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The Philippines is a unique country, both in terms of its geography and its culture. Filipino people are also exceptionally unique, but it’s sometimes harder to put into words exactly why this is. For many of us, that feeling of uniqueness is exactly that—a feeling. That’s why, when hearing the former Chilean Ambassador to the Philippines, Roberto Mayorga, describe the Filipino people in a recent video, it felt like he’d finally found a way to describe that elusive, unique feeling.

The term Mayorga coined to describe our people’s quality was “Calidad Humana”. It describes perfectly the way that humanity and care is effortlessly ingrained into Filipino people. He went on to explain: “The people may not be rich, but they’re warm, always smiling, even in their poverty. I’ve been to many countries, but it’s different here. It’s not happiness, not material happiness. It’s something to do with human-ness, compassion, and feeling for others.”

In the corporate world, kindness and empathy are sadly undervalued, especially considering how much they improve company performance and employee retention. In the Philippines, because these traits come naturally to us, we tend to meld easily in any corporate culture, making us a great place to build outsourced teams. Warmth, friendliness, respectfulness, and resourcefulness are just a few of the common attitudes shown by Filipino workers. Combined with our resilience, English proficiency, high educational attainment, and westernized culture, the unique Filipino characteristic of "Calidad Humana" shines through, making us leaders in the outsourcing space and a favored choice for collaborative partnerships worldwide.

It’s so important to share this unique humanity with the rest of the world. In the same way that we export our skills and talents, so too should we be exporting our human kindness. It’s one of the reasons that “doing good” is a core mantra for Remotify, because we believe that remote work is about more than doing good for the individual. It also allows the whole world to feel that same goodness, to onboard the best bits of other cultures and share in that kindness.

For us, one of the best things about remote work is the ease with which we can share our cultures and connect across boundaries and territories. Every day, we’re proud to bring the world a little closer together, sharing our “Calidad Humana” with whoever needs it.

At Remotify, we specialize in outsourcing Filipino talent remotely to the rest of the world, bringing our positive, can-do attitude to global businesses—without employees having to leave the country or their loved ones back at home. If you’d like to find out more about our services, book a call with a member of our team today!

While many people point the finger at remote work as a hotbed for procrastination and distraction, 68% of us find it more distracting working in an office than at home, where only 62% of us struggle to stay focused. Nevertheless, 62% is still a lot of us, and it’s clear that distractions can creep up on us no matter where we’re working.

Whether you look longingly over at your comfy bed or itch to scroll listlessly through your phone, working from home is an inviting place to give in to distractions. But, according to experts, you can better control your urges and distractions with something called ‘spatial association’.

Coined by neuroscientists, spatial association is all about creating dedicated areas to work and dedicated areas to do the exact opposite. By employing strict rules around where you focus in your home, your brain is able to recognise the places where it’s time to concentrate, and the places where you’re welcome to take a break.

For example, if you’re guilty of having the television on while working remotely, it’s a good idea to make any room with a TV a no-go-zone when working. Instead, choose a room with fewer temptations and leave the living room for relaxation time when the working day is done. Alternatively, if you find yourself unable to switch off from work once the day is over, try making certain rooms a completely work-free zone. For instance, you can ban checking your work emails or opening your laptop in the bedroom, helping your brain to associate that space with rest.

If you want to, you can take spatial association to the next level by using individual places for different purposes. For example, you could use your desk for longer tasks like writing or creating pitch decks. But for creative sessions or ideation, you might like to use a standing desk (aka the kitchen counter) or even spread your ideas out across the living room floor. If you do this with enough consistency, your brain will start to recognise where it needs to think most creatively, and when it needs to prepare for longer focus sessions.

In order for spatial association to work really well, you need to teach other people to have the same respect for these places that you do. Making the kitchen a distraction-free zone is much harder if your family or housemates see it as a place where they can interrupt you whenever they like. And similarly, if the bedroom is a work free zone, it can help to employ that rule to anyone that shares that bedroom. It’s not much fun trying to unwind with a book if your partner is tap-tapping away on their work laptop.

By becoming stricter with spatial association, your home can function just like an office. There should be places where you can switch off, spaces where you can be creative, and spaces where it’s time to really focus. Of course, the benefits over an office are obvious. Because, after a hard day’s work, you only have to commute a few strides before you can sprawl out on the sofa for a well-earned rest.

As the corporate landscape evolves, so too does good leadership. A company’s challenges are its leaders' challenges, and in the last half century, these have changed drastically. One of the core issues threatening companies today is longevity. According to research by EY, in the 1970s, a Fortune 500 company could confidently expect to last 75 years. Today, companies on the list do well to last 15.

It’s too simplistic to blame the rise of the digital age as the sole cause of this. Certainly, technology has advanced. But so have our mindsets. Future-fit leaders should have a deep understanding of how the evolution of mindsets, technology and purpose influence a company’s ability to succeed long term. So, what assets do great leaders have in order to ensure this kind of lasting success?

The right mindset

While there is no magical formula for longevity and success, the research undertaken by EY shows that having five paradoxical mindsets can bolster a leader’s chances. Rather than seeing things in black and white, having a paradoxical mindset allows for competing tensions, enabling leaders to think more widely and to their fullest potential.

The five paradoxical mindsets are these:

  1. Confidently humble
  2. Responsibly daring
  3. Politically virtuous
  4. Ambitiously appreciative
  5. Ruthlessly caring

An interconnected worldview

Future-fit leaders are socially, culturally and economically aware. But while they consider people and the planet in their decisions, they are not the only reason. To achieve lasting success, a good leader will know how to make ethically sound decisions that are profitable, too. It’s very much a ‘both-and’ not ‘either-or’. In understanding that everything is connected in a business - whether that’s employees, customers, society and future generations - leaders are more likely to contribute positively while making a profit, creating a win-win working culture.

An extended purpose

The power of purpose has been a hot topic for some time now. But future-fit leaders will go a step further, embodying a purpose that goes beyond the company itself and into the core of who they are. It becomes about the kind of mark they want to leave on the world, what inspires them and what brings them fulfilment. It’s not just tick-box exercises for the sake of image, it’s something they truly believe in.

One thing is clear: future-fit leaders are extremely clear on who they are and what they stand for. Purpose that is ingrained into your core beliefs and who you are stands a far better chance at working, and lasting.

At Remotify, we partner with companies and individuals to create great remote work cultures that stand the test of time. If you’d like to find out more about our services, why not book a call with our friendly team? We’d be happy to help!

As we settle into 2024, new trends are constantly emerging in the world of work. While AI, automation and cybersecurity might sprint to mind, surprisingly, many of the trends making the most difference in our daily lives are far more human-centric. In a post-pandemic world, cultural opinion on work, workforce and the workplace has shifted irreversibly, and we’re only now seeing exactly how that looks for individuals and businesses. The good news? The five biggest work trends of 2024, researched by the World Economic Forum, are all focused on creating better, fairer places to work. So, what should we be looking out for, and what might we want to implement in our own companies?

Hybrid work is becoming even more flexible

One of the most popular trends to come out of the pandemic was hybrid work, with many workers seeing this as a dealbreaker, only choosing to work for companies that have a hybrid policy in place. However, hybrid work may be about to get more flexible still, as “in-person” meetings will no longer tend to take place in an office environment, but will be held at offsite locations such as co-working spaces, conferences, or even cafes.

A pushback against 'workism'

In 2024 and beyond, the act of workism (where people build their lives mainly around their jobs and expect their careers to provide things it can’t, like community or meaning) will become increasingly less popular. Instead, people will prioritize a healthier work-life harmony, where careers are not positioned as your only source of value.

A shift in leadership style as millennials and Gen Z ‘come of age’

As Gen Z and millennial workers get older, we can expect to see more and more of them in decision-making, leadership and c-suite roles. This will likely bring about a change in leadership styles, with Gen Z and millennials typically favoring more informal communication, putting more value on work-life harmony and opting for flexible working styles. Baby boomers, for example, value loyalty more than Gen Z and millennials, so we may see a shift from the ‘work family’ to one that feels less obliged to remain in a role if they’re not entirely satisfied.

Care, compassion and equity are on the rise

That said, with the rise of Gen Z and millennials comes a greater onus on leading and working with kindness at the helm. We can expect to see an even greater rise in caregiving, mental health awareness, diversity and inclusion and equity in the workplace. It is also no longer enough to pay lip service or make promises around doing better, these generations are all about proof and results, whether that’s sustainability practices or gender pay gaps.

A rise in living a ‘portfolio life’

Rather than pitting life and work against each other, a portfolio life is a new way to think about and implement work-life balance. A portfolio life distributes time and talent across a range of activities, like work, family, health, community hobbies and rest. It’s all about encouraging people to have a multitude of interests in order to lead more fulfilling, creative lives. According to the Future of Jobs report, creative thinking remains one of the most prized traits by employers, but it also enables workers to live and feel better.

At Remotify, we specialize in making remote work work. We partner with businesses and individuals to help them scale and succeed from anywhere in the world. If you’d like to find out more about our services, book a call with a member of our team today.

Coined by researchers at Carleton University while running a study on remote work, ‘home fever’ is the latest buzzword being discussed by remote, hybrid and office workers alike. Essentially, home fever describes the feeling of becoming restless, bored or feeling trapped by working from home 24/7. It’s the feeling of becoming uninspired by too much sameness and not enough spontaneity or communication.

Home fever is particularly common for people who make very few changes to their weekly work schedule. It thrives in people who live and work in the same room, for example, or those who practice the same routines over and over again. Thankfully, home fever doesn’t signal the end of remote work. In fact, there are many simple ways to alleviate the feeling of monotony and repetition.

How your personality affects your preferred ways of working

It’s useful, when thinking about the kind of work routine you want to practice, to have a good understanding of your personality. For example, it’s more common for introverted personalities to feel content working from home with fewer interpersonal interactions than it is for extroverts, who might feel happier with more conversations and face-time. If you know yourself to be more of an extrovert, it’s a good idea to input some more social elements into your work week to make sure you don’t feel lonely or cut off from your colleagues.

So, how do we avoid succumbing to home fever?

Plan where you want to work in advance

While it might be tempting to roll out of bed on remote work days and work at the first spot you come to, it’s better to think in advance about where the most suitable, productive or inspiring place is. If you hate the idea of working and living in the same room, avoid places like the living room or kitchen where you typically retire after the work day is over. Instead, opt for an office area or bedroom...but try not to work from the bed itself!

Alternatively, if it’s the repetition of the environment that makes you feel deflated, switch up the rooms you work from each day. Just make sure that each room is equipped and suitable for a full day at work.

Get out—often

Aim to get out of the house before, during and after work. It might sound like a lot, but it’s what you’d typically do if you were working from an office. These excursions don’t need to be long. It would be a quick walk around the block, a coffee stop, or some morning stretches outside. The more you get out, the less time you spend in the same spot, reducing your chances of getting home fever.

Finish on time

Easier said than done, but you have to get strict with work hours when practicing remote work. In an office, there is always a moment when you shut your laptop off for good and leave the working day behind. This must also be the case when working remotely. Try your hardest not to let work bleed into your personal time. Turn that laptop off, put your work phone in a drawer and get some much-needed you time.

Communicate!

If every day is starting to feel the same, try organizing more spontaneous, casual catch ups with your colleagues. A big part of what people miss when working remotely is that ‘office chatter’ that happens naturally over the course of a day. Often, online catch ups can make us feel just as fulfilled, but we are responsible for planning them and seeing them through.

Consider a coworking space

And for those people who feel like home fever is something they can’t shake when at home, try spending a day or two out of your week working in a coworking space or cafe. Many of them work on a drop-in basis, so you can just pop in when you’re feeling particularly sick of your own four walls!

At Remotify, we specialize in making remote work work. We partner with businesses and individuals to thrive while working from anywhere. If you’d like to find out more about our services, book a call with a member of our team today.

It’s hard not to have the word productivity pop up when having conversations about remote and hybrid work. It seems, at least among company leaders, to be a constant source of controversy and opinion. People are scared that with remote work comes a decline in productivity—they think that people who work from home are secretly watching Netflix all day, or otherwise twiddling their thumbs. But new research from the Federal Reserve Bank of San Francisco has found that, in reality, remote work and productivity aren’t particularly linked in the first place.

Whereabouts isn’t all that important for productivity

The research found that there is no major change in productivity growth between industries more amenable to remote work compared to those requiring in-person activities since 2020. To put that plainly: there’s no correlation between where you work and how productive you are.

While remote work has certainly changed - and in a lot of cases enhanced - people’s livelihoods, it hasn’t particularly affected the amount of work they get done, or how enthusiastic they feel about their job.

Productivity is changing, but not because of remote work

But if remote work doesn’t affect our productivity, what does? In undertaking their research, the Federal Reserve Bank of San Francisco highlighted that economists have previously implied that productivity decline is historical, not necessarily linked to remote work.

We’re no longer in the industrial revolution. We have developed technology that helps us drastically with our workloads, therefore, it’s only natural that our productivity should decline, too. Gen Z, for example, are less likely to partake in ‘hustle culture’. They are more inclined to do what they’re paid for, rather than going above and beyond. It has little to do with where they work, but more about fair treatment and work-life balance.

So, what does increase employee productivity?

For anyone that’s still hung up on increasing the productivity of their workforce, pushing for a return to the office will likely help very little. What’s more important is to focus on improving company culture.

Companies that have a culture of compassion, learning, transparency and communication are far more likely to produce both great work and loyal teams. Both of these things will help your bottom line in far greater and more lasting ways than simply working from the office. If you want hard workers that stick by you, the best way to do that is the simplest. Treat them well.

At Remotify, we specialize in helping companies to thrive remotely, partnering with companies from all over the globe and helping them to seamlessly transition to having a fully digital workforce. If you’d like to find out more about our services, book a call with a member of our team today!

When we become a parent for the first time, no one expects us to be an expert on raising a child right away. We give ourselves plenty of space to ask for help, learn new things and share the burden with those close to us. We try very hard to be the best parent we can be, but there remains that shared cultural understanding that new parents are not perfect, and that the process of learning to be a good parent is one that lasts a lifetime.

When we become founders or CEOs for the first time, however, we’re not nearly so gentle with ourselves. We often expect our past experiences and skills to be enough already but - like being a new parent - the real lessons that shape who we are as leaders happen as we do it, not before.

Mistakes are all part of the job

The ability to admit to and learn from mistakes is a crucial one for any good founder or CEO. The path towards success is bumpy and winding and, sometimes, we may take the wrong path altogether. In situations like these, the best leaders will have the humility to recognise when the wrong path has been taken, rather than push on to save face.

A great example of this might be a company leader asking its workforce back into the office full time. If, as a result, there are mass resignations or cultural upset, the leader can acknowledge these issues and not move forward with the full-scale return. It doesn’t have to be their way or the highway, and they can admit that perhaps this choice was not the right one.

A culture of learning is learned from above

Being transparent and open about the need to always be learning trickles down from the top. If a company's top leader is comfortable with asking questions, attending training and learning new skills, the rest of the company will feel more at ease doing the same. Businesses that have imbibed learning as a part of company culture are more likely to succeed and more likely to have a happy, loyal workforce. No one is too senior or too important to learn new things.

Sometimes you’ll feel like you’ve failed

Any parent knows that, on some days, you’ll feel like you’ve not done a great job. Maybe you were late to pick the kids up. Maybe you couldn’t stop the baby from crying. Maybe another parent’s success made you feel like a failure. And yet, even during these moments, rarely do we feel like giving up altogether. We know that bad days happen to everyone, and we try afresh the next day.

As leaders, we could all do with harnessing this kind of resilient thinking. One or two mistakes do not make us a terrible founder or CEO. What makes us a great CEO is the belief in ourselves and our teams to learn from errors and to do it with good humor and humility.

At Remotify, we partner with companies and individuals that are keen to harness the positive outcomes of remote work. We make flexible work a breeze by handling the complexities for you, keeping both you and your employees happy. If you’d like to find out more about our services, book a call with our friendly team today.

How do we keep employees? Not just in the literal sense of retaining talent, but how do we keep them happy and engaged? All over the world, people are still job hopping in record numbers, unwilling to stay in roles that don’t fulfill their needs. But, happily, the solution to this question is no big secret.

Companies can keep talent by implementing three core traits: autonomy, connection and equity. If you build your company culture and structure around these three practices, you’re on the road to retaining talent, and lasting success.

So, how do they work in context?

Autonomy and the art of letting go

Autonomy is about more than letting employees work how and when they like. Certainly, most of us tend to work better when we’re not micromanaged and can work flexibly, but real autonomy is about trust. Leaders and managers must be able to trust others to get the job done and hand over the weight of responsibility.

Giving people autonomy enables them to learn faster. We’re forced to make decisions and - yes - sometimes learn from our mistakes. In return, employees who have autonomy at work are more likely to feel satisfied and engaged, whether that’s through the freedom to work remotely, or the headspace to simply get things done.

It can be daunting, especially at smaller companies where every decision has an impact, but letting go of control is actually beneficial for leaders, too. As we climb the ladder towards greater success, we must all eventually learn that valuable lesson: we can’t do it all on our own.

The power of good connection

We all know it: the people make the job. Feeling connected and close to colleagues and leaders is a surefire way to encourage talent to stay and build a lasting career at a company. But connection doesn’t happen by magic, it requires structure, organization and encouragement.

By creating opportunities to connect, whether that’s through team-building activities, social events, training sessions or volunteer work, you’re handing people the opportunity to forge those connections. At the end of the day, loyalty is the holy grail of attitudes. Loyal employees are not only more likely to stay, but more likely to do great work, and connected employees are loyal employees.

Understanding and using equity

In 2024 and beyond, “treat everyone the same” is not actually the win we might think it is. In the world of work especially, we must recognise that in a lot of cases, it’s actually beneficial to treat people differently depending on their needs and backgrounds. This is what we mean by equity.

For example, you might have one employee with a physical disability and one without. By giving them the same requirement of three compulsory days in the office, you may be putting the disabled employee at a disadvantage. It’s not nearly so easy for them to commute to work, or easily get things done away from home. Companies that understand the nuances of equity are far more likely to have happy, loyal employees. Humans are intrinsically different. That’s what makes life interesting!

At Remotify, we’re all about creating workplaces that are happy and human-first, through implementing remote work practices.  If you’d like to find out more about how we can make your company a great place to work, book a call with a member of our team today.

New research from ResumeBuilder has found that 8 in 10 employers will track staff attendance in the office in 2024, with 91% of companies requiring employees to go to the office at least once a month, and 75% requiring they work from the office weekly.

These figures are perhaps no surprise to many of us in the corporate world who have witnessed the push and pull between flexible and compulsory attendance in the office since the pandemic. The problem is that, whether companies like it or not, the working world has significantly changed, and a stringent return to mandatory office life could be doing businesses more harm than good.

The problem with operating on a punishment model

The research also shows that, of the companies that will monitor office attendance, 1 in 3 companies will go as far as to fire employees who don’t comply. Alternatively, workers could face other consequences, such as their bonus being impacted (57%), benefits being affected (54%), or a reduction in salary (53%).

We’d use these kinds of punishments if a person failed to show up for their job at all, whether in-person or virtually. But office attendance isn’t a universally punishable offense. Many other companies will happily give people the freedom and trust to come in when they can, or when they want to. Pushing a model of punishment onto employees does nothing to improve company culture (ironically one of the core reasons companies want bums back in office seats). And let’s not forget that, in the UK, for example, the majority of workers say they’d rather quit than return to the office—an attitude that’s mirrored all over the globe.

Incentives can’t do the heavy lifting

ResumeBuilder’s research shows that the vast majority (91%) of companies say they’ll provide incentives for employees to return to the office. These include happy hours (52%), catered meals (46%), and upgraded office space (41%). The problem with this is that far fewer companies are willing to offer things like salary increases and childcare costs.

Sometimes we forget the core freedom that remote work affords people. It's not just ‘no commute’, it’s the ability to care for your children, work with a disability or mental illness, have a work-life balance, and live life on your own terms. These are benefits that no happy hour can subsidize.

The productivity myth

Productivity seems to be the crux of the ongoing debate around remote work. But it’s since been proven that productivity has much less to do with where your employees are physically, than the kind of culture you create for them, with some companies seeing as much as a 70% uplift in productivity with flexible work.

Perhaps rather than focusing on how best to punish people that don’t want to work from the office, brands and businesses would do better to invest that time improving the fundamental culture, benefits and wellbeing of their employees. Who knows, with such improvements in place, they may want to come into the office after all.

At Remotify, we specialize in helping companies and individuals thrive remotely, creating a culture of trust and togetherness anywhere in the world. If you’d like to find out more about our services, book a call with a member of our team today!

When it comes to remote work, employees and leaders have to work that little bit harder to make sure there is a strong and positive work culture within their business. But, if done well, remote work can easily keep up with in-office culture, with the added benefit of freedom and flexibility.

Three core traits can significantly improve the culture of a remote-first company. Transparency, trust and sharing. When combined, they create an environment that is fueled by learning, skills-sharing and human connection. An environment that will ultimately be a positive and profitable place to work.

Why gatekeeping knowledge won’t help anyone

The urge to gatekeep knowledge and skills (especially for minority employees and leaders) is a tempting one. After all, we’ve had to work extremely hard to achieve them. But the idea that sharing your learnings will somehow make them less valuable is a myth. In reality, building trusted connections with people and being transparent about how we got to where we are in our careers is a much more useful practice than keeping our achievements locked away.

When it comes to women in business, for example, research by Harvard Business Review found that “while both men and women benefit from having a network of well-connected peers across different groups, women who also have an inner circle of close female contacts are more likely to land executive positions with greater authority and higher pay.” In short, community breeds success.

Practical ways to cultivate transparency, trust and sharing

So, how do we attach real, practical actions to these words? What steps can you take right now to encourage transparency, trust and sharing?

At Remotify, we partner with companies to get the best out of remote work, helping them to create a Great Place to Work for all—no matter where they are in the world. If you’d like to find out more about our services, why not book a call with our friendly team? We’d be happy to help!