Remote, Not Distant Buchzusammenfassung - das Wichtigste aus Remote, Not Distant

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Zusammenfassung von Remote, Not Distant

Name: Remote, Not Distant
Rating: 3.9 (99 reviews)
Author: Gustavo Razzetti

Gustavo Razzetti

Design a Company Culture That Will Help You Thrive in a Hybrid Workplace

3.9 (99 Bewertungen)

15 Min.

Kurz zusammengefasst

Remote, Not Distant by Gustavo Razzetti is a book that explores the world of remote work and provides practical advice for overcoming the challenges and maximizing the benefits of working remotely.

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What’s in it for me? Create a thriving remote-work culture

The pandemic has revolutionized the way we work, and it has proven that remote and hybrid working arrangements are not just possible, but actually beneficial for contemporary workers. This shift in the work paradigm has highlighted the fact that physical presence in the office is no longer a prerequisite for creating a robust workplace culture or feeling like a valued member of a team. In fact, if done right, workplace culture can reach far beyond superficial perks like free gym memberships or after-work drinks. All it takes is an environment that fosters strong work and accomplishment.

So if you’ve ever found yourself grappling with the blurred boundaries of work and home, or are wondering how to keep your team connected when everyone is miles apart, consider this Blink your roadmap. With the right steps, you’ll be able to create a significant workplace culture while also fully embracing remote work.

Change the way you think about work

The post-pandemic era provides an opportune moment for firms to reset their workplace culture and optimize their remote working environment. But to operate successfully, a hybrid workplace must adopt five key mindset shifts.

First, intentional design of the workplace culture is vital. This involves actively seeking input from employees and being open to experimentation. If something doesn't work, it’s important to go back to the drawing board and make necessary adjustments. When employees are involved in the decision-making process, they feel valued and are more likely to contribute their unique perspectives.

Second, the focus should be on prioritizing impact over input. Long hours and excessive emails do not define a great employee. Instead, performance should be measured based on results achieved. Workers should be encouraged to showcase their accomplishments and demonstrate the value they bring to the organization, rather than how busy they appear.

Third, it is essential to forget traditional work-life boundaries. With remote working, employees should be allowed to embrace the messy reality of working from home. Interruptions from children or casual attire should be normalized and even encouraged. Recognizing and supporting employees' personal lives helps create a healthy work-life balance and leads to higher job satisfaction and productivity.

Fourth, collaboration doesn't have to be synchronous. In a hybrid workplace, it is important to acknowledge that everyone works according to their own timetables. This flexibility allows individuals to optimize their productivity and find their peak working hours. By promoting asynchronous collaboration, teams can effectively work together without the constraints of synchronized schedules.

And finally, decision-making should be delegated to teams to design their own hybrid-work policies. Empowering employees to have a say in how and where they work provides a sense of ownership and autonomy. This approach fosters a culture of trust, engagement, and adaptability within the organization.

So, now that we’ve covered all five key mindset shifts, let’s run through them again to make sure that you’ve got them. Remote workplaces should prioritize intentional workplace design, focus on impact rather than input, embrace the messy reality of remote work, promote asynchronous collaboration, and delegate decision-making to empower teams. By incorporating these mindsets, your workplace will thrive in an evolving work landscape and create a fulfilling and productive work experience.

Purpose is crucial – for firms and for teams

A compelling company and team purpose plays a crucial role in keeping your team connected, whether they’re working remotely or onsite. By creating a strong subculture within your team, you can avoid the pitfalls of siloing and maintain a sense of connection to the larger company. This shared purpose in turn helps foster a sense of belonging, and motivates individuals to work toward a common goal.

Finding the right balance between alignment and autonomy is key. Alignment ensures that team members feel they are part of a group working toward the same objective. It gives them a sense of direction and unity. On the other hand, autonomy allows individuals to feel a sense of ownership over their work, empowering them to make decisions and contribute their own unique perspectives.

Cultivate psychological safety to achieve success

What’s the secret ingredient that powers high-performing teams? Psychological safety. Psychological safety fosters an environment in which team members feel comfortable expressing their authentic selves, experimenting, relying on others, and openly sharing their thoughts and ideas. Cultivating psychological safety becomes even more crucial when working remotely.

To establish psychological safety within a remote team, it is essential to create a sense of connection and welcome from the beginning. One way to achieve this is by starting Zoom meetings with a check-in round, allowing individuals to share their experiences and feelings. Actively considering perspectives different from your own and intentionally using your camera during meetings can help build a sense of engagement and inclusivity.

Collaboration doesn’t have to be face-to-face to be effective

Optimal collaboration doesn't have to be limited to in-person or face-to-face interactions. In fact, synchronous work, in which everyone is working and communicating in real time, may actually hinder our ability to be creative and collaborative effectively. This is where the power of asynchronous communication comes into play.

While synchronous communication, such as meetings and video calls, can help build rapport among team members, it often leaves little time for deep work, deep collaboration, and personal learning. By embracing asynchronous communication, individuals have the freedom to design their own days, allowing for better concentration and more thoughtful communication.

Lay the ground rules for your new hybrid work model

Feeling excited about embracing a hybrid or remote work model? You should! But remember – to really reap the rewards of remote work, you first need to lay a solid foundation.

First and foremost, it is essential to define the specific form of hybrid working that will be implemented. This could involve an office-first approach, in which employees primarily work from the office but have the flexibility to work from home occasionally. Alternatively, a fixed hybrid model may be adopted, in which certain categories of employees are allowed or expected to work remotely, while others are obligated to be physically present at the office. There is also the option of a partly remote arrangement, combined with fixed collaboration days when everyone is required to be in the office. Flexibility can be granted, allowing employees to decide for themselves when and whether they come into the office. Last, a remote-first approach can be chosen, in which the default mode of work is remote for all employees.

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Worum geht es in Remote, Not Distant?

Remote but not Distant (2022) explores the many facets of remote work and its impact on teams and individual employees. It delves into how technology, mindset, and leadership strategies can be used to create a more effective and human-centered remote-working environment, and provides practical tips and insights for managers and employees alike.

Wer Remote, Not Distant lesen sollte

Managers and entrepreneurs who want to shift to a flexible remote-working model
Office workers who want to convince their bosses to switch to a hybrid work model
Remote workers who feel their current work model needs an overhaul

Über den Autor

Gustavo Razzetti, a renowned workplace culture expert, is dedicated to empowering individuals and organizations to overcome limitations and reach their full potential. With four published books including Stretch for Change, and featured insights in prestigious publications, Razzetti's forward-thinking ideas are guiding leaders and teams to achieve their best work.

Kategorien mit Remote, Not Distant

Management & Leadership Unternehmenskultur

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