Tag: Remote Work

10 of the Best Companies for Working From Home

by , posted in Protectors, Trending

Working from home is one of the most highly-coveted perks there is — and it’s no wonder. If you could skip the morning commute, spend more time with your family and friends, and work in your pajamas, wouldn’t you? But while most people would love the option to work remotely, plenty of them just don’t know where to start.

If this sounds like you, you’ll probably be interested in the best companies for working from home in 2021. Learn more about them below, and apply while positions are still available!

1. Zoom Video Communications *Hiring Surge*

Open Remote Jobs: Payments Analyst, Compliance Analyst, Third Party Management Management, System Administrator,IT Asset Management Analyst, Zoom Phone Specialists & more. 

What They Do: Founded in 2011, Zoom’s mission is to develop people-centric cloud services that transform the real-time collaboration experience and improves the quality and effectiveness of communications forever. We deliver happiness.

What Employees Say: “Great products that basically sell themselves, great use cases and customer branding. The company does offer basic healthcare and services to make life easier and balanced for their employees. They try to bring diversity and inclusion to the global employee base, they are generous with their benefits and bonuses..” —Current Employee

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2. TTEC

What They Do: “Our two divisions (TTEC Digital and TTEC Engage) help brands make every interaction they have with a customer—whether it’s face-to-face, online, over the phone, on social media, or via a mobile app—simple, personal and exceptional!”

Open Remote Jobs: Senior Marketing Analytics Consultant, Campaign Analytics – REMOTE, Technical Support Representative, Customer Service Representative – Work from Home – USA, Data Visualization Analyst | Remote Work, Sales Development Representative & more. 

What Employees Say: “The opportunity to advance within the company is limitless for anyone interested, willing to put forth the effort and are in good standing within their department.” —Current Customer Service Representative

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3. Dell

What They Do: “Dell Technologies is a unique family of businesses that provides the essential infrastructure for organizations to build their digital future, transform IT and protect their most important asset: information.”

Open Remote Jobs: Edge Product Manager (Consultant) – Remote US, Account Executive, Dell Technologies Select – Texas Remote, Senior Core and Transport Network Services Consultant – U.S. remote, Senior Service Delivery Engineer (Azul) – U.S. remote & more.

What Employees Say: “People and customers make this a great place to work. Michael Dell and his executive staff are making great decisions that are helping shape the future of the IT industry. Great work-life balance and ability to work from home is an added bonus.” —Current Product Marketing Manager

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4. Hopper

What They Do: “Hopper is the award-winning mobile app that doesn’t just let you book flights and accommodations from your phone: It also tells you when is the best time to buy. No spam. No ads. No popups. No time wasted. Just the confidence that you’re booking.”

Open Remote Jobs: Travel Agent, Data Analyst, Technical Recruiter, Product Manager, Head of FP&A, Senior Product Manager, Product Designer, Director, Software Engineer & more. 

What Employees Say: “Great people with a wide range of personalities. Hopper is inclusive and interesting with room for anyone who wants to contribute. Fosters genuine friendships and healthy working relationships. You will be pushed to improve constantly and will learn on the fly. Work can at times be demanding, but a flexible culture creates a great work/life balance. Competitive compensation and benefits.” —Current Data Scientist

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Highest Paying Work From Home Jobs

5. Kelly Services

What They Do: “As a global leader in providing workforce solutions, Kelly offers a wide array of outsourcing and consulting services as well as staffing on a temporary, temporary-to-hire, and direct-hire basis.”

Open Remote Jobs: REMOTE Medical Device Customer Service Representative, Contracts Manager- Remote, Collections Representative/Remote Brea CA, Customer Support Representative /Remote, Auto Techinician – Remote & more.

What Employees Say: “The company is very diverse, help is always available, easy to be promoted, the pay is good, work from home.” —Current Employee

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6. Intuit

What They Do: “Our mission is powering prosperity around the world. We build intuitive web, mobile, and cloud solutions that generate more money, more time, and more confidence for 46+ million people. “

Open Remote Jobs: Remote Experienced Tax Preparer Seasonal, Remote Credentialed Tax Accountant, Remote Tax Advisor – CPA, Enrolled Agent or Attorney, Tax Professional – CPA, Enrolled Agent or Attorney – Remote, Credentialed Bilingual Tax Advisor – CPA – Remote & more.

What Employees Say: “Intuit is a wonderful company to work for. They offer competitive pay and several shift options. The management is fair and efficient and the work is enjoyable.” —Current Employee

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7. UnitedHealth Group

What They Do: “We’re a Fortune 5 company on a global mission to help people live healthier lives while improving the health system and expanding access to quality care.”

Open Remote Jobs: Business Solution Manager, Data Analytics – Walnut Creek, CA, Director, Communications & Engagement, Market Performance Partnerships – Walnut Creek, CA, Director, Procurement – Walnut Creek, CA, Director of Value Base Care Analytics – Walnut Creek, CA& more.

What Employees Say: “Great benefits… unlimited opportunity all over the world with the option to work from home. Try them out! You’ll love it!” —Current Recovery Analyst

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8. Trusted Health *Hiring Surge*

What They Do: “We are a team of nurses and innovators that are reimagining how healthcare staffing works! We connect healthcare workers with caregiving facilities around the globe by displacing the recruiter-centric staffing agency with our intelligent matching marketplace.”

Open Remote Jobs: Staff Accountant (Remote), Software Engineer – Mobile (Remote), Software Engineer – Full-Stack (Remote), Manager, Operations Coordination (Remote), HR Generalist, Extended Workforce (Remote), Product Designer (Remote) & more. 

What Employees Say: “Amazing team that is mission-driven and passionate about making a big impact. Growing rapidly and the team has remained very collaborative and transparent.” —Current Employee

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9. Kaplan

What They Do: “With higher education programs online and at campuses, test preparation, and professional training, we’re empowering students.”

Open Remote Jobs: Med Instructor Physiology, Kaplan Med Student Brand Ambassador, Med Instructor Pathology, Kaplan University Partners, Executive Director, Website Strategy & Product, Securities and Insurance Instructor (Part-time), Sr. Analyst, Marketing Technology & more.

What Employees Say: “Work with great people. Transparent leadership. In most roles, you also get to work from home. Good community vibe.” —Current Ops Manager

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10. BroadPath Healthcare Solutions

What They Do: “BroadPath Healthcare Solutions supports payers and providers with specialized services powered by a high-caliber distributed workforce.”

Open Remote Jobs: Licensed Health Insurance Sales Agents – 100% work from home & more.

What Employees Say: “Great job, great people to work with, and good pay for a remote member services position, its the best pay I’ve ever had working from home and I’ve been doing this over 10 years.” —Former Member Service Representative

Interested in these top remote companies? Visit their Glassdoor profile pages to learn more about them and apply while their positions are still available!

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How To Negotiate A Permanent Work-From-Home Arrangement

by , posted in Protectors, Trending

The pandemic changed a lot for workers, including where they work. A study conducted early in the outbreak showed nearly one-third of U.S. workers were working from their homes — and presumably, some of those workers won’t want to return to the office when their employers call them back. “Working from home can provide employees many benefits,” says Ray Luther, executive director of the Partnership for Coaching Excellence and Personal Leadership at the Indiana University Kelley School of Business, “including a much shorter commute time, fewer distractions, and a sense of freedom, that might not come from reporting to an office every day.”

But negotiating a permanent work-from-home arrangement may not be a slam-dunk. Employers have “traditionally worried about employee productivity when working from home,” Luther says, adding some managers may feel they’ll lose control of employees they can’t see in person.

It’s not impossible, though. “Employees who want to make working from home permanent would be wise to put themselves in their employers’ shoes,” Luther says. “What would my employer be concerned about, and how can I show them that those concerns are minimal risks? For most employees, if you can demonstrate high-productivity, accessibility, and still build productive relationships on your work teams, you will have addressed most managers’ significant concerns.” Here’s exactly how you can negotiate a permanent work-from-home arrangement.

Demonstrate your productivity.

To be allowed to continue to work from home, employers will want proof you’re as productive at home as you are in an office. “Quantify and qualify the work you’ve accomplished on a work-from-home trial or mandate,” says Luther. “How productive have you been on your own? How have you worked with co-workers to learn through the new office systems? Where have you helped develop solutions to the challenges that work from home has potentially caused?” You’ll need concrete answers to those questions to convince your manager you can be trusted at home.

Come prepared with proof of your productivity — and kick off your negotiation with hard facts.

Highest Paying Work From Home Jobs

Prepare an action plan.

While you’ve already been working from home, you and your manager may not have collected hard evidence of your ability to do so successfully. If that’s the case, Maureen Farmer, founder and CEO of Westgate Executive Branding & Career Consulting, suggests you develop an action plan that will help your manager assess your ability to work from home over a trial period. Talk to your manager about what milestones he or she would like you to reach during the trial — for example, 90 days — and agree to check-ins during that time to see if you’re on track. “The offer of work-from-home must demonstrate value and benefit to the employer foremost,” Farmer says.

Build trust.

“Once you’ve demonstrated you can be productive, show that your employer can trust you,” says Luther, who adds that most managers’ concerns about employees working from home are rooted in a lack of trust. “How does the employer know they can trust you, and what have you done to demonstrate that trust? Are you accessible when they need you?” Luther asks. “Be prepared to make the case for why they can trust you to deliver even if they can’t see you in the office.”

One way you might demonstrate your trustworthiness is by proposing a communication plan in your negotiation, says Farmer. Such a plan would “lay out the periodic and regular touchpoints with each of [your] colleagues to ensure projects remain on task,” she says. “The communication plan will offer a guarantee that [you] will be available on-demand throughout the day by phone, email, text or message service. The employee must reassure the manager of their availability.”

Show you’re flexible.

It’s important during the negotiation to “listen to your employer’s concerns about working from home and seek to understand any objections,” says Luther. “While these concerns might not be as important to you, they provide clues where you could show flexibility to it doesn’t turn into an all or nothing situation.” For example, perhaps your manager would be more comfortable if you came into the office one day a week or for critical team meetings. “Working from home can provide many benefits for employees, even if it’s only four out of five days per week,” he says.

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4 Ways To Deliver Constructive Criticism Remotely Without Altering Employee Morale

by Edu-Advisor, posted in Protectors, Trending

Managing a team remotely and struggling to communicate constructive criticism? You aren’t the only one. Given COVID-19, more employees and teams are working remotely more than ever, causing an increase in digital communication over in-person interactions in the workplace. Interacting online is causing us to rethink how to work effectively within our teams, including how managers provide feedback to their employees.  Although receiving feedback is critical for career growth and progress, along with expansion and upward mobility within the organization, most employees are hyper-sensitive or frightened to accept constructive criticism. Managers also don’t love to dole out feedback, worry about offending employees, and stifling their morale. Even though most managers don’t like giving feedback, their employees are longing for it. One study published by Harvard Business Review found that more people prefer corrective feedback (57%) to praise or recognition (43%). This is mostly because people believe that corrective feedback does more to improve their performance than positive feedback. While navigating COVID-19, most things will change, including communication mediums, workloads, and more, but providing constructive criticism, shouldn’t be one of those factors that shifts.  See our tips for delivering feedback remotely below.

Establish frequent and casual check-ins. 

Even though remote work lacks the same human connection as the office environment, it’s still essential to establish frequent and casual check-ins. Regularly checking in with your team by Slack, call, or email can help maintain that connection and alleviate common feedback issues. Research shows that managers often inadvertently layer in compliments within their feedback to sugarcoat their criticism, which makes it less helpful for their employees. To combat this tendency, make sure you are consistently providing feedback. Ongoing, casual check-ins prevent resentful feelings, future mishaps, and disagreements, which usually arise in remote work situations. 

Be compassionate. 

Before you critique your colleagues or employee’s work, remember to exercise compassion as it can go a long way toward establishing trust. Since virtual employees don’t have the regular opportunity to read tone or body language, building mutual trust is key to make your feedback more palatable and acceptable. As a solution, utilize the same pleasantries as you would in the office. Taking this approach into account, you may be wondering how to show genuine compassion without coming across as disingenuous. The key is to let them know you are on your employee’s side, even if you have to flag something that they could do better.

Resort to leveraging video conferences for sensitive information. 

When it’s time to deliver constructive feedback remotely, a video or Zoom call is the best alternative to face-to-face syncs. Research studies have found that video calls are just as effective as in-person meetings, as long as you frame the video to capture your body language, not only your facial expressions. In efforts not to misconstrue your written feedback, convey your thoughts to your employee over video. 

Celebrate your employee’s accomplishments. 

As a remote manager, you may be wondering how to praise your employee for their consistently good work performance. 

“For a remote worker who’s performing well, the risk can be that they are not getting enough visibility from their manager or the team. Feeling overlooked and underappreciated, they’re at risk for disengagement and attrition. Research shows that the worry about being “out of sight, out of mind” or of having a fear of missing out (FOMO) can lead to loneliness and isolation in remote workers. It is therefore critical for managers to increase high-performing team members’ social visibility with public recognition, and to reward good work.”  

You can begin to recognize your remote employees by doing the following: 

  • Company email threads to appreciate good work.
  • Sharing messages in public chat rooms. One specific idea is a “Celebrate” channel in Slack, where anyone can give someone else a remote high five—an emoji, GIF, or written comment—for something great or noteworthy that they did.
  • Having a dedicated written space for recognition or gratitude.
  • Create regular time for celebrating ‘wins’ in a team or all-hands meetings.

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6 Ways To Grow In Your Career While Working Remotely

by Edu-Advisor, posted in Trending

Although you might be working remotely, you can still grow and strengthen your career. Even though you may not be in front of your team members and manager, if you’re dedicated to developing your leadership skills, you can openly communicate about the projects that you’re working on, how you’re fostering collaboration among your various teams, and how you’re demonstrating leadership to your teams and management. Here are several ways you can grow in your position, leverage new career opportunities, and make your mark at your organization regardless of working from home.  

Proactively ask for feedback. 

Don’t wait on a structured review to start enlisting feedback from your manager and surrounding teams. 62% of employees feel like their company’s performance review is surface level and incomplete, so get ahead of a structured review process by asking for feedback proactively. Although inquiring about your performance and asking for feedback helps you grow in your position regarding what’s working well and what needs improvement, it also allows you to show your manager that you’re being diligent about evolving in your role. When asking for feedback, be clear about what you would like to know about your work performance, professional development, and projects that you are currently working on. Be sure to provide your manager with time to discuss the feedback presented candidly. 

Work collaboratively among teams. 

Although you’re working virtually, now is the time to work even more collaboratively with team members. Strive to work cross-functionally with team members to gain different perspectives, skills, and contributions to projects and initiatives. By working collaboratively, this will show your teammates that you value what they bring to the table and honor teamwork to achieve a collective goal for the organization. 

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Seek ways to provide value actively. 

Aim to add value in different departments and teams by contributing your expertise, skills, and opinions, when you weren’t asked or expected to do so. When working on a team project, take one step further by researching or sending talking points before a team meeting or brainstorm beforehand. By accepting these proactive steps, you are showing your team and manager that you’re willing to give more to the organization and your role than what’s expected of you. A little extra work goes a long way, especially when you are trying to position yourself as a leader within an organization and team. Showing your boss and team members that you are willing to go the extra mile, even when working from home, can positively impact your growth in your role and as a leader. 

 Improve your written communication. 

When working remotely and virtually, practicing effectively, clear, and concise digital communication is vital. Getting in the habit of consistently writing excellent emails and messages will improve your communication with your team members and help projects go along smoothly. To improve your written communication, make sure your ask is clear and stay away from jargon to limit misunderstandings. 

Expand your contribution holistically.

When a new project isn’t available on your team or practice group, look for roles outside your select team to help you learn and practice new skills and raise your professional capital within your organization. For example, you can partner with a team member to assist them with one of their projects or join your company’s ERG (employee resource group) to strengthen your leadership skills. 

 Prioritize, being a strategic thought leader.  

Take a more strategic approach to the work that you’re producing. Becoming more strategic will help you work smarter and not harder. Developing an impactful strategy is about asking “what” should we be doing differently and figuring out solutions for your work. To hone your strategic skills, spend less time-solving problems and more time defining which problems the group should be solving.

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