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  • The Ultimate List Of Remote Work Tools And Resources

    The Ultimate List Of Remote Work Tools And Resources

    “People are more productive working at home than people would have expected. Some people thought that everything was just going to fall apart, and it hasn’t.”  –  Mark Zuckerberg

    While everyone might not agree with Mark Zuckerberg, he has a valid point. For years, business leaders have been doubtful about the success of remote work. However, the secret lies in effectively managing and enhancing employee productivity and experience. We aim to emphasise the availability of tools & resources for remote workers and how they help in remote team management.

    Today, there are a plethora of tools and resources available for remote workers who work in different time zones. They collaborate with colleagues from different parts of the world and need to stay connected, thus making remote work more efficient, productive, and enjoyable.

    Various communication and project management tools, as well as time-tracking and file-sharing platforms, are available to remote workers.

    This comprehensive list will cover some of the top tools and resources for remote workers, providing a one-stop-shop for anyone looking to improve their remote work experience. Whether you’re a seasoned remote worker or just starting out, this ultimate list will have something for everyone.

    #1. Trello

    Manage Team's Projects From Anywhere

    Manage Team’s Projects From Anywhere

    Trello is a collaboration tool that organizes your projects into boards. In one glance, it tells you what’s being worked on, who’s working on what, and where something is in process.

    It brings your tasks, teammates, and tools together. A project management tool loaded with powerful features, Trello is the corporate world’s favourite.

    • The ‘Views’ feature lets the users see projects from every angle with Board, Timeline, Table, Calendar, Dashboard, Map, and Workspace views.

    • The ‘Automation’ feature allows users to automate the workflow with Butler.

    • The ‘Power-Ups’ feature powers teams by linking their favourite tools with Trello plugins.

    • ‘Templates’ give a blueprint for success with easy-to-use templates.

    • ‘Integrations’ to find the apps team is already using or discover new ways to get work done.

    #2. Slack

    Bring team communication and collaboration into one place

    Slack keeps everyone connected with a user-friendly interface. Having all your people, tools, and communication in one place enables the team to work faster.

    It is the productivity platform that empowers everyone with no-code automation and AI, makes search and knowledge sharing seamless, and keeps teams connected and engaged

    • ‘Channels’ let users stay organised and focused with central spaces for communication, files, and tools.

    • ‘Slack Connect’ provides collaboration with teams at other companies.

    • ‘Messaging’ makes way for efficient and organised team chat.

    • ‘Accessibility’ boasts keyboard accessibility, animation preferences, and visual controls.

    ALSO READ: Remote Workforce Essentials: Perks and Benefits That Promote Work-Life Balance

    #3. Zoom

    Get more done in a frictionless video environment

    Zoom is a video conferencing tool with a touch of the in-person experience. Being a unified communication and collaboration platform, it allows users to hold virtual meetings and team chats.

    Among different product categories, Zoom offers unique features under them.

    • Zoom One – It brings together options for team chat, phone, whiteboard, meetings, and more into a single solution to help deliver frictionless communication and collaboration experiences.

    • Zoom Rooms – It is a software-based room system that provides an integrated experience for audio conferencing, wireless screen sharing, and video conferencing.

    • Zoom Events – It is a versatile platform that allows you to create a variety of engaging virtual experiences for attendees will love. You can manage your own branded event hub, track ticketing and registration, control user access from one dashboard, and allow networking during your Zoom Events.

    #4. Dropbox

    Backup your most essential files to the cloud

    Dropbox is a reliable and secure cloud-based file hosting service for storing and sharing the most important files. With Dropbox, you can do more than just store files.

    • ‘Backup’ automatically backs up important files on the devices and restores them.

    • ‘Dropbox Sign’ helps users prepare, send, sign, and track agreements with legally-binding eSignatures.

    • ‘DocSend’ securely sends important documents and gets real-time analytics.

    • ‘Capture’ creates screen recordings and video messages.

    • ‘Dropbox Shop’ provides advanced access to the newest product experiences.

    #5. Asana

    Enable teams to work together effortlessly

    Asana is the go-to resource for remote workers. It comes as a comprehensive toolkit with a solution for the unique needs of different organisations. The tool can be used as a lightweight CRM for project management, campaign management, creative production, request tracking, agile management, and more.

    With Asana, teams are more confident, move faster, and accomplish more with less—no matter where they’re located.

    • ‘Workflow Builder’ creates automated processes to coordinate your teams.

    • ‘Timeline’ builds a beautiful Gantt chart quickly.

    • ‘Boards’ allow users to see and track the work.

    • ‘Calendar’ allows teams to plan, manage, and visualise their work in a shared team calendar.

    • ‘Reporting’ to get real-time insight into progress on any work stream.

    • ‘Automation’ streamlines processes and reduces errors.

    • ‘Workload’ checks how much work team members have across projects.

    Trello Vs. Asana: Trello is focused on Kanban boards, whereas Asana offers multiple project views such as timelines, calendars, and workflows.​

    #6. Hubstaff

    Manage remote workforce efficiently

    Hubstaff is a time-tracking and productivity-monitoring tool that automates many aspects of running a growing business. At its core, Hubstaff helps teams track time in easy, automated ways that produce more accurate, detailed timesheets.

    In addition, it offers one-of-a-kind features under different categories that benefit employers and employees, which include:

    • Time tracking
    • Employee monitoring
    • Workforce analytics
    • Agile project management

    #7. Blueboard

    Reward your employees with fun, memorable experiences

    Blueboard is a unique employee reward and recognition platform to show employees how much they matter. Organisations can recognise and reward their employees for different moments in different forms, such as:

    • Anniversary awards

    • Sales incentives

    • Spot recognition

    • Referral incentives

    • Company values awards

    • Wellbeing gifts

    • President’s Club

    • Onboarding gifts

    Blueboard offers organisations a 360-degree view into complete rewards lifecycle – from reward delivery, to scheduling, to completion.

    RELATED READ: The Connection Between Employee Recognition and Retention

    Final Comments

    Businesses today are adopting remote trends and hiring talent across the globe. But, without any doubt, the biggest challenge is to nurture, guide, and support team members.

    Having appropriate resources for remote work is crucial to support remote employees in their day-to-day work, facilitating effective communication and collaboration, boosting productivity, and promoting overall well-being. Employers should ensure that remote workers have access to the necessary resources to perform their job effectively and thrive in a remote work environment.

    It might become a tough gig to manage remote workers, but the tools mentioned above and resources are certainly there to assist your business.

    Hire the talent that matters to you!

    Besides the remote team management tools and resources, hiring the right talent impacts the results. Therefore, ensure to hire the top talent for your organisation by partnering with the most reliable team of recruitment experts. Want to know about the sectors we serve? Visit us here:

    Our Expertise

    Cornerstone Global Partners (CGP) Singapore provides the best recruitment solutions. Access a rich network of contacts and expert information on Singapore and Southeast Asian job markets.

    FAQs

    1. What resources are needed to work remotely?

    Remote work is a hot issue, and many companies have wholly adopted remote work. To make remote work easy, the team can use a few resources.

    Resources like Zoom and MS Teams are ideal for video conferencing. Chat applications such as Slack, Google Hangouts, and Workplace by Facebook have eased communication.

    Google Drive, Dropbox, Microsoft OneDrive, and Media Fire are highly suitable for file storage.

    2. Why do you need resources for remote Work?

    Resources for remote work are essential for several reasons:

    • Access to information and tools – allowing remote workers to effectively carry out their tasks and stay connected with their team.

    • Productivity and efficiency – Having the right resources can enhance productivity and efficiency in remote work environments.

    • Communication and collaboration – Helping to maintain effective teamwork and achieve project goals.

    • Training and development – Providing remote employees with opportunities for learning and development, which can contribute to their career advancement and success in remote work roles.

    • Well-being and work-life balance – Helping remote workers maintain their physical and mental well-being, manage stress, and achieve a healthy work-life balance.

  • Remote Workforce Essentials: Perks And Benefits That Promote Work-Life Balance

    Remote Workforce Essentials: Perks And Benefits That Promote Work-Life Balance

    Referred to as the ability to work from anywhere, anytime, remote work has become a full-blown movement globally. Market projections dictate remote work is here to stay, and opportunities for job seekers will continue to increase through 2023.

    ​ According to Statista, 67% of respondents indicated having a flexible schedule as the most significant benefit of working remotely. The flexibility to choose work location ranked second.

    That’s a close-to-reality statistic. But if you think the employee benefits conclude with these two aspects, you’re probably mistaken. This article outlines the top 9 employee perks and benefits you could offer your employees to align with this new way of working.

    Top 9 Employee Perks & Benefits for Remote Workers

    #1. Health & Wellness Programs

    Wellness programs help employees attract success in every sphere— physical, emotional, virtual, financial, and career. A healthy workforce builds a successful organisation; thus, you must cater to their mental well-being and good health.

    Despite having a remote team, companies can still ensure the provision of health and wellness perks. For instance, employers can provide virtual gym memberships or discounts for healthy food delivery subscriptions and motivate them to maintain a balanced diet.​

    #2. Childcare Benefits

    Employees always appreciate & value employers who offer benefits that embrace their family’s well-being. And when these benefits include their children, there arises an instant sense of gratification among employees.

    Organisations offer educational assistance for remote workers’ kids. Alternatively, employers who cannot afford high expenses can send birthday gifts for employees’ children or grant them leave to spend the day together.​

    #3. Learning & Development Opportunities

    Learning and development opportunities are the heart & soul of an employee’s professional goals. When an organisation allows employees to learn and develop their skills, the workforce feels obliged to be the organisation’s part.

    Companies can arrange a training program for the entire team and should consider seeking their opinion before choosing a particular skill. On the other hand, you can let them choose their preferred webinar or course.​

    #4. Insurance Plans

    Present-day employees priortise getting insurance plans to safeguard themselves and their families against uncertainty. It gives remote workers financial security but choosing the right plan may get tricky owing to the high costs.

    Organisations can offer subsidised insurance plans to their employees, which will relieve them of burden & financial insecurity. Luckily, many insurance firms provide corporate insurance plans that offer the most optimum option to suit employees.

    RELATED POST: The Evolving Role of HR: Creating the Best WFH & Hybrid Work Environment​

    #5. Home office improvement allowance

    No remote worker can produce high-quality output just by accessing relevant software and apps. Put another way, offering equipment such as a computer or a laptop is necessary. Providing employees with the mentioned things indicates that the organisation is happy to invest in its people.

    Apart from essential equipment, employers can also offer an allowance for employees to purchase home office furniture. Employees can use the funding to purchase office chairs, work desks, system accessories, and furnishings.

    ALSO READ: What are the Most Important Non-salary Benefits for Top Talent?​

    #6. Flexible hours

    One of the most sought-after benefits employees look for is a flexible work schedule. Nowadays, employees prioritise work-life balance and prefer working at times suitable to them.

    When employees are allowed to adjust their schedules accordingly, it enables them to produce the best output. Moreover, they can meet deadlines effectively and fulfill their responsibilities on time.​

    #7. Paid Time Off

    Undeniably, remote workers don’t have to report to the office for work. However, that doesn’t mean they shouldn’t be entitled to paid time off. Most remote workers fail to distinguish between work and personal life.

    Times have changed, and organisations offer paid vacation or create programs that recognise top performers and offer them vacation leave credits.​

    #8. Team-building Events

    Remote working has become the new normal, but employees may miss meeting their colleagues in person. Fortunately, companies have started seeing it as an opportunity to make employees meet virtually and indulge in team-building activities.

    Undoubtedly, communication and relationship-building are crucial for remote workers. Therefore, companies can hold virtual meetings that assist in employee connection formation. For instance, employers look for events that any onsite would do and make them a part of their remote working. Team lunch-outs and happy hours are among the most sought-after activities to create a team bond.​

    #9. Home care services

    Working from home can become daunting if the household chores distract employees. To increase their productivity, companies can facilitate their employees with various home care services to help them concentrate on work.

    Successful Perks are Those That Employees Will Value 

    In the words of Ken Matos, ”People today really value workplace flexibility and remote work because it allows them to focus their energies on work and life as opposed to commuting.”

    Visibly, remote work is more than a mere trend. As the current and future state of work, it will continue bringing employees and employers virtually closer. Although the idea isn’t new, the benefits transform business models globally. Remote work creates a happier workforce where employees can spend quality time with family, walk their pets, and contribute to household chores. But then the perks shouldn’t cost organisations their performance and reputation.

    Need assistance to fast-track your hiring needs? CGP Singapore is here!

    Are you looking to fill positions in your organisation? CGP Singapore knows how to attract the right talent powered by the relevant skills. Get in touch with us today to know more about our recruitment processes, or submit your vacancy, and we’ll reach out to discuss your hiring needs.

    KNOW MORE

    FAQs

    1. How does flexible scheduling benefit remote workers?

    Flexible scheduling benefits remote workers in numerous ways:

    • Provides a better work-life balance

    • Improves health and well-being

    • Increases productivity and job satisfaction

    • Boosts employee engagement

    • Reduces stress and burnout rates

    • Saves time and commute costs

    • Provides a better living standard

    2. How can employee engagement and recognition programs benefit remote workers?

    The easiest way to retain remote employees is by engaging and supporting them through recognition. In a way, organisations prove to employees that they care about their employees’ well-being. As a result, remote workers feel valued and connected to the organisation, which makes them more loyal to their employers and boosts their productivity. Moreover, it gives them a sense of freedom and responsibility simultaneously.

    3. How do time management resources benefit remote workers?

    Time management resources are a powerful tool to increase remote work productivity. People working remotely can track their time and identify the tasks that take up most of their time and effort. As a result, they can prevent time loss or wastage and perform better within a precise time frame.

  • How Managers Can Support Employee’s Mental Health?

    How Managers Can Support Employee’s Mental Health?

    Managing a team is more than guiding the team members and delegating tasks to generate the desired results. The central aspects of giving your employees a healthy work environment and supporting the team’s mental health are tied to the team management function.

    Why investing in mental health is imperative?

    As per Mercer (2021), almost 50% of employees worldwide report being stressed in everyday life. A recent study by Cigna shows that stress-related illnesses cost Singapore’s economy about US$2.3 billion (S$3.2 billion) annually and account for about 18% of the country’s total health expenditure (Cigna stress report, 2019). Singapore ranks as the second highest among the nine countries in the Asia-Pacific (APAC) region surveyed regarding healthcare spending attributable to stress-related illnesses.

    Fortunately, employers are striving to extend employee mental health support in every phase of the employee’s corporate journey within their organisations. There are numerous ways managers can consider supporting their team’s mental health.

    Here is our list of strategies for doing this, curated by our team of expert consultants.

    #1. Understand the Factors Causing Workplace Stress

    An optimum level of stress is good and leads to enhancing organisational performance. But considering the increasing levels of workplace stress, there is a pressing need to check and control the factors instigating stress at work. While minor to significant issues could increase stress levels, the most prominent are excessive workload, non-cooperative seniors, unhealthy work environments, and below-average learning opportunities.​

    #2. Give Employees Space to Pause & Seek Support

    Organisational health and employees’ mental health run alongside and are inseparable. The need of the hour is to make employees feel supported and give them enough space to seek support after a required pause.

    Expect situations to change that may lead to employees requiring a breather.​

    #3. Encourage Employees to Take Earned Vacation or Paid Time Off

    Spending some time away from work can refuel employees’ productivity and motivation. Leaders and managers can encourage their people to take some time off and release them from the guilt of requesting genuine leaves.

    Alternatively, managers could consider organising team events for recreational purposes.​

    #4. Normalise Mental Health Talks

    Let’s face it; no one wants to talk about mental health. But regardless, the stigma attached to having conversations around mental health should be discarded. If organisations cannot encourage employees to have a heart-to-heart talk about mental health, their people will keep doubting their self-sufficiency and develop more severe symptoms.

    “Employers that provide mental health and counselling benefits create a stronger social bond and engender greater employee loyalty.”​

    #5. Check-in on the Team Members Regularly

    Asking your team members about their health and family is the firmest step you can take towards ensuring employees’ good mental health. While they might not share if anything is wrong with them, you can still tell them they have someone who is all ears.

    Additionally, managers can identify an effective way to extend employee mental health support to remote employees.​

    #6. Practice Transparency

    Managers must inform their people sufficiently, be it the micro-tasks that cater to an employee’s daily work schedule or meeting with the CEO. From a practical viewpoint, a lack of agenda for tasks, irrespective of their nature, can cause unnecessary anxiety among the team members. Ensure your people know what you expect from them in a particular situation or a meeting.​

    #7. Be Inclusive

    Present-day managers cannot afford to overlook the importance of being accommodating and offering flexibility. As a manager, educate yourself about what’s happening in your people’s lives and support them in the required manner. For instance, you can offer flexible working hours (of course, not at the cost of the organisation’s goals) to team members having childcare responsibilities or ailing parents to look after. Be generous and realistic to the safest extent.​

    #8. Promote Mental Well-being Throughout the Company

    Invest in building an open culture that supports the organisation’s idea of prioritising mental health over other factors. Spread the word and make every employee know you treat mental health on the same terms as physical health. Also, have policies and strategies in place to ensure support to the team members.​

    #9. Set Reasonable Expectations

    It’s important that managers recognise the employees who might be struggling and have a one-on-one with them. Engaging them in healthy conversations and guiding them on how the organisation and its policies can mend the situation and improve their psychological state. And the best person to remove stress by setting reasonable expectations is a manager.

    Team support will, thus, follow to ensure the good mental health of the employees across the organisation.​

    #10. Support Employees’ Pursuits of Fun 

    Make sure your employees take some time out for fun. For example, encourage them to utilise coffee breaks to interact with one another on non-work related topics. Besides, managers can ask them to list their preferred activities for fun outside work.

    Implementing a well-being programme

    As the number of employees suffering from mental illnesses increases due to changes caused by the pandemic, the need for accessible healthcare is paramount. To address this issue, digital healthcare tools offer several apps to scale up treatments. EAPs, well-being webinars, flexible benefits, and mental health training are current solutions most organisations have in place.

    Although digital mental health solutions provide a great alternative for maintenance and preventive care, one-to-one clinical therapy will still be essential to mental health management.

    Before deciding which digital solution to invest in, employers should reflect on their objectives and employees’ characteristics and preferences.

    Here is a checklist of what you can do to implement a future-proof mental well-being programme:

    • Determine your objectives and how to achieve and measure their success.

    • Adopt a holistic well-being pathway that meets your organisation’s objectives by engaging a wellness consultant.

    • Collect feedback from your employees through focus groups and engagement surveys.

    • Engage a wellness consultant to help plan your well-being framework for the year

    Conclusion

    “The workplace is often the most stressful place a person finds themselves in; employees and managers need to watch for signs of deteriorating mental health in fellow colleagues.”

    The only silver lining to building a stress-free workplace is ensuring the continuous provision of employee mental health support. Opportunely, in the end, your people will always remember how you cultivated a healthy work environment that reflects their loyalty towards the organisation.

    Contact the most dynamic team of specialist recruitment consultants to hire highly skilled professionals. We are just a click away.

    Submit A Vacancy

    FAQs

    What can managers do to promote mental health?

    Managers have all the rights to bring the required transformation in the organisation’s environment and policies to promote mental health. First, they must understand the factors that cause stress among the employees. Second, they must give enough space for employees to pause and unwind. Third, they must practice transparency and normalise mental health conversations. Additionally, they must consider promoting an inclusive workplace and set reasonable expectations.

    How can managers support employee well-being?

    Managers can incorporate the necessary policy changes and invest in training to educate the workforce about mental health. Apart from this, they can bring small changes throughout the organisation and their way of helping employees manage stress levels.

    How can managers support their teams?

    Managers can support their team by:

    • Talking to them and knowing what is troubling them at work.

    • Giving them space to pause and unwind.

    • Promoting inclusive work environment.

    • Normalising mental health talks.

    • Checking in on the team members regularly.

  • The Do’s And Don’ts Of Remote Job Interviews

    The Do’s And Don’ts Of Remote Job Interviews

    Are you job hunting right now? If yes, virtual interviews, also known as remote interviews, will be part of your hiring process. Surpassingly, remote/hybrid work is here to stay, and millions of job seekers are capitalising on the model’s benefits. And by now, you must already be aware of the perks of giving interviews remotely.

    • Freedom from commuting & the traffic snarls

    • Saving bucks

    • Avoidance of waiting times

    But is that all a remote interview brings along? Absolutely not! As a job hunter, you must also learn some do’s and don’ts of a remote interview. Based on our research, here are the factors you must and must not do to turn your remote interview into a job offer.

    Do’s – Giving an Interview Remotely

    Ensure a Quiet Set-up

    Admittedly, a remote interview allows you to stay within your comfort zone. However, exploiting the opportunity and allowing your zone to be visible and audible to recruiters or hiring managers isn’t a good sign.

    Ensure your environment is peaceful with zero distractions to attend the interview uninterruptedly. The headhunters must be able to hear your sans background noises/disturbances.​

    Dress Appropriately

    A virtual room won’t let the recruiters see the way you have dressed yourself up, indeed. However, it doesn’t mean you can dress casually or inappropriately.

    Imagine yourself in a situation where the recruiter asks you to roleplay by giving you a situation that requires you to present yourself. How would it turn out to be if you weren’t appropriately dressed? Now that you have the answer, it strengthens the point of choosing the right outfit. Choose ahead of time and avoid end-time hassles.

    Know more about roleplay and other screening questions recruiters ask.​

    Ensure the Room is Well-lit

    Check the room’s lighting in advance and make sure your room isn’t dark. But you also must remember that the place shouldn’t be overexposed to light. The reason is, in both cases, there would be an impact on the video call’s quality.

    One of the most valuable tips for remote interviews:

    ​

    ‘Dedicate a part of your place for professional work and set it up suitably and permanently.’

    Maintain Eye Contact

    While it may seem a bit challenging to maintain eye contact with the recruiter during an online interview, it’s still necessary. The best you can do is maintain continuous eye contact with the screen and camera.

    The logic is to make the employer feel you are genuinely engaged and active during the interview. Thus, leaving a good impression on them.

    RELATED READ: 5 Tips to Ace Your Next Interview and Land the Job

    ​Speak & Ask

    An interview is an activity focused on both sides— recruiter & jobseeker, obtaining information from one another. Simply put, candidates are asked questions about their skills, experience, and expectations. However, job seekers, too, are entitled to have some questions ready for the interviewer.

    Mostly, the concluding part of an interview involves the candidates putting up their questions. Research about the role, company, career path, etc., well in advance, thus, showcasing your interest in the role.

    Did you know?

    According to The Harris Poll survey, 44% of respondents said they’ve adopted policies for conducting interviews remotely. 39% of interviewers responded that they’re “tougher” with job candidates in initial meetings online than they might be in in-person interviews.

    Now, let us move to the second part.

    Don’ts – Giving an Interview Remotely

    Pretend You Know Everything

    One thing candidates intend to do during an interview is to sell themselves by promoting their potential. But one thing you should prevent yourself from doing is pretending you know everything. Don’t be dishonest about your previous experience; admit if you don’t know something.​

    Interrupting the Speaker

    It’s good to keep the conversation going but adding useless comments to cover up silence during calls leaves a wrong impression. Instead, listen carefully and without interrupting the interviewer. If you speak more than required, it can portray you in a negative sense.​

    Rely on Notes

    Do you research the job role and the company? Do you make notes?

    If you do so, that’s great. Nonetheless, you should not rely on notes during remote interviews. You may lose the offer if you interrupt the recruiter reading your notes. Stay prepared in advance so you don’t have to go through the notes you prepared.​

    Assuming What’s Spoken or Asked

    Technical glitches can occur at any time and with anyone. So if you couldn’t hear what was said or asked by the interviewer, you can always ask them to repeat. Never pretend that you got it right and start answering randomly.​

    Get Ready for Your Next Job

    Let’s go through a quick recap!

    Think practically and consider all the tech aspects that can make or break your remote interviews. Then, illustrate your background and expectations in a way that could be helpful for your next organisation.

    View All Jobs

    Getting the right job doesn’t happen accidentally but by partnering with expert consultants. We have a quality employer network that seeks candidates with the right attitude, knowledge, skills, and experience.

    Luck favours the prepared. So take some time and start preparing for your dream job.

    Get 1-step closer to finding your dream job!

    At CGP Singapore, we are a team of specialists committed to helping our clients and candidates find the job and talent for mid to senior positions across several sectors. We always insist on being candidate-centered, using multiple brands and regions to help you find the right on-site or remote role.

    Register with us to stay updated with current job opportunities, or contact a CGP expert now to get support with your next career move.

    Good luck!

    FAQs

    1. How do I prepare for a remote interview?

    To prepare for a remote interview, you must ensure a few things.

    • First, check for your environment and make it noise-free during the interview.

    • Secondly, your internet connection should be strong enough. Keep some questions prepared for the interviewer. You must never pretend you know everything.

    Be smart but don’t go over the board.

    2. What rules should be followed in online interviews?

    There are a few rules that you must follow in online interviews. The first is never to interrupt the interviewer while he’s speaking. Secondly, maintain eye contact with the screen. Thirdly, you should speak when asked and have a few questions for the interviewer. You should not add useless comments to fill up the silence that may occur during the online interview. You should also not show that you know everything the recruiter asks.

    3. What should you avoid in an online interview?

    Things you should avoid in an online interview are:

    • Losing eye contact with the interviewer.

    • Interrupting the interviewer while they are speaking.

    • Sitting in an environment full of distractions.

    • Relying on notes.

    • Assuming what the interviewer asked and answering it randomly.

  • 5 Pitfalls Of Hybrid Working & How To Resolve Them

    5 Pitfalls Of Hybrid Working & How To Resolve Them

    ​The COVID-19 pandemic has transformed the way we live and work. Previously, what was once a transitory period is now the “new normal” for global organisations. We are now facing a new work world— the hybrid work world.

    In our previous blog, we discussed how you can choose the right work model according to your business. Undoubtedly, everything comes with benefits and disadvantages. So, if you think the hybrid work model can work for you, be aware of some common pitfalls and how you can resolve them.

    Let’s understand them in detail.

    What is Hybrid Work Model?

    The hybrid working model is a combination of in-office & remote work to offer flexibility and better work-life balance to employees.

    As per the Pulse of the American Worker survey, 40% of current remote workers say if their current company does not continue to offer remote work options long term, they will look for a job at a company that does.

    But, is the hybrid work model free of pitfalls? Aren’t there any hybrid work challenges? Definitely, there are pitfalls of hybrid working that bring along challenges for employers and employees.

    Undoubtedly, it’s clear that hybrid is becoming the dominant work model and that it’s not all hype. However, as you’ll see below, it’s also evident that the model has some pitfalls that need to be addressed to make it successful. So join us and learn the five pitfalls of hybrid working and some strategic fixes that can resolve them.​

    5 Pitfalls of Hybrid Working

    1. Onboarding Glitches

    Onboarding is a continuous process, and it can take up to six months for an organisation to onboard a new hire. Regardless of the employers’ intentions, the onboarding process can become cumbersome when employees don’t work from the office daily. In addition, introducing a new member into your company’s culture and internal processes can take longer when you follow a hybrid model.

    The solution: Build a communication culture by emphasising personal connections and one-to-one introductions. Engage new hires to participate in non-work activities to get along with coworkers. Get the whole team together and support the buildup of solid connections without any delay.

    2. Employee Burnout

    Commit the blunder of exercising less or no supervision, and you will see a steep rise in employee burnout. The reason is it’s very challenging to set boundaries, and employees may start working late into the night and report late in the morning. Gradually, it starts disrupting their sleep schedule. On top of that, other family members’ presence around them during the day is a distraction factor.

    What does all this bring?

    • Work starts to pile up, and

    • Creates an imbalance between work and home life.

    Eventually, it leads to burnout, which means the employees feel more stressed and unable to perform at par with their skills.

    The solution: Make your people feel supported and focus on their well-being. Managers and leaders must take the initiative to let team members discuss their health and other concerns. This could be done with one-to-one talks, virtual coffee breaks, and even inviting guest speakers to speak on it. Team members, as a result, will start feeling comfortable and speak up on the relevant topics.

    3. Hard to Collaborate

    While the hybrid work model allows employees to work from home sometimes, it overwhelms the organisation. This happens because employees will work from the office at different times of the week. As a consequence, they miss collaborating on the fly.

    It gets more problematic for the organisation as well to bring all the employees together at the same time.

    The solution: Allow individual contributions on collective projects and let them work at different hours from different locations. You can also invest in virtual workspace tools to facilitate project organisation, communication, and live document sharing.

    4. Cyber Risks

    With technology comes security risks, and a hybrid working model cannot work without technology. Working from home is more vulnerable to security threats, and the chances for data loss always stay high. Why? Because the security protocols are lenient in most cases.

    Furthermore, securing employees’ computers places costs on the higher side as systems also require regular maintenance. Combining all the factors, it gets difficult for organisations to manage things remotely.

    The solution: Train employees and spread awareness of the importance of applying security measures and personal responsibilities. Make your employees connect to a secure, private network using a company VPN. You can also implement multilayered cloud solutions. Luckily, this makes it harder for hackers to get through the multiple layers of protection.

    5. Creating the Right Hybrid Work Environment

    Hybrid working means fewer people working on-site on a given day. This leads to the wastage of resources. Think of it this way- you have to have a dedicated workplace and in-office perks to provide to your employees. Additionally, resources like electricity & water will still be used and must be paid for, irrespective of the number of in-office employees.

    So making an old office work in the new world is complex.

    The solution: Think of ideas in unique ways about your office space. For example, rent co-working office spaces or share rent with other organisations. In simple words, it’s necessary for you to think of a solution that suits your organisation.​

    Is your company ‘hybrid work’ ready?

    Generally, it isn’t feasible for every organisation to adopt a hybrid model. The reason is with the model come hybrid work challenges. Moreover, it takes a leaner organisation and a high level of trust to ensure the model’s effectiveness. With flexible work’s emotional challenges, human resource (HR) leaders must find ways to navigate the new normal. Explore a few more ways HR teams can adopt to tackle the hidden toll of remote and hybrid work.

    In the end, the master tip here is to be creative in strengthening the bond among your team members. However, stick to your guiding principles and keep attracting and retaining people with the right energy and values to facilitate the smooth incorporation of hybrid working.

    Work with Us to Find Right Talent, Right Job

    CGP Singapore can be your recruitment partner in sourcing talent that can work in alignment with your organisational goals.

    If you are looking to fill a role, submit your open vacancy details, or if you don’t have information to hand yet, why not leave your details, and one of our specialist consultants will get in touch with you to discuss your recruitment needs.

    CONTACT US HERE

    ALSO READ:

    FAQs

    1. What are the disadvantages of hybrid working?

    Though hybrid working has become popular, a few disadvantages hinder its successful implementation. First, communication between the team members becomes difficult as they work from different locations and at different times. Secondly, employees may feel stressed out due to the absence of boundaries. Thirdly, cyber threats may occur, and confidential information may face risk.

    2. How do you overcome challenges in hybrid work?

    The most helpful way to overcome challenges in hybrid work is to facilitate smooth communication among the team members. Organisations must also look for options to prepare their work environment as per their requirements. Another tip to overcome challenges is implementing security protocols and making the employees aware of their importance.

    3. What challenges do you face when leading a hybrid team?

    Managers or leaders that lead a hybrid team often face challenges that make it difficult to render it effective. The biggest challenge comes when a communication gap arises among the team members, which leads to confusion. Employees may also feel dissatisfied or stressed out as hybrid work requires them to stretch their working hours. Moreover, distractions at home keep adding to their work list and delay their work.

  • Choosing The Right Work Model For Your Business: In-office, WFH, & Hybrid

    Choosing The Right Work Model For Your Business: In-office, WFH, & Hybrid

    ​The COVID-19 pandemic has triggered companies to evaluate their current in-office work setup and transition to more flexible structures, such as work-from-home (WFH) and hybrid work. While some businesses now have a fully remote workforce, others ask employees to work partly remotely and come into the office at least once or twice a week.

    According to Accenture, 63% of high-growth companies use a hybrid work arrangement to boost efficiency and productivity. Other studies report that although 44% of global companies don’t welcome work-from-home (WFH), 16% operate entirely remotely.

    These recent workplace trends suggest the need of assessing your existing work model and analysing which structure can get your employees to show up motivated. To help you get started, we covered the three most common work environments and provided some tips on choosing the right one for your business.​

    What Are the Different Types of Work Models?

    1. In-office or Onsite

    Long before the coronavirus outbreak, your company and many other employers across the world mandated in-person work.

    Employees reported for work every day to fulfil their responsibilities and engage in business activities like meetings.

    If you plan on sticking to the traditional workplace, keeping your staff happy and productive can be less stressful. However, opting for the in-office work model may expose your business and people to many risks, especially with COVID-19 still around.

    Pros
    Cons
    1. Centralised Infrastructure & Support System

    The best part about in-office environments is that your employees can get the most out of your
    facilities and systems.

    Your staff have their designated desks that facilitate social interaction and meet certain
    standards    . They have access to a fast and stable Internet connection, additional monitors,
    printers, equipment, and other resources.

    Additionally, any in-house IT support can address hardware and software problems easily and
    quickly compared to online.

    ​
    1. High Operating Costs

    One of the most obvious downsides of an in-office work environment is high operating costs. You must provide a furnished and comfortable workspace to your employees, cover electricity and Internet bills, and other office expenses.
    2. Foster a Strong Company Culture

    As clichéd as it may seem:‘teamwork makes the dream work’. Teamwork inspires stronger bonds
    and builds a healthy, productive working atmosphere.

    When your employees interact face-to-face, they can work on projects more efficiently. They
    develop a better understanding of their roles, helping build a solid company culture.
    2. Lack of Work Flexibility

    Your employees will chase deadlines no matter where they work from. They may need to work
    overtime to meet their deadlines. To hit their target date, they may bring unfinished work home.

    This can lead to disproportionate work-life balance as well as security issues.
    3. Direct Control & Effective Management

    Being physically in the same place allows for direct control and effective management. Your team
    leads or managers can monitor the progress of the individual tasks and the whole project with daily check-ins or weekly meetings…

    Since everyone communicates face-to-face, driving innovation is easier. The quick exchange of information and impromptu discussion can lead to surprising ideas and facilitate real-time
    decision-making.
    3. Health and Safety Risks

    With the ongoing COVID-19 scare, embracing the in-office work model may likely expose your employees to the virus. Imagine the daily commute to the office and the number of people (whose destinations are unknown) your employees engage with every day. Things like this may increase the risks of spreading and contracting coronavirus.

    Even in the post-pandemic world, working in the office still comes with workplace hazards and health risks. Open spaces may facilitate the spread of diseases, and employees may deal with biological, physical, safety, and psychosocial hazards.

    ​

    2. Remote or Work from Home (WFH)

    Work-from-home (WFH) or remote work is a working style that allows professionals to perform their duties outside the traditional office environment. While some companies have already implemented the WFH setup pre-pandemic, several businesses transitioned to remote work when COVID-19 hit.

    Here are a few WFH statistics that prove this work arrangement is currently in demand:

    • Remote work is more common in cities with high-income levels. – Pragli
    • 67% of U.S. employers allow their employees to work remotely, while 36% of them encourage their employees to work from home. – Seyfarth

    Like the in-office work model, WFH also has a fair share of highs and lows. Here are some things your business will experience if you adopt the remote work model:

    ​

    Pros
    Cons
    1. Low Utility Costs

    Building a remote team entails fewer costs than hiring office-based employees. The offsite setup
    saves you from high operational expenses, including electricity bills, Internet packages, team
    budget, and office equipment. Plus, you won’t need to acquire janitorial service to keep the
    workplace clean.
    1. Risk of Error

    Working offsite can lead to an increase in human error. WFH employees are more likely to make mistakes at work because of various reasons, such as digital distractions, household chores, family matters, and television.

    Erroneous output could sabotage productivity and efficiency. For instance, tasks that require heavy revisions could make your project go over budget, potentially impacting your company reputation.
    2. Comfort & Safety

    The pandemic may have subsided, but it’s not over. Currently, there are around 424 million
    COVID-19 cases worldwide–and this number may continue to increase.

    When you switch to remote work permanently, you help reduce COVID-19-induced stress and
    manage the risks of coronavirus. By allowing your employees to work remotely, you also
    create happy, motivated, and productive workers.
    2. Slower Operations

    Slowed operations is a common disadvantage of the work from home setup. Your employees may not deliver high-quality outputs on time, and you may experience challenges in maintaining s internal due to the following:

    • poor Internet bandwidth
    • underperforming home office equipment
    • inability to access valuable resources on time
    3. Flexibility

    Another good thing about remote work is that it offers flexibility. The WFH setup offers the same
    level of flexibility from the management to your employees.

    Your teams can work anywhere and have the option to work on a flexible schedule – not strictly
    9am to 5 pm. This flexible work arrangement provides a better work-life balance. It also benefits
    your business long-term by strengthening loyalty, attracting talent, and improving retention.
    3. Lack of Community

    Aristotle said, “Man is by nature a social animal; an individual who is unsocial naturally and not accidentally is either beneath our notice or more than human. Society is something that precedes the individual.”

    Spending time only on a computer can cause burnout. Imagine sitting alone on the WFH office desk with only a TV in the background and no team members to talk to. Isn’t that boring? While it’s possible to conduct video team calls, no virtual call will beat the feeling of seeing and talking with someone face-to-face.

    ​

    3. Hybrid Work

    Hybrid work combines in-office working and remote setups. This model is the best option if you want your employees to spend more time working in their homes but also benefit from in-person appearances at the office.

    Many employers favour hybrid working arrangements as they offer the best of both worlds. Let’s take a closer look at the good and bad sides of having a hybrid workforce:

    Pros
    Cons
    1. Lower Expenses

    Compared to full-time onsite work, the hybrid model provides you with opportunities to reduce operational costs. With fewer employees in the office, you can cut down on office supplies and overhead costs and or even consider moving to a smaller space, minimising expenses.
    1. Requires More Control

    One major setback of a hybrid workplace is it requires more management control. It’s tricky for the managers to monitor employees with varied work setups. It also makes it harder to resolve conflicts.
    2. Adaptable Workforce

    If the WFH work model supports flexibility, hybrid working takes the flexibility up a notch. You can
    ask your employees to come into the office when necessary, while others remain at home.

    According to Future Forum’s Remote Employee Experience Index, flexibility is a key driver that
    makes hybrid work a desirable model. Being able to work on a flexible schedule and work in a
    physical office influences overall employee experience.
    2. Divided, Isolated Workforce

    In a hybrid workplace, your employees may struggle to maintain relationships with colleagues. Remote workers may feel left out because they miss out on side-of-desk conversations, team lunches and hangouts that their in-office colleagues experience.
    3. Improve Employee Experience

    The hybrid environment can improve employee experience and work satisfaction. For instance,
    letting your workers visit the office to use the company’s facilities or resources helps them do
    their jobs better.
    3. Weakened Company Culture

    Hybrid working may also dilute your company culture. Since team unity is lacking, team members may lose touch with the ethics and values that underpin a brand.

    ​

    Factors to Consider When Choosing a Work Model

    1. Business Growth Stage: The business lifecycle is divided into five stages: development, start-up, growth, expansion, and maturity. Assess which stage your business is at, then select a working setup your company can sustain.
      Suppose you’re a newly-formed start-up and you lack the economic resources. Setting up a physical office is costly, so implementing remote work is ideal.
    2.  Company Team Size: How big is your team? Do you have around 50 to 100 employees or employ less than 20 people? Questions like these will help guide you in choosing the best work model for your business.
    3. Transition Tools: Having the right tools is critical when transitioning to remote work or hybrid work. Your company must have the technology to manage geographically dispersed teams effectively.

    Wrapping Up!

    The in-office, work from home, and hybrid work models have their own advantages and disadvantages. As you figure out a new normal, make sure to understand your company’s current situation and boundaries.

    If you plan on hiring more team members to work full-time in the office, remotely, or hybrid-flexible, CGP is the company to call. We offer different hiring solutions that can help you find the best talent for your business. Our services include talent search, executive search, contracting, and recruitment process outsourcing (RPO).

  • The Evolving Role Of HR: Creating The Best WFH & Hybrid Work Environment

    The Evolving Role Of HR: Creating The Best WFH & Hybrid Work Environment

    The COVID-19 pandemic made many employees embrace work-from-home (WFH) and hybrid work environments. Workers had to miss casual team chats, lunches out, coffee breaks and all things that made office life fun.

    While employees can come into the office a few times a week, hybrid working still hits differently. The empty workspaces and deafening silence can make anyone feel lonely and isolated.

    With the emotional challenges flexible work brings, human resource (HR) leaders must find ways to navigate the new normal. By managing the shift, we mean beyond keeping the communication lines open.

    Here are a few ways HR teams can tackle the hidden toll of remote and hybrid work:​

    1. Promote Transparency in the Workplace

    Loneliness can cripple teams, slow down routines, and impact employee productivity. Many things can trigger negativity in the workplace—and lack of transparency is one.

    Transparency helps set the stage for employee engagement. Employees like it when they’re involved in business activities and given the chance to share knowledge.

    The role of HR is to make transparency and engagement meet. Thankfully, maintaining a transparent workplace doesn’t cost much. Plus, companies can achieve it in different ways, including:

    • Provide shared access to documents and resources. Make information available across the business to drop hierarchies and bureaucracy. It also allows employees to make decisions on their own.
    • Create a culture of open communication. Keep everyone in the loop, recognise employees’ contributions, and encourage two-way communication.
    • Run company town hall meetings. Hold a monthly town hall meeting to share routine business updates. Companies can also use town halls to welcome new employees and let everyone share their experiences or ideas.

    2. Create a Culture of Recognition

    Even before the COVID-19 happened, loneliness and isolation were common. Now, employees might feel even more isolated and alone because of the shift to flexible work.

    Employees who are bottling up their emotions might not perform well, or worse, quit their jobs. This is why human resources leaders must spot signs of loneliness and deal with negative emotions early on.

    But how can HR teams combat workplace loneliness? The solution is simple: promote well-being. Little things like giving spontaneous compliments, such as ‘great job’ and ‘nice teamwork’ or a tangible reward can foster workplace happiness.

    Recognising employees’ individual and collective efforts helps enliven their competitive spirits. When workers feel appreciated, they’re likely to stay happy and motivated at work.

    3. Develop Employee Assistance Programs

    Employees deal with both job- and pandemic-related stress. Add up the personal matters that could also trigger anxiety.

    Take first-time moms who work from home or have to adopt a hybrid work environment as an example. They juggle many things at once—housework, childcare, and job duties.

    It’s imperative for HR departments to help employees overcome such work-life balance challenges. Staying connected with the remote and hybrid staff isn’t always the best option. Some employees don’t trust HR and others prefer venting out to their close colleagues.

    Situations like this call for alternatives like an employee assistance program. Here are a few things covered in the confidential service:

    • Mental health issues. Employee assistance programs can assist employees experiencing anxiety, depression, and other behavioural issues.
    • Health and caregiving issues. An EAP can also help employees with their fitness plans and find caregiving services (i.e., daycare facility, nursing home, etc.).
    • Family services. EAP programs allow workers to seek marriage counselling, family planning, and legal assistance.
    • Counselling. Some EAPs can offer direct counselling to help employees deal with personal problems.
    • Financial services. The EAP service can also assist employees with budgeting and financial planning.

    4. Explore Different, Creative Ways to Collaborate

    Humans are social beings. We live in families, work in teams, crave connections and have a fundamental need to have others around us.

    One of the biggest struggles in hybrid and WFH setups is inefficient collaboration. The problem with online platforms (i.e., Zoom, Slack, Skype, etc.) is they don’t completely engage employees. Some feel anxious to attend virtual meeting and pressured to turn their cameras on.

    Such challenges of flexible work arrangements demand HR professionals to think outside the box. It’s about time they explore more creative, collaborative communication to engage the workforce. Here are a few must-try collaboration ideas:

    • Group people with the same interests. Then, create a private chat room where everyone can talk about it. This idea allows employees to connect with others they haven’t worked with before.
    • For companies with hybrid teams, building a focus room makes sense. Focus rooms let employees work or have a private discussion in peace.
    • Host ice breaker games during town halls to engage attendees. Examples of icebreakers that employees will enjoy are:

    – Choose your favourite. In this game, participants put their coloured dots next to their answers. The host may ask some participants the reason or story behind their choices.

    – Tour guide. The host will ask employees randomly to give a quick tour of their immediate surroundings (i.e., walk through the room, what’s on the desk or the view outside the window, etc.).

    – 18 & under. Participants will share interesting stories or accomplishments they had before they turned 18.

    The Bottom Line

    The remote and hybrid work environments offer companies wide-ranging benefits–from steady business operations to cost-savings, and employee health and safety.

    However, these flexible work models aren’t exempt from workforce challenges. They can create dull, disconnected and unengaged employees. But with proper planning and resources, HR leaders can turn the tables in no time.

    At CGP, we have a comprehensive line of HR solutions that meet the needs of companies with distributed teams, including talent search, executive search, and contracting. Learn more about how we can help you bring great talents together across Asia at www.cgpo2o.sg/our-services.