In this episode, we talk about Organizational Design for remote work, team coherence, opportunism, and cheating, power and promotions, the future of remote work. Remote work can be remote work podcast an incredible opportunity, which makes it an especially competitive job market. In order to land a remote role, you need to understand how to position yourself to hiring managers.
Along with the many challenges, the pandemic has brought with it opportunities for innovation and improvement. Working remotely has brough with it both benefits and challenges.
And it looks to the labor market for certain in-demand skills. But, according to vice chairman Robert Falzon, the New Jersey-based multinational is committed to cultivating the capabilities of its 50,000 employees. Many of its workers are also its financial services customers. Falzon explains how this symbiotic approach leads the company to pursue efficiencies as it also looks to foster the careers of its home-grown talent. As Covid-19 has made remote work the norm, DocuSign and other e-signature companies have provided the digital architecture within which parties can seal agreements and process documents. This has allowed business transactions and official business to proceed while much of the economy has ground to a halt.
Unilever is several years into a company-wide plan to revolutionize its workforce.
The wholesale shift to remote work in response to Covid-19 is a radical change and most organizations are scrambling to adapt to the complex realities.
How can organizations help employees thrive in the post-Covid hybrid workforce of in-person and remote teams?
Stephen Kramer, CEO of Bright Horizons and a graduate of HBS, has been at the center of the care crisis in the US and internationally.
A driven and highly competitive society seldom commits to health and well-being.
What is the purpose of this interaction between teams? I think you were talking about competitive advantage of focusing on the organisation, design and structures, et cetera. I think it’s going to be clear that organisations that just adopted some chat tools and basically change their security settings so people can access the systems from home.
Winning The War for Talent With Authenticity
And so the fourth echo is that I don’t get a promotion. And you know, the sixth echo is I look up and I see there’s no future for me here, and I’m gone. Plus, co-hosts Siobhan Fagan and Mike Prokopeak talk to Joan about why she has made studying and interrupting bias her life’s work and talk about their bi-weekly live conversations with audience members on Twitter Spaces. Why diversity, equity and inclusion programs in many organizations fail to solve the challenge of bias. Examining the realities of rural America, Larry Summers concludes that the problem is not just one of providing people with incomes—it’s about the very basic human connection between work and satisfaction. Speaking with Bill, Summers advocates “employer subsidies” to encourage hiring in depressed regions, as opposed to measures like Universal Basic Income, which “send a message that it’s fine not to work.” Link to transcript. In Episode 3 of the Covid-19 Dispatch series, we talk to The Atlantic’s Derek Thompson, who recently wrote about contact tracing.