How will we work in the future? | Jobgether

??Welcome to the latest edition of the Jobgether Newsletter! We are back with lots of exciting news and updates.

Jobgether now aggregates 10,000 remote job offers each day meaning that now you will have many more relevant fully remote vacancies! Hurry up to check the latest ones:

?? Fully remote jobs from TOP FLEX companies

?? Fully remote jobs with flexible working days and hours

?? Digital Nomad jobs

? Part-Time jobs

?? ♀? 4-day workweek

??TOP-100 Most Flexible Remote Companies

Last week we attended Running Remote conference and brought you lots of exciting insights into what the future of work will look like, how to work more productively from anywhere, how AI will help us, and many many more. Buckle up and let’s go!?

Modern work crisis and how to address it?

by Adam Nathan CEO, Almanac

Major problems in remote work today are:

1. Meeting and message overload. Employees spent only 5% of their time doing actual work. The rest are related to searching for files, emails & messages, and attending meetings.?
2. Chaotic collaboration. Professionals on average use 14 !! apps per day to perform their job.?
3. Lack of connection and trust. 23% of people stated that they are micromanaged by their manager at least once or a few times per week. 20% are micromanaged every day.?

How to fix this??

Well, Almanac suggests using their “12 Principles for Modern Work”:

• Delivering business value quickly and efficiently while keeping work sustainable and rewarding for team members is a top priority.
• Structuring work at every phase through defined templates, roles, and processes is the single most important way to go faster.
• Asking for feedback regularly leads to better end work.
• Defaulting to transparency through documentation enables more autonomy, higher quality work, better decisions, and fewer meetings and messages.
• Collaboration should always start with a document instead of a meeting.
• The work of creating structured processes and documentation should be simple, cheap, and flexible.
• Real-time conversations are best for complex topics without yes/no answers, and should still be intentionally planned and documented.
• The best managers focus on outputs and outcomes instead of hours worked or messages sent.
• A calm, sustainable team culture with no surprises and few fire drills leads to faster velocity and better work.
• Projects must always start with the end in mind, with a goal and success metrics shared upfront and aligned with all tactics and tasks.
• Progress and updates should be tracked and shared asynchronously in documents, not discussed in real-time meetings.
• Team members are most productive when they have the flexibility to choose the schedule and locations that work best for them.

These principles are designed to improve productivity and foster collaboration in modern work environments. By prioritizing business value, structuring work, embracing transparency, and fostering a flexible team culture, organizations can optimize their operations and achieve better outcomes.

Strong values are the key to success, says Ashley Kramer , Chief Marketing & Strategy Officer, GitLab

One of the key values in the remote work environment is Transparency and Accountability. Meaning that companies should make it easy for everyone to see actions, encourage open communication about what and why and own mistakes, disagree, and commit when needed.?

Employees actually feel 12x more satisfied when perceive their companies to be transparent vs the opposite ones.?

How to build a culture of transparency:

• Be open about as many things as possible
• Explain “why,” not just “what”
• Perseverance when times are tough
• Constant feedback loop
• Lead by example

Leadership in remote environment

Casey Fenton , Couchsurfing International co-founder and Upstock CEO & Founder explained the importance of ownership and leadership in managing a remote team, how to deal with challenges and optimizing remote work.

• An ownership mindset can increase motivation, engagement, collaboration, teamwork, job satisfaction, and retention.
• To leverage ownership, teams must be inspired in a work environment where they feel valued, supported, and encouraged to contribute their ideas and unique talents.
• Trust is essential to accelerate a culture of innovation.
• Long-term ownership creates buy-in and alignment from a neurological, biological, and emotional standpoint. Companies like Facebook and Google have thrived by adopting long-term alignment and ownership models.
• Double-trigger investing can trigger Restricted Stock Units (RSU) and align people towards long-term outcomes.
• Effective communication and collaboration are essential to creating an ownership mindset. This can be achieved through clear goals and expectations, open and honest communication, recognition of team members’ contributions, and providing opportunities for personal growth.

How to win the best talents?

Future Forum created the most common myths about remote workplaces to show that we actually need more flexibility, inclusivity and connection in order to be able to attract the best talents.?

Myth #1: Flexible work policies hurt company culture.

• Remote and hybrid workers are 57% more likely to say their company culture has improved over the past two years, citing flexible work policies as the #1 factor behind that improvement.

Myth #2: Productivity can only happen in the office.

• Location flexibility improves productivity, with 81% of employees wanting flexibility in where they work.
• Employees with location flexibility report 8% higher productivity scores.
• 66% of employees want a hybrid arrangement, 19% want to work full-time in the office, and 15% want to work fully remote.
• Companies should have team-level agreements to suit the preferences of their employees.

Myth #3: "Burnout" is a personal issue.

• The percentage of workers globally who say they are burned out rose to 42%.
• Employees who are burned out report 3.9x worse stress and anxiety at work compared to those who are not.
• Burnout leads to a 19% decrease in productivity and a 29% decrease in the ability to focus.
• Women and younger workers are more likely to report burnout, with female workers showing 24% more burnout than their male counterparts and 18-to-29-year-olds showing 20% more burnout than workers age 30+.
• Companies should focus on core collaboration hours and the 4 Ds - Do, Defer (Delay), Delegate, and Delete (Drop).

Myth #4: Flexible work harms inclusion and belonging.

• Flexible work policies are a game-changer for inclusion and belonging, with a 43% increase in the sense of belonging for Black respondents and a 21% increase for Hispanic/Latin respondents from May 2021 to November 2022.
• Future Forum recommends companies move beyond their focus group of one.

How will we work in the future?

We are absolutely excited about the future of work that was discussed during Running Remote, kudos to Ryan Chartrand , who did an amazing presentation and shared astounding ideas! ??

?? AI will connect teams 24/7

?? ?? AI will help to manage teams and facilitate mentorship. It will free up managers who will focus on leadership more

?? ♀?Move from the idea that offices facilitate success

? Tools facilitate success

??Companies will have optional physical spaces rooted in purpose and bring real value, especially for onboarding processes

Socializing comes in many ways and can become more efficient through:?

??Utilizing services such as Selina, or Remote Year can help to connect teams and remote workers

?? Year-long cruises

?? Company towns

?? VR could be a huge game-changer for WFH - you can create your own new world, have better connection and team unity, or more energizing spaces

??Feeling like a team doesn’t depend on the happy hours or the shared office. Team unity is about exclusive and unique shared traditions you want to be a part of.

??? Introducing our top Flex Companies that are hiring now!?

Improbable , one of the TOP 100 flexible employers with an 85% of Flex Score!

Improbable’s remote-first work policy is designed to give employees flexibility and autonomy regarding where and how they work.?

"Our goal is to create a work environment that empowers each individual to make the best decisions for their personal and professional needs."

?? Work from home??

??Work from our Offices if you want??

??Working hours

Fixed

??Working days

From Monday to Friday

??Unlimited Holidays

Unlimited vacation policy - Subject to Manager approval

?? Check out the perks and the flex tools offered by Improbable:

??Remote allowance

??Stock Option

??Private Pension

??Private Health Insurance

??Wellness Program

??Seasonal social events

Check out job offers from Improbable?

GiveDirectly s a truly flexible company with a 94% of Flex Score! ??

"At GiveDirectly, we value flexibility and giving staff the time and space to do what they need to maintain a work/life balance. To that end, we offer unlimited paid leave. We also moved our central support team to be "remote first" -? says the company.

When you work at GiveDirectly:

?? Work from home:? The majority of our positions allow staff to work from home, with occasional travel to our offices as needed for specific meetings or events.?

?? Work from anywhere:? We are a globally distributed staff and are able to hire candidates from all over the world.

??Coworking available:? We have a WeWork membership that staff can take advantage of, if available in their area.?

??Work from our Offices if you want:? If staff is located in our countries of operation, they are welcome to work from any of our country offices.?

??Working hours

Partly Flexible: Our typical work schedule is Monday through Friday, but within that, staff are able to set their own work hours. We require that staff set their hours with at least 3 hours of overlap with East Africa time.

??Working days

From Monday to Friday: Our typical work schedule is Monday through Friday, but within that, staff are able to set their own work hours. We require that staff set their hours with at least 3 hours of overlap with East Africa time.

??Unlimited Holidays

Staff on our Global Shared Services team are eligible for unlimited paid time off, and we encourage a minimum of ~4 weeks. Resting and rejuvenation are part of our strategy to do our best work for recipients.

?? Check out the perks and the flex tools offered by GiveDirectly:

??Remote allowance

??Private Health Insurance

??Mentorship programs

??Seasonal social events

Check out job offers from GiveDirectly?

“Remote washing” will only make your recruitment headache worse

As the world continues to shift towards remote work, many companies are embracing the idea of hiring employees from anywhere in the world. While this approach can have many benefits, it also comes with its fair share of challenges. One such challenge is the recruitment process.

A fresh article by Maddyness highlights the growing trend of "remote washing" in the recruitment process, which involves hiring candidates solely based on their location rather than their skills and experience.?

Based on a detailed evaluation of 30 criteria across 64,000+ fully remote positions from 6,800 employers, we see that there are many definitions of “remote,” ranging from limited flexibility to fully global remote positions.?

??Most employers still limit their remote positions to one specific country. Such jobs account for more than 87% of the positions available.?

??Multi-country positions account for 11% of the jobs on Jobgether. These employers will require their remote employees to live in a specific time zone or continent.??

??Finally, fully global and distributed companies who are “remote by design” are looking for candidates globally, no matter where they are based. - still only represent 2% of available remote positions.?

Read more in the latest Arnaud Devigne interview for Maddyness UK .