&nbsp;There’s a better way to grow. And it’s not the traditional way.It’s about rethinking traditional employment archetypes. Can we progress from an economy built on full time employment habitually enslaved by unemployment fears, to one where individuals have greater autonomy and are self motivated to do work that inspires them? And as a result, &nbsp;benefit the economy as a whole?You can’t own full time employees. But you can build a winning team with talent management companies. As businesses demand more, external talents are emerging as the sure forerunners of an agile workforce. At Chance Upon, we partner businesses to get a head start over competition by creating collaborative work between companies and the right talents.

<h4>References</h4>Mitra Toossi and Elka Torpey, <a target="_blank" rel="noopener noreferrer" href="https://www.bls.gov/careeroutlook/2017/article/older-workers.htm">Older workers: Labor force trends and career options, U.S. Bureau Of Labour Statistics</a>, (May 2017)Audrey Le Guével, <a target="_blank" rel="noopener noreferrer" href="https://www.ilo.org/brussels/information-resources/news/WCMS_645926/lang--en/index.htm">Europe’s ageing population comes with a silver lining, International Labour Organization</a>, (1 Oct 2018)Josh Bersin and Tomas Chamorro-Premuzic, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2019/09/the-case-for-hiring-older-workers#">The Case for Hiring Older Workers</a>, Harvard Business Review, (26 Sep 2019)Zaria Gorvett, <a target="_blank" rel="noopener noreferrer" href="https://www.bbc.com/worklife/article/20191112-how-the-elderly-can-reinvigorate-the-workforce">How elders can reinvigorate the workforce</a>, BBC, (15 Sep 2019)Lori A. Trawinski, <a target="_blank" rel="noopener noreferrer" href="https://www.shrm.org/foundation/ourwork/initiatives/the-aging-workforce/Documents/Age-Diverse%20Workforce%20Executive%20Briefing.pdf">Leveraging the value of an age-diverse workforce</a>, SHRM Foundation Executive BriefingPress Release, <a target="_blank" rel="noopener noreferrer" href="https://www.smartsheet.com/content-center/news/over-90-young-workers-having-difficulty-working-home-survey-finds">Over 90% of Young Workers Having Difficulty Working from Home, Survey Finds</a>, Smartsheet, (22 Apr 2020)Conor Sen, <a target="_blank" rel="noopener noreferrer" href="https://www.bloomberg.com/opinion/articles/2021-02-09/jobs-recovery-leaves-out-older-workers-at-economy-s-peril?sref=UBkQzfj0">Jobs recovery is leaving older workers behind</a>, Bloomberg Opinion, (9 Feb 2021)Jack Kelly, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/jackkelly/2021/02/16/older-workers-are-being-pushed-out-of-the-job-market/">Older Workers Are Being Pushed Out Of The Job Market</a>, Forbes, (16 Feb 2021)

&nbsp;It’s official. The world’s labour force is entering its twilight years.According to the <a target="_blank" rel="noopener noreferrer" href="https://www.bls.gov/careeroutlook/2017/article/older-workers.htm">Bureau of Labor Statistics</a>, a quarter of the US labour force is estimated to be aged 55 and above by 2024. The segment of older workers will also rise in most EU countries to <a target="_blank" rel="noopener noreferrer" href="https://www.ilo.org/brussels/information-resources/news/WCMS_645926/lang--en/index.htm">55% of the overall workforce</a> by 2030. In Singapore, the labour sentiment is similar; <a target="_blank" rel="noopener noreferrer" href="https://www.mercer.com.sg/content/dam/marsh/Documents/PDF/asia/en_asia/Aging_Workforce_Cost_and_Productivity_Challenges_of_Ill_Health_in_Singapore.pdf">40% of the workforce</a> is forecasted to be aged 50 and above by 2030. Some countries are already raising retirement ages to provide older workers with more opportunities to carry on working if they wish to do so.But, are companies willing to hire older workers in an increasingly remote workforce?&nbsp;<h3>Age &amp; Prejudice</h3>While it is true that wisdom and experience come with age, getting on in years can bring some form of trepidation to some, especially if they are making a return to the workforce. And their fears are not unfounded.Firstly, age bias is real. Most believe that older workers come with high salary tags, and that younger workers can do the same job equally well at a fraction of the pay or probably even faster. Furthermore, senior workers over 55 are too close to retirement age for comfort. As such, companies may be reluctant to invest time and resources in training them; preferring to groom someone younger with a longer longevity for career advancement.Secondly, age stereotypes often take the form of skewed or inaccurate impressions of older workers. Many organizations assume that older workers are resistant to change and unable to keep up with the more tech-savvy younger colleagues, who are adept at social media and require little or no training in the field of digital technology. What’s worse, in an increasingly remote work environment, many believe that older hires will neither be able to keep up with nor blend into the trend of remote work.The fact is: we are all thrown into the eventuality of remote work at the same time due to the pandemic. Regardless of individual age, experience or tech-savviness, none of us was fully prepared for a future of remote work accelerated by the coronavirus.A recent survey of professionals commissioned by <a target="_blank" rel="noopener noreferrer" href="https://www.smartsheet.com/content-center/news/over-90-young-workers-having-difficulty-working-home-survey-finds">Smartsheet</a> for example, found that despite being more tech-savvy, over 90% of young Generation Z and Millennial workers had difficulty working from home as a result of the pandemic.But this isn’t to say that the older generation of workers have it any better. Truth be told, according to <a target="_blank" rel="noopener noreferrer" href="https://www.bloomberg.com/opinion/articles/2021-02-09/jobs-recovery-leaves-out-older-workers-at-economy-s-peril?sref=UBkQzfj0">Bloomberg</a>, the number of workers over the age of 55 has plummeted down by 2 million since the start of the pandemic. There can be many reasons for this phenomenon. Belt-tightening measures in corporations may favor hiring a younger person at a cheaper rate over retaining a higher-salaried senior. Mid-level positions are restructured to attract younger workers who aren’t as well paid as their more experienced predecessors. With remote work becoming a norm, companies may prefer hiring younger, less expensive nomad workers instead of forking out a relocation package for an older peer from another city.&nbsp;<h3>The Losing End</h3>Older people are losing their jobs at a faster rate in comparison to the younger generation. If nothing is done to alleviate this, it can spell bad news for the economy. Leaders should be paying attention to retaining senior talents and how to leverage this group of workers who have decades of valuable experiences and skills under their belts - something that the younger generation of workers have yet to accomplish.

<h3>Helping Older Hires Blend Into The Remote Workforce</h3>When it comes to hiring, smart hirers know it’s never about the age. It’s about the experience and talents that one possesses. The reality is that this group of accomplished and competent job seekers come in the form of a more matured generation. The question is: How can we leverage this group of greying but gold workforce? Better yet, how can we help integrate them into the future of work?Here are some ways in which companies can embrace the older talent pool into their remote workforce:&nbsp;<h3>1. Recruit seasoned workers as independent consultants.</h3>The beauty of older talents is that they come with a multitude of experiences in different industries. This makes them great contributors to companies looking for experienced business consultants to add professional value to a specific trade.&nbsp;<h3>2. Engage senior workers as life or business coaches to mentor young founders or entrepreneurs.</h3>Senior workers have worked their way up their careers, often ending up in mid to senior management positions. Oftentimes, their experiences are invaluable to young entrepreneurs looking for real-world advice in growing their own setups.<h3>3. Invite older hires to companies’ leadership programs to mentor and groom younger leaders.</h3>What better way to fuel succession planning than to have wiser, older talents mentor your high-potential employees? Older talents have so much to offer in terms of management skills, communication aptitude, business acumen and empathy. These soft skills are precious commodities in cross-generational mentoring and knowledge transfer.<h3>4. Hire more matured workers on projects that will allow them to really focus on their expertise.</h3>Consider a scenario where you may need a skilled lawyer for an acquisition project. This is an opportunity to hire on-demand the niche skills of an experienced senior M&amp;A lawyer where he can really focus on his craft for the project on hand.<h3>5. Employ older, experienced workers to help SMEs and startups.</h3>This pool of older talents has amassed a wealth of business acumen and experiences, having been through cyclical seasons and having held various roles in their careers. Their experiences will serve them well in helping SMEs and startups.<h3>6. Refresh and add finesse to your multigenerational team.</h3>We are now in a unique space where multi generations are present in the workplace. From Baby Boomers to Gen X, Millennials and Gen Z, this age diversity can be both exciting and challenging. What’s great is that it creates an environment for the different generations to learn from each other. Younger employees pick up business intuition from the older generation and the older employees get reverse mentoring from younger counterparts on utilizing tech skills to manage work in a remote space. These teams may spin off into problem-solving and talent-coaching groups or even evolve into &nbsp;leadership roles within the team.

<h3>Last words: I’m Not Old, I’m A Wisdom Worker</h3>Quite simply, being 55 and above isn’t just an “older worker”. Rather, the term ‘wisdom worker’ may be more apt. Having wisdom workers in your multigenerational team will be one of your organization’s strongest competitive advantages. That is, if companies learn to leverage on their wisdom and unique talent offerings. When that happens, everyone wins.Having said that, here's a question for you: When I’m 55, will you hire me?Are you a mature, senior job seeker excited about your next career adventure? What are your thoughts on staying on or even returning to the workforce? Share with us on our social media platforms.This article may also interest you: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/thinking-of-going-back-to-the-office">Thinking of going back to the office?</a>

<h3 style="text-align:center;">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/25/original/cu-merchandise-tee-shirts.gif?1620036546"></figure>

If you are an employer thinking that remote work revolves only around the younger generation, you will lose some really valuable and experienced talents.

A remote workforce isn’t just about the younger generation. It’s meant for everyone to adapt to, and if ‘work-from-anywhere’ is here to stay, then we all have a part to play in helping everyone through this unprecedented time.

Age bias is already a major challenge. Plus, the future of work is increasingly remote. Does that mean that tech-savvy younger workers are favored over older hires? How can we help the older generation re-enter a new workforce reality?

Hire anytime, hire anywhere. Hire exceptional.

I’m 55. Will You Still Hire Me?

<h4>References</h4>Troy Pospisil, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/forbestechcouncil/2021/04/28/robots-arent-taking-over-the-world-yet---artificial-plus-human-intelligence-is-still-the-best-combo/?sh=3670cc56152c">Robots Aren't Taking Over The World (Yet) — Artificial Plus Human Intelligence Is Still The Best Combo</a>, Forbes, (28 Apr 2021)<a target="_blank" rel="noopener noreferrer" href="https://www.weforum.org/reports/the-future-of-jobs-report-2020">The Future of Jobs Report 2020</a>, World Economic Forum, (20 Oct 2020)Avivah Wittenberg-Cox, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/12/how-companies-can-meet-the-needs-of-a-changing-workforce">How Companies Can Meet the Needs of a Changing Workforce</a>, Harvard Business Review, (18 Dec 2020)Beth Davies, Connor Diemand-Yauman, and Nick van Dam, <a target="_blank" rel="noopener noreferrer" href="https://www.mckinsey.com/featured-insights/future-of-work/competitive-advantage-with-a-human-dimension-from-lifelong-learning-to-lifelong-employability">Competitive advantage with a human dimension: From lifelong learning to lifelong employability</a>, McKinsey &amp; Company, (7 Feb 2019)

&nbsp;Here’s the hard truth. There is no lifetime employment.Before this dims your last ray of light in the wake of a pandemic-stricken workforce , there’s a saving grace: lifetime employability exists.Lifetime employment is not the same as lifetime employability. In the days of the baby boomers, it was normal to work for the same employer throughout one’s career. In fact, it was encouraged for workers to find a job and stick with it till their retirement. Today, people no longer seek the certainty of a single employer. Fueled by the fact that AI and technology will increasingly replace repetitive jobs, the likelihood of lifetime employment seems even more obscure. In a recent ‘<a target="_blank" rel="noopener noreferrer" href="https://www.weforum.org/reports/the-future-of-jobs-report-2020">Future of Jobs Report</a>’, the World Economic Forum estimates that 85 million jobs may be displaced by a shift in the division of labour between humans and machines, while 97 million new roles may emerge across 26 countries by 2025. Half of all workers will require some form of upskilling or reskilling to prepare for the changing job landscape in the next five years. While it is heartening to know that there is an astounding number of new roles, unless we start paying attention to reinventing our skills, we will not have the adequate know-how to fit into the workforce of the future.<h3>Lifetime Employability Versus Lifetime Employment</h3>While employment is to work, employability refers to the skills and abilities that allows one to be employed. Employability has to be worked at. Lifetime employability needs action. It needs continual self-development in specific areas of knowledge, reskilling, upskilling, and in some cases, even necessitating a switch to a different career or branching out into multiple careers. Lifelong employability can best be described as the art of remaining employable for as long as one desires to be a part of the workforce; and it takes adaptability, grit and readiness for this journey.

<h3>Laying The Foundation For Lifetime Employability</h3>Just what does it take to remain relevant and be employable in an evolving world powered by innovation, technology and increasing competition from AI and robots? Well, it takes two to clap. Lifetime employability requires efforts from both organizations and individuals to thrive. Here, we explore 3 key areas that will lay the foundation for achieving lifetime employability.<ul><li>Change in mindset</li></ul>&nbsp;We have to stop believing that there is an end age to retirement. As long as the mind and body is willing, an individual can still continue to work and engage in lifelong learning with gusto and passion. Many abled professionals, when approaching retirement age, realise that they have no desire to retire just yet. These groups of employees are valuable assets and their expertise can be leveraged to consulting or mentoring roles, should their organizations choose to. Individuals, young or old, need to ditch the dated model of lifetime employment and explore the career opportunities that can be found in flexible roles, contract work and the gig economy.<ul><li>Learning is an investment, not an expense</li></ul>&nbsp;When 97 million new roles come to the fore by 2025, are you and I ready to take on some of these jobs? The outcome is probably unlikely if we rest on our laurels and do nothing about our current set of skills. Upskilling and reskilling should be perceived as an investment and not as an expense. These newly created jobs will demand new skills and knowledge and the best time to start preparing for them is right now. The workforce is evolving and the only way to move forward is to start moving.<ul><li>Normalize flexible career options</li></ul>&nbsp;In the last couple of years, it would have been easy to assume that contingent workers have been forced into short-term gigs in response to an economic crisis or the recent Covid-19 pandemic. While that might hold some truth, the reality is that flexible career options are now trending. The economy of today is an on-demand economy and technological advances have accelerated this on-demand trait. Workers are choosing the path of non-traditional work for many other reasons - flexibility in terms of working hours or work arrangements, a want for more varied work, higher pay, more time to spend with family. The idea of being confined to a desk 8 hours a day for 5 work days is beginning to feel stifling to some. Flexible work arrangements such as remote working, flexible work days and hours, allowing employees to take sabbaticals or carving out part-time roles for both men and women in senior management roles are no longer termed as incentives, but viewed as normalcy. Organizations will need to take into consideration the preference for more flexible career paths as employees struggle with responsibilities both at work and at home. Simply asking employees what they want and how they want to be supported for their next phase in their career will give organizations an idea for crafting flexible work arrangements that will work for both company and individual.Organizations that do not take steps to engage the changing workforce may risk losing their valued employees, be unable to attract new talents and, worse, put a halt to any opportunities for growth.Lifelong employability is crucial for long-term survival for both individuals and organizations. Embracing the idea of lifelong employability will help organizations boost their talent quotient and ensure that workers remain relevant in an age that is characterized by a rise in automation. As the cost of smart machines fall over time and their capabilities increase, the question here for individuals is, are you at risk or are you prepared?You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/why-multiple-careers-are-empowering-and-what-this-means-for-organizations">Why Multiple Careers Are Empowering And What This Means For Organizations</a>

Employment is to work. Employability has to be worked at.

Automation is no longer a thing of the future. Half of the activities handled by humans today can be powered by present-day technologies. What does that mean for our employability?

Moving from 'lifetime employment' to 'lifetime employability'

<h4>References</h4>Katie Evans, <a target="_blank" rel="noopener noreferrer" href="https://www.upwork.com/press/releases/third-annual-future-workforce-report">Third Annual “Future Workforce Report” Sheds Light on How Younger Generations are Reshaping the Future of Work</a>, Upwork Press Release, (5 Mar 2019)Eric Rosenbaum, <a target="_blank" rel="noopener noreferrer" href="https://www.cnbc.com/2020/11/17/worst-work-model-of-the-future-its-not-all-office-or-fully-remote.html">The biggest work from home mistakes: Harvard Business School remote expert</a>, CNBC (17 Nov 2020)Dan Marzullo, <a target="_blank" rel="noopener noreferrer" href="https://www.zenefits.com/workest/maintaining-an-employee-handbook-in-the-age-of-remote-work/">Maintaining an Employee Handbook In The Age Of Remote Work</a>, Workest by Zenefits, (24 Apr 2020)Sharon K. Parker, Caroline Knight and Anita Keller, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/07/remote-managers-are-having-trust-issues">Remote Managers Are Having Trust Issues</a>, Harvard Business Review, (30 July 2020)

&nbsp;International borders are closing and reopening every few weeks as the global economy bears the brunt of a virus that is mutating quickly in various parts of the world. Perhaps just as swift as governments’ decisions to close and reopen borders, some companies are equally quick to invest in technology in order to embrace the remote work path. Other more traditional companies may find it a challenge to take up this less conventional work approach.Remote work, however, isn’t new. It's simply accelerated by the coronavirus. The speed at how remote work further evolves will be nothing short of rapid, even after the fine particles of this pandemic settle. Upwork’s “<a target="_blank" rel="noopener noreferrer" href="https://www.upwork.com/press/releases/third-annual-future-workforce-report">Future Workforce Report</a>” reports that 73% of all teams are expected to have remote workers by 2028. As we expect the trend to continue, the remote work phenomenon guarantees a bumpy transition for countless organizations. The way to win at this remote game is to anticipate potential pitfalls in order to safely step over to the other side.

&nbsp;Let’s face it, there will be growing pains resulting from an office decoupling. Some employees will find this new way of working difficult. There will be new technology and collaboration tools to master and, not to mention, inadequate social interactions and frustration at new processes. The list goes on. Unless organizations start laying the groundwork for this future work model, remote work will fail.When making the switch from office to remote work, today’s leaders must pay close attention to these five key areas in order to ensure a successful transition towards remote working.&nbsp;<h3>1. Top executives must be the first to adopt a remote work mindset.</h3>In order for remote work to be successful, the key group of employees supporting the shift towards the ‘work-from-anywhere' model must be the C-suite executives. The reasoning behind this is simple. If the leadership team is still located in a physical building, then middle management will flock there in order to be visible to the bosses. The office should no longer be the command post of power or decision making. It is only when top executives practise remote-first practices that a clear mandate for remote work is understood as the future and taken seriously by everyone in the organization.<h3>2. Develop a handbook on the new remote culture, and share it.</h3>A company’s culture can be described as the values that employees believe in, how they feel about the work they do, where they see the company going and how they are going to get there. When an organization is thrust into a new and unfamiliar way of working, employees will be confused and unsure of what to expect. A company culture built over decades can be lost when the physical workplace is suddenly no more.When an organization gears towards a remote work model, it needs to have its remote culture documented, updated constantly and shared in a handy guide. It is always better to over communicate than to assume that newly-turned-remote-employees are aware of where the company is heading. A handbook documenting the best practices and processes of remote working will help employees continue their work in the most efficient and productive manner. It should cover topics such as how to set up a dedicated workspace, what collaborative/productivity tools to use, how to conduct remote meetings, technical requirements, mental health/wellness and even time management tips. The objective is to prepare employees or new hires to be familiar with challenges and new habits that accompany the dynamics of remote work - allowing them to thrive in an unfamiliar setting and for the organization to operate with uninterrupted efficiency. An organization that fails to do this will risk having their employees repetitively seeking answers everywhere in the wrong places, creating unnecessary interruptions to work processes and resulting in mediocre knowledge sharing.<h3>3. Having the right digital tools and knowing how and when to use them.</h3>Read this: Having digital tools doesn’t guarantee a successful remote work environment. Firstly, you’ve got to have the right tools. Not all communication tools are the same. Some platforms are great for quick exchanges or chit-chat, &nbsp;some work for urgent matters, some for non time-sensitive matters, while others are used for issues that require lengthy discussions and shared access. Use the right channel for communication.Secondly, there must be a consensus on how and when to use such tools. Set boundaries such as availability hours so that communication doesn’t become disruptive to others. Remote collaboration tools come with notifications, which can inundate employees with unceasing pings and end up disrupting their productivity. Create rules around keeping the communication respectful, concise and considerate.<h3>4. Trust that your employees are working.</h3>Top leaders must advocate remote work as real work. To put that bluntly, remote managers must trust their employees to do the job. In a <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/07/remote-managers-are-having-trust-issues">study</a> conducted by Harvard Business Review, 617 workers were surveyed on their experiences while working from home. 34% felt that their supervisors expressed a lack of confidence in their work skills, doubted their ability and whether they had the required knowledge to perform at their jobs. An even larger number of employees felt that they had to be available at all times and are expected to have instantaneous responses, even after work hours. The impact of constantly being monitored can have repercussions on employees’ mental health and work-life interferences. Cut back on unnecessary meetings. Instead, schedule short bi-weekly progress catch-ups to check in and provide frequent feedback to help employees work towards the goals you have set as a team and as individuals. Trust and empower your employees to carry out their duties.<h3>5. Create community bonds to fight isolation.</h3>In a remote setting, employees no longer have physical office hallways or shared pantries to chit chat or have informal conversations, and social relationships can erode and loosen quickly. As executives leading change and transformation for a remote work environment, efforts have to be intentional around building alternative modes of community bonding for all. Whether it is work-related or just getting to know your co-worker better, a sense of community is important for employees’ wellness, morale and confidence. Recreate coffee breaks online, have ‘get-to-know-each-other’ sessions where employees can even pick up a skill or two from each other. Share recipes, exchange plants, swap fashion. Get creative to tighten the bonds and develop a sense of togetherness.While remote work champions workplace flexibility and worker independence, organizations have to work hard at providing the openness, support and infrastructure for this work practice. As it turns out, we have proven that we can accomplish our work from anywhere. &nbsp;Will the future be all-remote or hybrid-remote? It’s still too early to tell. What we do know is that we aren’t going back to the working world that we knew before. The earlier we start investing in the future of work, the surer our returns will grow ahead.Do you have a strategy to win at remote work in your organization? Share them with us on our social media platforms.You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/is-remote-working-for-you-5-questions-to-help-you-decide">Is remote working for you? 5 questions to help you decide.</a>

After all, it is only through a better understanding at how we can fail at remote work, that we are better equipped for its success.

Remote work isn’t all a bed of roses. We highlight key areas that leaders should take note of when transitioning to the future of work, and how to turn them into success strategies to help organizations win at remote work.

Learn the key areas that leaders should take note of when transitioning to the future of work, and how to help organizations win at remote work.

How To Turn Remote Work Pitfalls Into A Formula For Success

<h4>References</h4>Laura Farrer, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for-companies/?sh=48cc0a3f16c8">5 Proven benefits Of Remote Work For Companies, Forbes</a>, (12 Feb 2020)Caroline Castrillon, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/carolinecastrillon/2021/12/27/this-is-the-future-of-remote-work-in-2021/?sh=6c131e921e1d">This Is The Future Of Remote Work In 2021, Forbes</a>, (27 Dec 2020)Kate Lister, <a target="_blank" rel="noopener noreferrer" href="https://globalworkplaceanalytics.com/work-at-home-after-covid-19-our-forecast">Latest Work-At-Home/Telecommuting/Mobile Work/Remote Work Statistics</a> Globalworkplaceanalytics.com, (Mar 2020)Rani Molla, <a target="_blank" rel="noopener noreferrer" href="https://www.vox.com/recode/2019/10/9/20885699/remote-work-from-anywhere-change-coworking-office-real-estate">How Remote Work Is Quietly Remaking Our Lives</a>, Vox.com, (9 Oct 2019)Press Release, <a target="_blank" rel="noopener noreferrer" href="https://www.gartner.com/en/newsroom/press-releases/2020-04-03-gartner-cfo-surey-reveals-74-percent-of-organizations-to-shift-some-employees-to-remote-work-permanently2">Gartner CFO Survey Reveals 74% Intend to Shift Some Employees to Remote Work Permanently</a>, Gartner (3 Apr, 2020)

&nbsp;When Covid-19 hit with full brutality, it forced the world into a global workplace experiment around remote working. Interestingly, remote working has shattered age-old skepticisms and is proving to be <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for-companies/?sh=48cc0a3f16c8">actually beneficial</a> for knowledge-based organizations. While remote work has led to a greater physical distance between people and their work environments, this distance is now bridged by technologies focused on collaboration and communication, to the extent that one need not be physically present in the office to complete a task.The future of work is undoubtedly gearing towards remote work, not so much by choice but accelerated by the impact of the pandemic that pummelled the world over a year ago. According to <a target="_blank" rel="noopener noreferrer" href="https://globalworkplaceanalytics.com/work-at-home-after-covid-19-our-forecast">Global Workplace Analytics</a>, it is estimated that 25-30% of the workforce will be working from home most days of the week by the end of 2021. By 2025, some 70% of the workforce will work remotely at least five days a month. Consider a recent <a target="_blank" rel="noopener noreferrer" href="https://www.gartner.com/en/newsroom/press-releases/2020-04-03-gartner-cfo-surey-reveals-74-percent-of-organizations-to-shift-some-employees-to-remote-work-permanently2">Gartner CFO survey</a> which found that 74% of companies plan to permanently shift employees to remote work post COVID-19. That’s telling of the future of work.For now, most people still have a choice between the cushy office and the comfortable home for their work environment. Perhaps some of us are already experiencing a blend of both. For those who are thinking about ditching office desks for remote working, it is pertinent to note that while remote working may well define the future of work, it might not be everyone’s cup of tea. It may be tempting to conjure up a 100% remote schedule with a ‘work-anywhere’ attitude, but unless you can answer a resounding yes to the below questions, hold on to your desks first.&nbsp;<h3>Question 1: Are You Able To Work Alone?</h3>This is not a trick question. The reality of remote working is working alone most of the time. And to be a remote worker, this is probably the first prerequisite. Even if you work in a coworking space or at a cafe, chances are that you will likely be working alone by yourself, albeit with colleagues who are online. For most introverted people, this is a godsend. No incessant (and unnecessary) office banter, no disruptive last minute meetings, no impromptu discussion sessions. Some extroverted people may find this tough, as they enjoy the office buzz and thrive on being in the centre of social activity. This doesn’t mean that extroverted people aren’t able to work alone, they just have to learn how to manage feelings of isolation or even loneliness. Thankfully, with the flexibility of remote work and telecommuting technology such as Slack, one can fix that by being intentional about making time for social activities.<h3>Question 2: Are You Technologically Adept?</h3>Truth be told, you can’t really go remote if you are a technophobe. You’ll find it hard to collaborate with remote colleagues without the right tools for communication. The good news is that communication technology these days are easy to use. If you are curious and willing to invest time in learning how to harness the potential of such technology, then you might find that working remotely will be a great fit for you.<h3>Question 3: Are You Self-motivated?</h3>Let’s face it. Remote working isn’t a bed of roses. Sure, you have that extra hour in bed as there’s no need for commute time to the office. But that doesn’t mean you should laze in or log on in your pyjamas. That might sound comfortable, but it might be too comfortable. Or you might be tempted to open another tab on your computer for some harmless online shopping while you are working. After all, you’re in the comfort of your own kitchen with no boss in the vicinity. The trouble is: if you allow yourself to slip into these comforts, then self-motivation will take a backseat. And we know where that’s going - a lazy driver should never be behind the wheel.<h3>Question 4: Can You Create A Dedicated Workspace?</h3>Remote working, especially if you are working from home, blurs the line between office and home. As good as working-from-home sounds, it can come with many distractions. Screaming children, seniors demanding attention, neighbours dropping by, dirty laundry and dishes that need cleaning. It is important to communicate clearly with family members that just because you’re home doesn’t mean you are available. Create a workspace in the home where you can be undisturbed or head to a coworking space where you can focus on work. Draw some boundaries and keep that line intact for your sanity.<h3>Question 5: Can you maintain a healthy work-life balance?</h3>One of the perks of remote working is that you can work anywhere. But if it is too easy to fire up a laptop and work from anywhere in the house, even in bed; then you’re just signaling to your brain that the bed is a place for work. Eventually, it will be hard to convince your brain that the bed is for rest.Too many people fall prey to working overtime as a remote worker. The flexibility of remote work, if unmanaged, can turn work hours into endless work nights. It is all too easy to compensate for lost daytime hours by working overtime (aka after the children’s bedtime). Develop a clock-out system, and abide by it.&nbsp;<h3>Are You Making It Work?</h3>At the end of it all, it’s probably not about whether remote working is for you. Rather, can you make remote working work? It takes a whole lot of self-drive, motivation and minimal tolerance for distractions. But, don’t be too quick to dismiss the idea entirely. Remote working is one of those things that you have to try in order to decide if it’ll work for you. &nbsp;If you are looking for remote positions, <a href="mailto:hello@chanceupon.co">drop us a line</a> or <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/apply-as-a-talent">apply as a talent here</a>.Have any great work-from-home tips to share with us? Drop your comments on our social media platforms.Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/if-the-future-is-remote-work-will-work-life-balance-thrive-or-suffer">Can we set better boundaries around remote work?</a>

No longer a remote concept, remote working is increasingly embraced by organizations and individuals in the aftermath of the coronavirus. But, is it for you?

Is Remote Working For You? 5 Questions To Help You Decide.

<h4>References</h4>Bobbi Thomason and Heather Williams, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/04/what-will-work-life-balance-look-like-after-the-pandemic">What Will Work-Life Balance Look Like After the Pandemic?, Harvard Business Review</a> (16 Apr 2020)Chew Hui Min, <a target="_blank" rel="noopener noreferrer" href="https://docs.google.com/document/d/1lPNosseGmJUJLoKNvvzI4IkWDKUAP-9O59TXFMYe8eo/edit?ts=6066aff2#heading=h.z20y38rnj4fw">Work in office, from home, or both? Hybrid work has potential and pitfalls, say experts</a>, Channel News Asia (26 Sep 2020) &nbsp;Arran James Stewart, <a target="_blank" rel="noopener noreferrer" href="https://enterprisersproject.com/article/2020/9/remote-work-3-tips-work-life-balance">Remote work: 3 tips to regain your balance</a>, The Enterprisers Project (11 Sep 2020)Dave Cook, <a target="_blank" rel="noopener noreferrer" href="https://theconversation.com/remote-working-the-new-normal-for-many-but-it-comes-with-hidden-risks-new-research-133989">Remote working: the new normal for many, but it comes with hidden risks – new research</a>, The Conversation (19 Mar 2020)Philippa Fogarty, Simon Frantz, Javier Hirschfeld, Sarah Keating, Emmanuel Lafont, Bryan Lufkin, Rachel Mishael, Visvak Ponnavolu, Maddy Savage and Meredith Turits, <a target="_blank" rel="noopener noreferrer" href="https://www.bbc.com/worklife/article/20201023-coronavirus-how-will-the-pandemic-change-the-way-we-work">Coronavirus: How the world of work may change forever</a>, BBC Worklife (23 Oct 2020)

&nbsp;Before the pandemic, the idea of remote work conjured up a picture-perfect image of work-life balance. For the average office worker, working remotely meant there was no need to jostle with commuters all trying to get to the office at the same time. The time saved on a long commute potentially adds precious hours back into one’s day, offering more time to do the things one enjoys.People who choose remote work recognise how its flexibility can benefit their lifestyles and give them the work-life balance and freedom that they desire. After all, it all boils down to how one sets up an ideal ‘remote office’ to manage work around daily activities, with little or no distractions.&nbsp;<h2>Is Remote Work Encouraging A Culture Of Overwork In This Pandemic?</h2>But this wasn’t the case for the millions of people forced to work from home for the first time due to the pandemic. The ideal work-from-home scenario was far from perfect. The loss of social interactions further took its toll as people struggled to navigate around this new era of worklife. Children were home all the time and some even needed help with online learning. Internet speed at home was inconsistent and erratic. Partners were also working within the same space. Without warning, the hours saved from long commutes have suddenly turned into endless email replies and countless zoom meetings.

&nbsp;A local <a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/singapore-working-from-home-office-covid-19-13143976?cid=h3_referral_inarticlelinks_24082018_cna">survey</a> conducted by human resources tech firm EngageRocket found that the top three work-from-home challenges were not having the resources they had in the office, space constraints or distractions and (hardly surprisingly at all) longer working hours than usual.The fact that we can be connected to work all the time becomes both a blessing and a curse. This growing expectation to be both available and responsive 24/7 is threatening to undo any possible hope of work-life balance, unless individuals and organizations alike do something about it.&nbsp;<h2>How You Can Establish A Healthy Remote Work Environment For Yourself</h2><h3>Tip 1: Time Your Tasks &amp; Stick To Them</h3>As Mark Twain once said: “If the first thing you do in the morning is to eat the frog, then you can continue your day with the satisfaction of knowing that this is probably the worst thing that will happen to you all day.” Author <a target="_blank" rel="noopener noreferrer" href="https://www.briantracy.com/blog/time-management/the-truth-about-frogs/">Brain Tracy</a> calls this “eating your frog”, where your frog is your most important task and it should be tackled first thing in the morning. While we can’t always control our work schedules, we can set time aside for priority tasks. More importantly, stick to your plan. List the primary tasks you need to complete for the day or week. Rather than depleting energy on secondary tasks, use your energy to accomplish the most difficult tasks of the day. You’ll realize that the other smaller tasks will seem much easier to handle. &nbsp;<h3>Tip 2: Walk Away</h3>Walk away and have that break. Schedule your meal breaks and have them without guilt. Just as you would an hour of lunch break in the office, make sure you take your meal breaks away from your devices and just focus on enjoying your meal. &nbsp;Resist the urge to reply to that one email or whatsapp message, whether you are in the middle of something or going off for a break. Unplug yourself from the unrealistic expectation that every single correspondence needs to be replied instantaneously. Our brains need unplugging in order to recharge. &nbsp;<h3>Tip 3: Make ‘Me-Time’ A Priority</h3>Set aside time for self-care. Prioritize time for exercise, meditation, coffee breaks, hobbies - anything that will relax your mind and body and prepare you with the energy, peace and joy for tackling your daily tasks. You will be surprised at how much better your body will respond and cope with stressful situations when treated positively and with care.&nbsp;<h2>How Organizations Can Support Remote Work Arrangements</h2><h3>1. Deconstruct Work Into Asynchronous Projects</h3>Previously, the office was a place where people came in altogether to coordinate and synchronise their work. Now with remote and hybrid work arrangements, much thought has to go into rethinking how work should be designed so that they can be done independently, without the physical need for coordinating simultaneously with others in the office. The idea of ‘deconstructing’ work into asynchronous projects allows the true flexibility of remote work. For example, if someone needs to attend to personal matters such as caring for their children during work hours, they have the autonomy to work at say, a later time.<h3>2. Choose Quality Work Over Quantity Of Work</h3>For decades, the office fell prey to the notion that more face time equates to higher employee productivity. Employees who were the first to arrive at work and the last to leave were deemed as better employees than those who leave on time. Now that remote work has landed a foothold in this new work era, organizations should stop rewarding the longer workday over a more productive workday. Instead, value the creative ideas that are put forth rather than acknowledging face time at the workplace, be it physical or virtual.<h3>3. Regaining The Balance</h3>The collapse of work-life boundaries cannot be ignored. Efforts to regain the balance will have positive implications on mental, physical health and long term economic success. This is a task that must not be left to individual employees to manage, but a concerted effort by organizations that value employees’ well-being over performance. Only then will we be able to triumph over this pandemic with healthier, happier employees and more competent organizations.Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/thinking-of-going-back-to-the-office">What to expect of the future office.</a>

<h3 style="text-align:center;">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/24/original/cu-merchandise-tee-shirts.gif?1618218804"></figure>

As the line between work and personal space blurs, people are lamenting that they are working way beyond their official work hours.

As the world adjusts to remote work as the new norm, will it contribute to work-life balance or will it encourage a culture of overwork? Can we set better boundaries around remote work?

As the world adjusts to remote work as the new norm, will it contribute to work-life balance or will it encourage a culture of overwork? Find out more.

If The Future Is Remote Work, Will Work-Life Balance Thrive Or Suffer?

<h3 style="text-align:center;">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/23/original/cu-merchandise-tee-shirts.gif?1616039725"></figure>

&nbsp;There’s a better way to grow. And it’s not the traditional way.It’s about rethinking traditional employment archetypes. Can we progress from an economy built on full time employment habitually enslaved by unemployment fears, to one where individuals have greater autonomy and are self motivated to do work that inspires them? And as a result, &nbsp;benefit the economy as a whole?You can’t own full time employees. But you can build a winning team with talent management companies. As businesses demand more, external talents are emerging as the sure forer

<h4>References</h4><a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/business/covid-19-google-flexible-work-week-september-2021-13768892">Google delays return to office to September 2021, eyes 'flexible work week': Report</a>, Channel News Asia (14 Dec 2020)Ryan Jenkins, <a target="_blank" rel="noopener noreferrer" href="https://www.entrepreneur.com/article/352621#:~:text=In%20fact%2C%2083%20percent%20of,to%20communicate%20via%20instant%20message.">How to Improve Communication Between Generations in the Workplace</a>, Entrepreneur Asia Pacific (6 Jul 2020)Ron Carucci, H<a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/07/how-to-prepare-yourself-for-a-return-to-the-office">ow to Prepare Yourself for a Return to the Office</a>, Harvard Business Review (6 Jul 2020)Jena McGregor, <a target="_blank" rel="noopener noreferrer" href="https://www.washingtonpost.com/road-to-recovery/2021/01/03/rtr-officetrends/">Six ways your office will be different in 2021, assuming you ever go back to it</a>, The Washington Post &nbsp;(30 Dec 2020) &nbsp;<a target="_blank" rel="noopener noreferrer" href="https://www.servicenow.com/content/dam/servicenow-assets/public/en-us/doc-type/other-document/servicenow-gen-z-and-the-future-of-work-research.pdf">Gen Z &amp; The Future Of Work</a>, ServiceNow (2019)

&nbsp;“I actually miss going back to the office.” The lament - &nbsp;ironically coming from the scores of employees who once wished they could work from the comfort of their own homes. After a year of work-from-home arrangements arising from the spread of the coronavirus, the world’s attitudes around working from home are finally changing. But while companies are beginning to see the benefits of remote working, employees are yearning for life back in the office. Why is this irony happening? Do people really miss the office?&nbsp;<h2>Getting Out Of The House Versus Getting Back To The Office</h2>For decades, the office represented the daily grind. Eight or more hours of hair-tearing work, some pantry chatter, endless meetings and a torrent of email tasks waiting to be completed. The home was naturally a sanctuary of respite from another all-consuming day at the office. When the coronavirus turned our lives upside down, it also tipped the scales on our work and lifestyles. Efforts to work in a home-office with screaming toddlers, a heap of unwashed laundry and household chores turned the office image into a one reminiscent of a quiet library.

&nbsp;Working parents want their children back in schools and childcare facilities. They want to get out of their houses and perhaps have that after-work drink or two and a social life. They want to exit their parents’ homes and regain some ‘out-of-office sanity’. The office suddenly seemed to be the place where one can feel a little more in control.&nbsp;<h2>But The Office Will No Longer Feel Familiar</h2>Even as vaccines roll out and the possibility of office reopenings nears, the average employee will likely experience a ‘workplace culture shock’ back in the office. A return to their work desks will no longer feel the same. With masks and social distancing rules, fragmented teams, hot desking and staggered workdays; the transition back to the office may well be foreign, to say the least.&nbsp;<h2>What To Expect For The Future Office</h2>What can we expect in the 2021 office? For companies eager to reopen offices, here are some trends to watch to help organizations better manage a hybrid workforce that looks set to stay.<h3>Trend #1: Working from home will continue indefinitely</h3>The eight-hour, five days a week schedule will slowly depart, while working from home will become a norm. Organizations have now experienced that home-based and remote work can achieve just as much success as work done in the office. <a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/business/covid-19-google-flexible-work-week-september-2021-13768892">Google</a> has further extended its work-from-home arrangements this year, as they test a hypothesis that a flexible work schedule model will bring about greater productivity, collaboration and well-being for employees.Under its pilot plan, employees will be expected to spend at least three ‘collaboration days’ in the office, and the rest of the time working from home. It is imperative for organizations to start thinking about what is expected of employees as they embark on similar flexi-week arrangements. What will you do with those valuable ‘collaboration days’ that employees are present in the office? Which meetings will be essential and how long should they be? Which meetings can be virtual? Which departments or key personnel will need face-to-face meetings to yield productive outcomes?<h3>Trend #2: The office space will become a social place.</h3>Ironically, the pandemic has made us crave human interaction - at a time when it is globally discouraged. But what people miss most is people. Even a day a week in the office is vital for team togetherness. People look forward to bumping into each other at the corridor, having water-cooler conversations and idle chit chats that could lead to eureka ideas. The new breed of offices need to reflect that.While we may now shun the open office layout, total isolation pods aren’t solutions either. Employees will be expected to work closely with their teams as they return to the office and office configurations will need to be reshaped into creative, larger discussion zones with dividers for privacy and modular furniture for seating. Expect to see more lockers too as employees will no longer be bound to their assigned cubicles.<h3>Trend #3: Employees will demand a hybrid workweek</h3>While employees crave human interactions back in the office, they are also enjoying the freedom to work remotely on their own terms. Marrying the two will prove a challenging task for most organizations. As employees slowly flock back to the office after a year of remote working, there will be an incremental desire to have a hybrid workweek; dividing time spent between working in the office and at home.Companies should equip their offices to support hybrid working with the right technology; creating safe work zones and adopting new ways of working to maintain productivity, morale and collaboration.<h3>Trend #4: Part time arrangements will prevail</h3>For many working parents with children, most are struggling to fit work into a mad schedule that includes meal preparations, virtual learning for children and school transport arrangements. Parents are increasingly stressed, especially if they are without caregiving help.Companies will need to be prepared to embrace part time arrangements for valued employees as this may just be the retention tool to keep their best hires within the organization.<h3>Trend #5: Engaging the Gen Zs</h3>As Gen Zs enter the workforce, they bring with them a digital fluency as they grew up with technology. Thus, they expect technology at work to be simple and easy but they also want a human-touch work experience. In a research ‘<a target="_blank" rel="noopener noreferrer" href="https://www.servicenow.com/content/dam/servicenow-assets/public/en-us/doc-type/other-document/servicenow-gen-z-and-the-future-of-work-research.pdf">Gen Z’s and The Future Of Work</a>’, it found that 83 percent of Gen Z workers prefer to engage with managers in person, but 82 percent of managers assume their Gen Z employees prefer instant message communication.Another disconnect revealed that 57 percent of Gen Z want to receive feedback several times a week, yet only 50 percent of managers provided frequent feedback. Companies should listen and create a workplace environment that will suit the needs of this new generation, leveraging technology to simplify their work and help managers become active leaders in growing this younger workforce.2020 was a year of unprecedented change. 2021 may well be a year of collaboration, connection and creativity, all while maintaining good social distancing etiquette.Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/here-s-a-smarter-way-of-hiring-and-it-isn-t-permanent">Is there a magic formula for smarter hiring? Learn about the ‘hybrid approach’ for a leaner, more nimble and flexible organization.</a>

Truth is, people don’t really want to get back to the office. They want to get out of their homes. They want to get back to ‘organized mess’.

When this coronavirus goes away, can the office make a comeback? Even if it does, what changes can we expect to see?

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