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In-person interactions naturally facilitate spontaneous collaboration and immediate feedback, elements that are sometimes diminished in remote environments. Whether youre part of a remoteteam or collaborating with colleagues in different time zones, establishing clear communication protocols is crucial.
In recent years, Latin America (LATAM) has emerged as a vibrant hub for software development. With a growing pool of talented developers, lower labor costs, and a strategic location, many companies are turning to LATAM to bolster their tech teams. How Does the Talent Shortage Impact Companies HiringSoftware Developers in LATAM?
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During the holiday season, companies have a distinct opportunity to uplift their teams and build a positive company culture. Christmas team-building activities not only offer fun and enjoyment; they can also be a conduit to amplify synergy and forge enduring connections.
As we move toward the post-COVID-19 workplace, here’s a phrase we’ll hear about with increasing frequency: virtual teambuilding. Even after the coronavirus pandemic eventually wanes, remote work is likely to continue in some form for the foreseeable future. Virtual and dispersed work environments: pros and cons for work teams.
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While the Covid-19 crisis shined a light on remote working and working from home, having remoteteam members and even entire divisions of a company working off-site has become increasingly common. Teambuilding is even more important now than it ever has been as people stuck at home begin to feel isolated.
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Technology enabling remote work The rapid advancements in technology have played a pivotal role in enabling remote work. Cloud computing, high-speed internet, and collaboration tools such as video conferencing and project management software have made it easier than ever for individuals to work remotely.
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In the workplace, ice breakers are an essential part of team-building and should be a key factor in remote work plans. With many teams still working from home, the majority of operations are happening remotely, including hiring. This post is the second part in our series on remoteteam-building.
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Creative appreciation methods like personalized video messages and virtual team-building activities can strengthen connections among remote employees and enhance company culture. These messages foster belonging and motivation among team members. Consider creating custom virtual recognition backgrounds too.
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Managing remoteteams has become increasingly common in today’s workplace. With advancements in technology and the ability to work from anywhere, remote work has become a viable option for many organizations. In this article, we will explore the best practices for leading a remoteteam effectively.
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Remote collaboration has become one of the most integral parts of every remoteteam, don’t you think? With the sudden increase in popularity of remote work culture due to the Coronavirus, working together as a team and communicating with other employees over large distances has become a great challenge for every industry.
So when Mary and I were recently chatting about the cultural impacts of COVID-19, she shared some of the innovative remoteteambuilding activities like virtual Easter egg hunts and photo contests that her Culture Club spearheaded. Click the video above to watch the full interview with Kindle Robison of eMindful.
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While organizations are gradually adapting to these transitions, many are struggling to figure out how to build trust among employees and stay connected virtually. This is especially valid for workers who were recruited by companies remotely and have had only virtual interactions with their employers.
Technology plays a big role in the success of remoteteams. To make this happen, you may need to invest in an intranet, file sharing software, remote access software, a client management system, video conferencing or communication apps, such as Slack. Test remote work (or reflect on your COVID-19 strategy).
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They may be more forgiving of flaws or more lax on workplace policies despite their output being the same or worse than that of remoteteams. Meanwhile, a remote worker who outperforms the rest of the team may not be considered for promotion simply because they aren’t in their boss’s line of sight.
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Over the past year, Celarity had the unique perspective of hearing from an extensive range of company leaders and talent – most either thriving or struggling with engaging remoteteams in their organizations. We can attribute this achievement to tactics we learned from clients, candidates, and team members. Happy Hours.
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