the steps involved in your conflict resolution processes, making the processes transparent.

5. Encourage empathy and understanding

While empathy and understanding may be fifth on this list, it is essential right out of the gate. Be sure to foster an inclusive workplace by providing training on diversity and inclusion. This helps employees develop empathy and a better understanding of varying viewpoints.

By taking a proactive approach to diversity and inclusion, companies foster an open-minded work environment where people of varying backgrounds and identities are valued.

It is important to value listening skills, an open mind that accepts different viewpoints, and a willingness to find common ground.

6. Mediation and neutral third parties

While it’s important for managers to know how to resolve conflicts, it’s also vital to know when to call a third party for help.

For example, a long-simmering conflict may require a neutral third party. Sometimes, the manager simply doesn’t want to be the one delivering a difficult message. Or there may be a conflict where a great imbalance of power exists.

7. Continuous monitoring and evaluation

Simple things like onboarding a new hire, changing job assignments, promoting someone, or adjusting work schedules or workflow can create opportunity for clashes.

A proactive manager works closely with human resources to spot and address issues before they escalate.

Conflict resolution is an easier task in a workplace that’s already been built on trust, respect and empathy for one another. And conflict resolution in the workplace is a great place to focus a manager’s energy, since conflict reduction can lead to increased employee productivity, greater motivation and loyalty, lower medical costs, fewer workers’ comp claims, and lower absenteeism and turnover.  

5 Time Management Hacks for Work | Minute Hack.com

From recognized methods to developing a routine, here are some handy ideas.

Get Some Digital Help

It’s probably safe to assume you have access to at least a computer. But like most, you also probably use a smartphone or tablet. These can be lifesavers because of the many amazing apps you can get. Collaboration apps like Slack and even calendar apps can help you manage time more effectively. 

Use the Pomodoro Method

The Pomodoro Method helps you break down large tasks into smaller ones based on time. Basically, you work on your tasks 25 minutes at a time and take a five-minute break between each interval. This helps your brain stay sharp without being bogged down. It can also help to take ten minutes or more for every fourth interval.

Time Management Hacks for Fewer Distractions

Distractions are all around us and can take a lot of time when you are working. This is especially true when working from home, where it isn’t as strict as in the office. A survey by Gitnux found that 84% of us become distracted, but you can reduce this with some simple steps:

• List tasks by priority the night before they are to be completed.
• Turn off anything that is definitely going to distract you.
• Make sure your workspace is as comfortable as possible.

Establish a Routine that Works

Working on a routine can be one of the most effective ways to get the most from the time available to you. Certain tasks, such as getting up, brushing your teeth and showering, are automatic routines. But work routines will require some thought. Think about when you will start your work, when you will take breaks and the time you wish to finish.

Work During Your Productive Sweet Spot

Everyone has a different sweet spot when they are more productive. Some people are full of beans at 5 am, while others perk up at night when it’s dark. This can be important because we all have peak productivity times when we can just get things done. It can take some trial and error, but it can make a massive difference to your work life when you find it.

Digital apps are some of the most useful time management hacks you can try. It also helps to reduce distractions when working. And finding your productivity sweet spot is a massive help.

15 Things Leaders Should Know About Returning To The Office | Forbes Coaches, Forbes.com

Below, 15 members of Forbes Coaches Council share key aspects that employers may not quite understand regarding RTO plans, which could help them more clearly—and more effectively—communicate their strategic goals for bringing everyone back together in the same physical space.

1. Every Situation Is Different

Instead of being strategic, which would take more time and maybe even cost more money, employers are just glossing over everything and re-disrupting a workforce that is just now getting past being initially disrupted. Employers may point to data to show why it’s a good thing to return, but rarely are they looking at their own data. – Franklin Buchanan, Post Up Careers

2. It’s Not About The ‘Office’

Start by remembering that it’s not about the “office”; it’s about people connecting with other people—collaborating and engaging in meaningful ways that simply don’t happen via Zoom. If the focus is on effective collaboration and culture-building, communication with employees will organically come across differently and be more likely to inspire the desire for those kinds of experiences. – Lori Bartle, Cultivagency

3. Your Team’s Motivators Matter

What motivates your team? If your team is returning to the office, reevaluate what motivations you use in your company. One of the hottest motivators today is assisting your team members with the expense of the commute—so look at gas cards, reimbursements, travel cards and paid-for ride-sharing. – Nick Leighton, Exactly Where You Want to Be

4. RTO Mandates Can Damage Engagement

Mandating a return to the office damages engagement. Employees demonstrated higher productivity during their remote season. So, coming back to work just because employers want their office space used doesn’t sell well. Employees feel controlled and not appreciated. Companies that paid for healthy lunch options, remodeled and offered flexible remote options enticed their workforces to return to the office. – Carry Metkowski, Carry Metkowski

5. Hybrid Employees Need Manager-Set Boundaries

Many employers are focused on the wrong thing. For many workers, the issue isn’t where they work, but the level of autonomy and flexibility. In fact, most employees prefer a hybrid experience, as long as they feel that management sets boundaries and acknowledges that working in the office every day often creates unnecessary hardship and stress due to things such as serving in caregiving roles and facing long commute times. – Ira Wolfe, Poised for the Future Company

6. Employee Needs Vary By Generation

We operate in a wildly diverse work environment, with more generations employed together than ever before in history. Each workforce segment has different needs and concerns driving their performance and job satisfaction. The shift to work-at-home exposed and amplified these differences, making it necessary for leadership to understand and speak to each of these concerns. – Philip Liebman, ALPS Leadership

7. The Work-Life Balance Paradigm Is Evolving

Adapting to evolving expectations regarding work-life integration is essential for employers in our post-Covid reality. A new culture that respects individual needs and preferences is needed. Organizations can create a new environment that resonates with diverse working styles and inspires employees to return. Recognizing the importance of diversity, equity and inclusion, as well as flexibility, helps personalize a better work experience. – Dominik Szot, MIA

8. Employees Now Realize How Much Working Costs Them

What became glaringly clear to our workforce during Covid was the cost of being employed. From child care and transportation costs to work clothing and meals out, working from home suddenly brought awareness to what going to work was costing in terms of both personal expenses and precious time spent commuting. Getting creative with the benefits you offer may be a game-changing way to become a preferred employer. – Sherre DeMao, BizGrowth Inc

9. Employees Need Compelling Reasons To Return

An employee’s connection to the job, the company and its culture isn’t built by sitting in the office. People need to know the purpose behind returning—why they are doing what they are doing for you. Instead of making it a policy, inspire them with a reason that is compelling enough to justify the time and commuting costs. Employees will join you in the office when they feel they belong to the company and have fun in the office. – Adriana Kosovska, Zero To Dream Job

10. Work Environments Must Align With Employees’ Needs

Employers must grasp how expectations have changed post-Covid. There are diverse preferences for work interactions. To inspire a return to the office, it’s crucial to understand and accommodate these preferences, creating an environment aligned with individuals’ needs and reasons for coming back—rather than forcing people into ways of working that might not be the most effective for them or their teams. – Martha Jeifetz, MJ – Executive Coaching & Advising

11. Flexibility Helps People Be More Productive

Hybrid work is the only real sustainable path forward. Organizations that are using pre-pandemic models to demand a return to the office are neglecting the truth of the experience, which is that people have a tendency to be even more productive during their “execution” time, and work from home actually allows more focus and an expanded time window for work. Give folks flexibility. – MK Palmore, Apogee Global RMS

12. ‘Remote Work’ Could Be A Great Benefit Now

The one thing employers aren’t “getting” about post-Covid return-to-office plans that could change how they communicate with employees is that now “remote work” could be a great benefit. Rather than a blanket return-to-work policy, employers might consider a three- to four-day in-office workweek, allowing all employees to benefit and maintain a connection to the organization, their peers and their homes. – Tinna Jackson, Jackson Consulting Group, LLC

13. The Emotional Impact Of RTO Matters

It seems like many employers are focused on the logistics of returning to the office, such as safety protocols and scheduling, but may not be fully considering the emotional impact. Perhaps a focus on open and transparent communication, as well as empathy and understanding, could go a long way in inspiring employees to feel comfortable and excited about returning to the workplace. – Shamila Mhearban, The Leadership Growth Hub

14. Reoriented Priorities Demand Hybrid Options

So much has shifted in people’s lives. Some love that they had more time with their loved ones while working at home; others felt stifled by the ever-present closeness. Some got the virus; some had a family member or friend get sick, or even die. Almost everyone reoriented their priorities. Find out what works best for each employee and try to create hybrid options with choices that allow them to thrive. – Nadine Hack, beCause Global Consulting

15. Sharing The ‘Why’ Can Help Employees Want To Adapt

Employers often do not “get” that for their employees to want to adapt their behavior post-Covid, leaders must clearly communicate the “why” (why must they return to the office, why now, and what might happen if they do not return). They must also help their employees feel more empowered by offering some agency regarding the return-to-office plans, such as by giving options or asking for solutions. – Vered Kogan, Momentum Institute