<h3 style="text-align:center;">There’s a better way to grow. And it’s not the traditional way.</h3><p style="text-align:center;">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?</p><p style="text-align:center;">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.</p>

<h4><span style="color:hsl(0,0%,60%);">References</span></h4><p><a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/bryanrobinson/2022/02/01/remote-work-is-here-to-stay-and-will-increase-into-2023-experts-say/?sh=54d5bc9d20a6"><span style="color:hsl(210, 75%, 60%);">Remote Work Is Here To Stay And Will Increase Into 2023, Experts Say</span></a>, Forbes (1 Feb 2022)</p><p><a target="_blank" rel="noopener noreferrer" href="https://tenspot.com/about/newsroom/press-releases/new-survey-reveals-managers-want-remote-worker-management-training/"><span style="color:hsl(210, 75%, 60%);">Ten Spot Survey Reveals Managers Play a Role in The Great Resignation, as Nearly Half of Workers Have a Manager or Team Lead that Makes Them Want to Quit</span></a>, Ten Spot (24 Jan 2022)</p>

<p>As the world enters its third year of coexisting with the coronavirus, remote work has flexed its muscles and found a deserving spot in the corporate world. <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/bryanrobinson/2022/02/01/remote-work-is-here-to-stay-and-will-increase-into-2023-experts-say/?sh=54d5bc9d20a6"><span style="color:hsl(210, 75%, 60%);">Experts are predicting that remote work will increase into 2023 and beyond</span></a>. Employees are now embracing work-from-home-or-anywhere situations, probably much more than most employers.</p><p>While we may have come to terms with working remotely, some leaders still struggle with managing remote teams. Managers are seeking more help in remote worker management, according to a recent <a target="_blank" rel="noopener noreferrer" href="https://tenspot.com/about/newsroom/press-releases/new-survey-reveals-managers-want-remote-worker-management-training/"><span style="color:hsl(210, 75%, 60%);">survey</span></a> conducted by Ten Spot, a workforce engagement platform. &nbsp;Nearly 8 out of 10 managers say they need training to be better managers for remote and hybrid work, and almost half of the managers surveyed find it more difficult to manage people remotely. This may sound a little dismal, but the good news is that most remote leaders are aware of shortcomings in their management style.</p>

<p>&nbsp;</p><p>Bad management is usually a result of bad habits left unchecked. If you’ve noticed you are exhibiting signs of the below sins, it’s time to avoid these mistakes that are preventing you from remote management success.</p><p>&nbsp;</p><h3>1. Failing to train your team for virtual work</h3><p>Let’s face it, not all of us are equipped with the skills and knowledge for working remotely. It took conglomerates and companies over two years of the pandemic to prepare for the reality of virtual work, and most of us are still work in progress. Training teams for remote work is a priority. Have team members create a list of skills they feel they require to succeed at remote work. This can be anything from Zoom skills to using collaboration or communication channels to personal development. Help your employees close skill gaps to make remote work, work for everyone.</p><h3>2. Mistaking communication tools for communication needs</h3><p>With so many online communication tools available for remote work, managers sometimes fall into the trap of thinking that they are doing a good job of communicating with employees simply because communication tools and apps are in place. They fail to realize that in the absence of physical proximity, regular check-ins or one-on-one interactions are necessary to ensure that team members are aligned on tasks and priorities. Remote work doesn’t mean lesser communication with employees. Frequent and regular communication becomes even more important. Communication need not always revolve around work. Take time to ask about your employees and find out how they are coping in their daily lives.</p><h3>3. Ignoring the emotional and mental well-being of employees</h3><p>The world has struggled with trying to deal with a raging pandemic for the past two years and it is more important now than ever to create a safe space where employees can talk about their emotional health and life stressors. Remote managers must take the lead in such conversations by checking in on employees’ well-being and what stresses them. The adage ‘out of sight, out of mind’ is highly detrimental in a remote work environment. Managers must create social opportunities to connect personally with employees so that they feel supported at work at all times. &nbsp;Engaging external coaches can also greatly support the growth of remote employees. Skilled coaches act as a conduit between employees and managers, providing constructive feedback and training to support dispersed teams and elevate team performance.</p><h3>4. Not trusting employees to do the job</h3><p>Are you one of those managers who constantly checks in on your employees, not to find out how they are doing but, rather, to demand the status of the job at hand? Consider this one of the deadliest sins if you do. As the workplace shifts towards remote working, many managers who thrive on control may experience a loss of control in virtual workplaces. This may result in them not trusting employees to do the job. Micromanaging hinders effective management and worse, undermining your direct reports’ work abilities is akin to saying they are not good enough for their roles.</p><h3>5. Expecting employees to be readily available all the time</h3><p>One’s online presence is a terrible indicator of anyone’s productivity (or presence) in a virtual workplace. If you catch yourself constantly checking the online status of your direct reports, you really ought to be doing something more worthy of your time. Also, it is unreasonable to expect employees to be on ‘standby’ mode all the time simply because they are easily accessible via various communication channels. This creates unnecessary stress and exhaustion for both manager and employee. Managers need to understand the challenges of working from home and create and respect scheduled work hours. Trust that employees can be productive without being constantly monitored.</p><h3>6. Expecting all meetings to be ‘face time’</h3><p>We understand that working remotely means there are lesser opportunities to get to see your team members. However, that doesn’t mean that every meeting necessitates a video meeting. Zoom fatigue is real, and there is nothing more exhaustive than being on countless virtual “update meetings” amidst a full day of work. Encourage short coffee mornings for updates, or use Slack messaging, emails, or quick calls as more productive alternatives.</p><h3>7. Failing to unify remote teams</h3><p>Having remote teams doesn’t mean that team building isn’t necessary. When team members aren’t physically together in the same office, team spirit can quickly erode. As a remote team leader, your role is to unify your team and provide opportunities to connect and engage outside of work. Take the effort to know each of your team members personally and create opportunities for everyone to get to know one another. Organize casual, fun activities like fitness challenges, online cooking sessions, meal gatherings, or anything that will ensure everyone has a good time.</p><p>Any of these management sins can result in major negative consequences such as toxic work culture, high turnover rate, disengaged teams, and problems attracting and retaining top talent. For remote leaders to successfully manage remote teams, your role is to build the support systems that will help remote teams thrive, with the added assumption that the physical office may never come back. &nbsp;</p><p>As the future of work shifts towards hybrid and remote, we highlight key areas to help leaders win at remote work. Check out this article on <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/10/how-to-turn-remote-work-pitfalls-into-a-formula-for-success"><span style="color:hsl(210, 75%, 60%);">How To Turn Remote Work Pitfalls Into A Formula For Success</span></a></p>

<h3 style="text-align:center;"><span class="text-small">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</span></h3><figure class="image image_resized" style="width:55.37%;"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/25/original/cu-merchandise-tee-shirts.gif?1620036546"></figure>

There is no greater remedy than a good dose of self-awareness in management style.

Remote work, virtual teams, working from home. These aren’t new anymore, but it doesn’t mean that we no longer face challenges as remote managers. 

Hire anytime, hire anywhere. Hire exceptional.

7 Deadly Sins Of The Remote Manager

<h4><span style="color:hsl(0,0%,60%);">References</span></h4><p><a target="_blank" rel="noopener noreferrer" href="https://learnmore.monster.com/future-of-work-report"><span style="color:hsl(210,75%,60%);">The Future Of Work</span></a>, Monster 2022 Global Report <span style="color:hsl(0,0%,60%);">(2022)</span><br><a target="_blank" rel="noopener noreferrer" href="https://cdn2.hubspot.net/hubfs/378546/empathy-2019/2019%20Empathy%20Exec%20Summary/businessolver-2019-workplace-empathy-executive-summary.pdf"><span style="color:hsl(210,75%,60%);">2019 State of Workplace Empathy</span></a>, Businesssolver Executive Summary <span style="color:hsl(0,0%,60%);">(2019)</span><br>Sharon K. Parker, Caroline Knight, Anita Keller, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/07/remote-managers-are-having-trust-issues"><span style="color:hsl(210,75%,60%);">Remote Managers Are Having Trust Issues</span></a>, Harvard Business Review, <span style="color:hsl(0,0%,60%);">(30 July 2020)</span><br>Alfredo Atanacio, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/theyec/2020/08/18/how-to-be-a-successful-remote-manager/?sh=71ffe87f4814"><span style="color:hsl(210,75%,60%);">How To Be A Successful Remote Manager</span></a>, Forbes <span style="color:hsl(0,0%,60%);">(18 Aug 2020)</span></p>

<p>“Hey, got a minute?”</p><p>“Yeah. Sure.”</p><p>Careful not to knock over my Starbucks latte that was sitting precariously at the edge of my desk; I leaned over, rattled off some questions, and got my answers from the product lead. Just as I was about to reach for my coffee, the intercom buzzer rang. It was the boss, wanting a status update on our marketing campaign. I hurriedly scribbled some notes on my pad before heading into her office.</p><p>Familiar? I didn’t make this up. This scene is a page from my days back in the office. Those days, the office was easy to navigate. Any question could be answered quickly, simply by popping over to a colleague’s desk. Everyone was at their desks, like sitting ducks stuck between curious colleagues and enquiring bosses. And for the on-site manager, it was easy to see what was going on in the office - until the arrival of an unknown virus.</p><p>Departments scrambled and everyone took shelter behind zoom meeting screens, leaving the office behind. The manager now finds that supervising a remote team is alot harder than it seems, because no one is in actual sight. And it’s hardly surprising, as most of us were thrown into remote mode unprepared, and unready.</p><p>Add to that the demands of managing direct reports from different geographies and time zones, and the job gets even more challenging. While it’s true there are apps and tools to help make the transition easier, that too takes some learning. Managing remote teams requires new skills, and <a target="_blank" rel="noopener noreferrer" href="https://learnmore.monster.com/future-of-work-report"><span style="color:hsl(210,75%,60%);">soft skills</span></a> remain a key priority for employers in 2022 in a recent global report.</p>

<p>&nbsp;</p><p>In a traditional office setting, management style tends to take the form of a top-down, hierarchical structure. In remote management, transparent communication takes the lead. As it turns out, emotional intelligence is a soft skill all modern remote managers need to possess in order to build a support system for remote teams. And empathy, transparency and trust are emerging as strong traits of great remote leaders.</p><h2>&nbsp;</h2><h2>How To Be A Successful Remote Leader</h2><h3>1. Exercise empathy and sensitivity</h3><p>Empathy and sensitivity go a long way toward building a foundation of trust. A 2019 <a target="_blank" rel="noopener noreferrer" href="https://cdn2.hubspot.net/hubfs/378546/empathy-2019/2019%20Empathy%20Exec%20Summary/businessolver-2019-workplace-empathy-executive-summary.pdf"><span style="color:hsl(210,75%,60%);">survey</span></a> concluded that 82% of employees would "consider leaving their job for a more empathetic organization," while 78% would "work longer hours for a more empathetic employer."</p><p>In a physical office, managers have instant access to direct reports; and in-person interactions make it easy to identify who needs support. But when we move everything to a virtual world of calls, messages, emails and Zoom meetings, recognizing when individuals need help becomes an uphill task. In a remote setting, managers need to be proactive in asking direct reports how they are and pick up any cues of employee disengagement, frustration, burn-out or anxiety. When approaching issues such as mental health, managers have to be sensitive toward, and supportive of, individuals who are experiencing anxiety or depression. By showing empathy and providing a safe space for them to talk about their problems, employees know that they are supported and not alone.</p><h3>2. Encourage open, honest communication</h3><p>A remote leader who is transparent in his communication and encouraging of his direct reports to do the same will empower employees to interact without ambiguity, and ensure that both manager and employees are on the same page. Having open discussions with direct reports on communication and work styles are equally important. Without which, working relationships can quickly deteriorate. For example, daily project updates which may be perceived as proactive “check-ins” by the remote manager may be viewed as micro-management from the employee’s view and this can quickly erode trust in relationships.</p><p>When it comes to the sensitive topic of feedback, great managers go out of their way to make feedback timely, constructive and safe. Giving and receiving feedback in a remote situation doesn’t make it any less challenging. But it can be made easier if managers ask for employees’ preferred feedback styles and make feedback sessions frequent rather than the one-off annual appraisals. When safe spaces for feedback are created and adapted to employees’ preferred styles, feedback conversations become open, honest and constructive.</p><h3>3. Learn to trust your employees</h3><p>The foundation of all relationships is trust. In dispersed teams, a culture of trust becomes even more important in order to build effective and productive teams. Trust is a two-way street, and stewards of remote work understand that when they trust their team to do the right thing, the team will return it. When a manager encourages mistakes rather than exercising a tight rein over employees, teammates partake in decisions, take risks and feel valued and empowered to find creative solutions, thereby increasing productivity.</p><p>As inspirational speaker Simon Sinek puts it: “When we tell people to do their jobs, we get workers. When we trust people to get the job done, we get leaders.”</p><p>Effective remote managers help teammates thrive through these actions:</p><ul><li>Have faith in the team’s ability to perform autonomously</li><li>Focus on adapting to employees' workstyles instead of macro or micro-management</li><li>Encourage employees to make mistakes and take risks as that leads to learning opportunities and growth</li><li>Share their own weaknesses and mistakes with the team and lead with empathy</li><li>Prioritize quick check-ins when needed rather than insisting on obligated daily status updates</li><li>Regularly ask for open feedback on work processes</li><li>Create a safe space for work concerns or non-work-related problems</li><li>Believe in taking the extra time to know employees on a personal level</li><li>Take breaks and encourage others to prioritize their well-being</li><li>Measure productivity by results rather than eye-balling active ‘online’ statuses</li></ul><p>A remote team doesn’t mean out of sight, out of mind. Managing a remote team involves a great dose of trust and an even keener focus on the team’s priorities and needs. The key is to establish a solid support system around your team, no matter how dispersed they may be.</p><p>You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/10/how-to-turn-remote-work-pitfalls-into-a-formula-for-success"><span style="color:hsl(210,75%,60%);">How To Turn Remote Work Pitfalls Into A Formula For Success</span></a></p>

Being a remote manager is not about establishing a remote reporting system, it actually means building a support system for your team.

We all have our preferences in how we work. The same goes for being managed, especially being managed remotely. Are you an ‘employee’s choice’ when it comes to managing your team remotely?

Managing Teams Without Face Time. Are You Struggling Too?

<p>According to the <a target="_blank" rel="noopener noreferrer" href="https://www.nytimes.com/2022/02/15/magazine/antiwork-reddit.html"><span style="color:hsl(210, 75%, 60%);">New York Times</span></a>, the phrase was first coined by Anthony Klotz, a professor at Mays Business School in reference to the more than 30 million Americans who have quit their jobs since the spring of 2021.</p><p>The trend spawned #QuitTok videos on social media platform TikTok and even inspired an ‘Anti-Work’ Reddit thread where beleaguered employees swapped stories or fantasies about quitting their jobs.</p><p>A year later, there are signs that The Great Resignation trend doesn’t seem to be abating, but may actually be gaining in strength.</p><p>In November 2021, the number of Americans quitting their jobs surged to a <a target="_blank" rel="noopener noreferrer" href="https://www.reuters.com/markets/us/record-45-million-americans-quit-jobs-november-2022-01-04/"><span style="color:hsl(210, 75%, 60%);">record 4.5 million</span></a>, reported Reuters.</p><h3>Pandemic-led exodus</h3><p>One possible reason for the trend, is that the pandemic has made people <a target="_blank" rel="noopener noreferrer" href="https://www.straitstimes.com/singapore/jobs/the-great-resignation-quest-for-better-quality-of-life-pushing-some-to-rethink-priorities"><span style="color:hsl(210, 75%, 60%);">reexamine their priorities</span></a>.</p><p>The <a target="_blank" rel="noopener noreferrer" href="https://www.businesstimes.com.sg/government-economy/american-workers-leaving-their-jobs-in-droves-companies-struggle-to-hire"><span style="color:hsl(210, 75%, 60%);">pandemic is also changing attitudes to work</span></a>, noted American economist Curtis Dubay.</p>

<p>&nbsp;</p><p>In the US, some of the top reasons that caused workers to quit were unhappiness with how their employer treated them during the pandemic (19%), low pay or lack of benefits (17%), and a lack of <a target="_blank" rel="noopener noreferrer" href="https://www.computerworld.com/article/3640538/as-companies-unfurl-future-of-work-plans-speed-bumps-remain.html"><span style="color:hsl(210, 75%, 60%);">work-life balance</span></a> (13%), according to American job-search site Joblist.</p><p>Another indication that we have yet to see the tail-end of The Great Resignation trend is how 73% of currently-employed workers surveyed were actively <a target="_blank" rel="noopener noreferrer" href="https://www.computerworld.com/article/3645496/the-great-resignation-why-workers-quit-and-how-companies-can-respond.html"><span style="color:hsl(210, 75%, 60%);">thinking about quitting their jobs</span></a>, while 22% of job seekers had quit their previous jobs.</p><p>“<a target="_blank" rel="noopener noreferrer" href="https://www.straitstimes.com/singapore/jobs/the-great-resignation-quest-for-better-quality-of-life-pushing-some-to-rethink-priorities"><span style="color:hsl(210, 75%, 60%);">Pandemic epiphanies</span></a>”, says Sandeep Sharma, president of Asia at human resources (HR) software company Workday, have also led employees to proactively seek out new opportunities that better fit their expectations and lifestyle.</p><p>It’s not just a shift in priorities – some labour experts have also predicted a burgeoning quit-rate as companies gradually reopen their offices to welcome employees back on site.</p><p>Whether these employees are ready to do so, however, is a whole other story.</p>

<h3>Here are several reasons why we think the #GreatResignation is here to stay.</h3><h3>1. The future of work looks to be remote</h3><p>In a dire warning for companies to consider changing their employee policies, a <a target="_blank" rel="noopener noreferrer" href="https://www.gartner.com/en/insights/future-of-work"><span style="color:hsl(210, 75%, 60%);">Gartner Hybrid Workplace survey</span></a> published in September 2021 predicted that an organisation could risk losing up to 39% of its workforce if it were to go back to a fully on-site arrangement.</p><p>It added that By 2024, 30% of corporate teams will be without a boss due to the self-directed and hybrid nature of work.</p><p>And according to EY’s <a target="_blank" rel="noopener noreferrer" href="https://www.ey.com/en_id/news/2021/07/majority-of-surveyed-southeast-asia-sea-employees-prefer-not-to-return1"><span style="color:hsl(210, 75%, 60%);">2021 Work Reimagined Employee Survey</span></a>, only 15% of SEA respondents would prefer to work from office full time.</p><h3>2. Individuals want more control of their time</h3><p>Having work-life balance has been cited as a significant factor for many when considering future job opportunities.</p><p>A survey last month by Singapore-based jobs portal Indeed found that 56% of workers polled said flexible working options would encourage them to stay longer in their jobs.</p><p>Similarly, a 2021 <a target="_blank" rel="noopener noreferrer" href="https://www.ipsos.com/en/return-to-the-workplace-global-survey"><span style="color:hsl(210, 75%, 60%);">World Economic Forum</span></a> survey of close to 12,500 employed people in 29 countries found that a majority of respondents wanted flexible working to become the norm.</p><p>Almost a third (30%) of respondents said they would consider looking for another job if they were forced to go back to the office full time. Other <a target="_blank" rel="noopener noreferrer" href="https://investors.upwork.com/news-releases/news-release-details/10-million-americans-turn-freelancing-amid-great-resignation"><span style="color:hsl(210, 75%, 60%);">surveys</span></a> have also shown that people are even willing to take a pay cut in order to maintain a remote work arrangement.</p><h3>3. Career progression is being redefined</h3><p>Old definitions of career success have fallen by the wayside with the advance in technology and creation of new industries and jobs.</p><p>Case in point – &nbsp;who would have known 30 years ago that the role of a YouTuber or content creator would become a thing?</p><p>And with non-linear career paths being considered the <a target="_blank" rel="noopener noreferrer" href="https://www.theatlantic.com/sponsored/jpmc-2017/the-next-episode/1742/"><span style="color:hsl(210, 75%, 60%);">new normal</span></a>, having multiple portfolios could become your calling card as transferable skills are what the companies of tomorrow will look for.</p><h3>4. More income streams = higher income</h3><p>The concept of having a “side hustle”, sometimes two, has been popularised in recent years.</p><p>And it’s almost a foregone conclusion that having multiple income streams most likely means you’re able to net a higher income [if you price your services or products correctly] than just by relying on one job.</p><p>More than the monetary rewards of course, is that you’re doing something that you enjoy with your time and are able to develop new skills concurrently. Win-win.</p><h3>What are you going to do?</h3><p>Against the backdrop of the pandemic and the Big Quit, people around the world are pressing ‘pause’ to reevaluate their lives.</p><p>Is working a traditional 9 to 6 job something which can lead you to your goals? And if not, what are you going to do to get there?</p><p>Building a freelance career and showcasing your skills to a wider audience may be one solution. <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/get-started"><span style="color:hsl(210, 75%, 60%);">Here's</span></a> a great way to get started.</p>

Jobs that are traditionally less pleasant and with less skills are having a harder time retaining workers. Workers are just not putting up with it anymore.

It has been termed The Great Resignation, a movement said to have begun at the start of 2021 as the Covid-19 pandemic swept across the globe.

Why The Great Resignation may outlast the pandemic

<h3>1. ✏️ Apply to remote-friendly gig companies</h3><p>I highly recommend that you first avail yourself to remote-friendly gig companies. You’re in luck if you’re reading this far, I happen to work for one <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/"><span style="color:hsl(210,75%,60%);">right here!</span></a></p><p>💡 <i><strong>Tip of the day:</strong></i> If you’re a newbie freelancer, remote-friendly gig companies like Chanceupon help get you on the right track and up to speed in your journey and connect you to companies doing great work. At Chanceupon, you can find roles in healthcare, fintech, ecommerce, FMCG, edutech and more. It’s a place where open, honest feedback and communication are valued; where everyone helps one another to grow.</p><h3>2. 🔔 Turn on these tabs on LinkedIn</h3><p><a target="_blank" rel="noopener noreferrer" href="https://www.linkedin.com"><span style="color:hsl(210,75%,60%);">LinkedIn</span></a> is a powerful tool for professional networking and these handy tips will help expose you to more freelance opportunities on LinkedIn. Polish up your LinkedIn profile by selecting a professional profile photo and add an attention-grabbing headline that sums up your abilities and experience. Craft a well-thought summary to highlight your personality and work experience. It doesn’t need to be lengthy, but do include relevant keywords that will help hiring managers (and hiring software) take notice and indicate that you’d be a perfect fit for the job. Next, enable ‘Open to’ on your Linkedin profile.</p><p>When you do so, you are sending a loud and clear message to recruiters that you’re open to work opportunities. On your profile page, simply turn on the ‘Open to’ tab, and indicate your preferred role/ job title and start date. Here, you decide if you’d like ‘On-site’, ‘Hybrid’ or ‘Remote’ workplaces and preferred job types. You can even choose who sees you’re ‘open’ so your connections won’t be able to know if you are actively searching for new remote-friendly roles or freelance work.</p><figure class="image image_resized" style="width:28.6%;"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/65/original/chanceupon-turn_on_these_tabs.png?1646378303"></figure><p>&nbsp;</p><p>Job Alerts are alert emails from LinkedIn to notify you when a job posted meets your preferences. On your LinkedIn Jobs page, perform a job search in your preferred location. For example, I keyed in ‘freelance content writer’ in Singapore and set my filters to ‘contract’ and ‘remote and hybrid’. Now, all you need to do is to turn the Job Alert toggle on, and you will be automatically notified when similar jobs postings are available. Easy peasy.</p><figure class="image image_resized" style="width:55.56%;"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/64/original/chanceupon-toggle_on.png?1646378248"></figure><p>&nbsp;</p><h3>3. 👍 Follow the companies that excite your passions</h3><p>You might already have some companies that you want to work with on a freelance basis. Simply follow them on Linkedin and search through their job listings that will match with your passions. You can also create a job alert to be notified of any upcoming jobs.</p><figure class="image image_resized" style="width:54.21%;"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/67/original/chanceupon-companies.png?1646380218"></figure><p>&nbsp;</p><h3>4. 🪑 Join remote-friendly or freelance groups</h3><p>One of the easiest ways to search for a freelance role is to join a like-minded community. Search for trusted online communities that share and support freelance work. These groups include professionals who are advocates of remote work or have an interest in freelance roles. Expand your network, connect with them and communicate your interests to land yourself your next gig and launch your freelance career.</p><p>Need more help? Be sure to read my other article <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/15/the-ultimate-checklist-for-the-newbie-freelancer"><span style="color:hsl(210,75%,60%);">The Ultimate Checklist For The Newbie Freelancer</span></a>. I’ve included tools and app recommendations from our gig community to help make your freelance journey a smoother ride.</p><p>Now, to answer the biggest question: “When do you make the decision?”</p><p>Well my friend, nothing happens until you do.</p><p>You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/things-about-working-as-a-remote-gig-worker-that-nobody-tells-you"><span style="color:hsl(210,75%,60%);">Things about working as a remote gig worker that nobody tells you</span></a></p>

<p>If you’re still in two minds about becoming a freelancer, chances are it’s because you don’t know where to begin. What work can you do? Where do you look for such opportunities? How can you get started?</p><p>And the biggest question of all: “When do you make the decision?”</p><p>The questions that run through your mind will be daunting, to say the least. For many, the fear of leaving a fixed monthly salary behind is enough to cripple the idea of being an independent worker. It’s a fact that freelance work isn’t for everyone, but if you find yourself entertaining the thought ever so often, this starter guide aims to ask all the crucial questions in order for you to embrace freelance professions.</p><h3>What kind of freelance work are you looking for?</h3><p>One of the first questions to ask yourself is: “What kind of freelance work am I looking for?” If that is hard to answer, then ask yourself what kind of unique strengths you currently possess that will translate into some form of work that you will be happy doing remotely. For example: Are you good at creative work, SEO, writing, programming, mentoring? Do you possess aptitude in communication, interpersonal skills, critical thinking, problem solving?</p><p>When I left the corporate world in 2018, I had a fuzzy vision of my next career. But I was sure about one thing: I wanted out of the corporate scene to finally be able to do something for myself. More importantly, I was crystal clear about my unique strengths which I can impart into one or two professions I will enjoy doing everyday. I just needed to find the opportunities to nurture and grow them further. Play into your own strengths to get confident (and clearer) about what you want. A job search that starts out with no clarity will end up without a destination. You may not yet know what you want to do, but be very clear and certain about your own strengths as this will open doors to <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/why-multiple-careers-are-empowering-and-what-this-means-for-organizations"><span style="color:hsl(210,75%,60%);">multiple career opportunities</span></a>.</p><p>Some further questions you can ask yourself:</p><h3>What is my ideal work culture?</h3><p>This is especially crucial for freelance work newbies. It is unwise to assume that remote or freelance positions aren’t affected by company culture. Your personal values should align with your employers’ mission and core values, because when they do, you will be happier and more inspired in your work. Know what ticks your work happiness index, and seek out companies that provide the environment and culture that will keep you motivated.</p><h3>What kind of work schedule works best for me?</h3><p>Just like our circadian rhythms, we all have an ideal work schedule. Some of us function best in the morning hours, others perform better in the later part of the day. Some may not like work interruptions during the weekends; others may be indifferent, preferring to work certain days of the week perhaps due to family commitments. Determine your timetable and discuss with your employer the kind of work schedule that can accommodate both your lifestyle and the needs of your employer.</p><h3>How much flexibility do I want in my new freelance role?</h3><p>The real deal of being a freelancer is the amount of flexibility that you can choose to have. You may prefer to work a number of days a week, part time, full time or on a project-basis. Perhaps you like being part of a team where you can bring your unique expertise to bear in a remote-friendly work environment. Nonetheless, your new role will be very different from a traditional employee role which may offer more stability but with lesser flexibility.</p><h3>How can I get started?</h3><p>Get the word out! Inform your friends, family and professional contacts about your plans after you’ve made a decision to switch from desk-bound to 100% remote. Talk to people, network, attend events, engage in conversations, join gig communities and brand yourself as a gig seeker with key strengths and skills that will resonate with potential remote employers. Get out there and let the world know what you have to offer.</p><h3>Where can I find freelance work?</h3><p>Once you’ve made progress on the above, the next step is to seek out the sources of freelance work. Remote work is on the rise and on-demand gig positions are now available across a variety of industries.</p>

It’s natural to be fearful. But one can’t forever be scared. Fear shouldn’t stop you from freelance career opportunities. Here’s a guide to start you on your freelance journey.

Starter Guide To Becoming A Freelancer

<p>Congratulations! You’ve freed yourself from your desk bound job and embraced life as a freelancer. Now, what do you need to get ahead of the game?</p><h3>This checklist will help you get confident in navigating the remote world of on-demand gigs. Here are some important basics for you to get ahead.</h3><ul><li>Make sure you have a binding contract with your employer/client. No buts on this one. It will save you the hassle of misunderstandings and mishandlings.<br>&nbsp;</li><li>Get a clear client brief. If it isn’t clear, get on a call and ask questions till you’re absolutely sure what is required of you. This will also help you plan your time management and the number of hours to bill.<br>&nbsp;</li><li>Establish clear communication with your employer or clients on job requirements and expectations. As the saying goes: ‘The single biggest problem in communication is the illusion that it has taken place.’<br>&nbsp;</li><li>Collect some form of upfront deposit. Unless you’re running a charity, be sure to invoice a percentage of payment as a deposit.<br>&nbsp;</li><li>Manage your time carefully. Being your own boss may give you freedom, but if you aren’t mindfully managing your time, this mistake can cost you your business.<br>&nbsp;</li><li>Document your work. This takes diligence but helps you know how much time goes into each piece of work - crucial information for deciding how much you get paid, especially if the work requires many rounds of changes.<br>&nbsp;</li><li>Have a limit on the number of rounds of changes. Trust me on this one. You may have already fixed a rate on your work, but the amount of changes may not be able to cover your time on them all, which translates to lost opportunities for other work.<br>&nbsp;</li><li>Have a handover process when you have completed your project. This is simply good ethics and good manners when you are done with your part and leaving them in the good hands of the project team.<br>&nbsp;</li><li>Don’t be afraid to ask for your payment when it’s due. Some clients may be behind on payment but you must take the lead in asking for your work to be paid. If you run into the unfortunate event of non-payment by a client, that’s when it’s important to remember the first point on this checklist.<br>&nbsp;</li><li>Ask for some form of credit for your work or references if you can. This can be a byline on the client’s assets, or putting their logo on your portfolio referencing your work. Some clients are happy to give credit where it’s due. But always ask for permission from the client before you do so.</li></ul>

<p>Along the way, it is not uncommon to feel a little overwhelmed as you slide into the roles of CEO, Chief Designer, Digital Lead, Chief Marketing Officer, Social Media Evangelist, Finance Director etc. After all, you are your own business.</p><p>Fret not! We know how that feels. This ultimate checklist includes some user-friendly apps that will help ease your transitions into these roles. From time-management, collaborative apps to invoicing and financial tools, we’ve rounded up some general favourites (used and raved by our ChanceUpon team) to save your workday.</p><p><i>P/S: Don’t feel overwhelmed by all these tools. Pick only the ones that you think you have a need for, so you can focus on the job at hand.</i></p>

<h3 style="text-align:center;">Invoice generators</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/49/original/invoice_quick.png?1645300642"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://invoicequick.com"><span style="color:hsl(210,75%,60%);">InvoiceQuick</span></a> This invoicing tool comes with a free invoice generator and allows you to keep track of your transactions and accounting. For a paid version, you can send recurring invoices or reminders to clients that are past due on their payment.</p><p style="text-align:center;">&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/50/original/wave.png?1645300654"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://www.waveapps.com"><span style="color:hsl(210,75%,60%);">Wave Accounting</span></a> has a free and a pay-per-use version. All your invoicing and payment information automatically syncs with the free Wave Accounting software included with your account.</p><h3 style="text-align:center;">Time and team management tools</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/51/original/harvest.png?1645300838"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://www.getharvest.com"><span style="color:hsl(210,75%,60%);">Harvest</span></a> keeps your projects on track so you can plan and estimate your time spent on projects with real data. Comes with a free, fully functional 30-day trial.</p><p style="text-align:center;">&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/52/original/timecamp.png?1645300925"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://www.timecamp.com"><span style="color:hsl(210,75%,60%);">TimeCamp</span></a> provides time tracking integration with over 100 apps and worktools. Quickly logs time spent on projects/tasks, especially useful if you bill your clients on an hourly rate.</p><h3 style="text-align:center;">Project management tools</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/53/original/nifty.png?1645301172"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://niftypm.com"><span style="color:hsl(210,75%,60%);">Nifty</span></a> Transform your workflow by uniting your goals, actions, and communications. Nifty helps you create a clear plan of action for your projects and automates your progress tracking.</p><p style="text-align:center;">&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/54/original/todoist.png?1645301217"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://todoist.com"><span style="color:hsl(210,75%,60%);">Todoist</span></a> Whether you are a solo starter, pro user or managing a business team, Todoist provides to-do templates for every one of your tasks. The simple interface makes it easy to use for anyone, delegate tasks and view progress.</p><h3 style="text-align:center;">Communication &amp; collaborative tools</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/55/original/slack.png?1645301279"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://slack.com"><span style="color:hsl(210,75%,60%);">Slack</span></a> is a collaboration platform designed to improve communication by bringing together teams, conversations, data, and apps in one virtual place. It also allows you to collaborate with people outside of your team.</p><p style="text-align:center;">&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/56/original/tandem.png?1645301517"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://tandem.chat"><span style="color:hsl(210,75%,60%);">Tandem Chat</span></a> is a simple to use co-working tool for connecting effortlessly with your distributed and remote team. It offers integration with over 120 workflow tools to collaborate faster and easier.</p><h3 style="text-align:center;">Money management tool</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/57/original/wise.png?1645301564"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://wise.com"><span style="color:hsl(210,75%,60%);">Wise</span></a> Use your account details to receive and manage your earnings from anywhere. Invoice like a local and manage your earnings with real exchange rates.</p><h3 style="text-align:center;">Storage &amp; organisation tool</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/58/original/google_drive.png?1645301713"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://www.google.com/intl/en_sg/drive/"><span style="color:hsl(210,75%,60%);">Google Drive</span></a> needs no introduction as a file storage and synchronisation service. It allows users to store, synchronise and share files across devices and in the cloud. Best part? It’s free.</p><p style="text-align:center;">&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/59/original/dropbox.png?1645301797"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://www.dropbox.com/features/content-collaboration"><span style="color:hsl(210,75%,60%);">Dropbox</span></a> keeps all your files securely stored, updated and accessible from any device. Share, collaborate and work remotely, plus easily restore deleted files or previous versions in just a few clicks. Affordable pricing for individuals to larger teams.</p><h3 style="text-align:center;">Social media scheduling tool</h3><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/60/original/later.png?1645301862"></figure><p style="text-align:center;"><a target="_blank" rel="noopener noreferrer" href="https://later.com/"><span style="color:hsl(210,75%,60%);">Later</span></a> is an all-in-one social marketing platform for posting on top social networks. Plan, organise, publish your content in just a few clicks and get recommended hashtags and analytics to grow your business further.</p><p style="text-align:center;">Transitioning from desk-bound to 100% remote can be a challenging experience for many. Everyone can do with some help. We hope these tips will help make your ride much easier.</p><p style="text-align:center;">Most importantly, enjoy your journey. You might never look back.</p><p style="text-align:center;">You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/29/starter-guide-to-becoming-a-freelancer"><span style="color:hsl(210,75%,60%);">Starter Guide To Becoming A Freelancer</span></a></p>

If you’re just starting out on your freelancing journey, this checklist is for a smoother ride ahead.

The Ultimate Checklist For The Newbie Freelancer

<p>&nbsp;</p><p>There’s a better way to grow. And it’s not the traditional way.</p><p>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?</p><p>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.</p>

<h4><span style="color:hsl(0,0%,60%);">References</span></h4><p>Anders Melin and Misyrlena Egkolfopoulou, <a target="_blank" rel="noopener noreferrer" href="https://www.bloomberg.com/news/articles/2021-06-01/return-to-office-employees-are-quitting-instead-of-giving-up-work-from-home"><span style="color:hsl(210, 75%, 60%);">Employees Are Quitting Instead of Giving Up Working From Home</span></a>, Bloomberg (1 June 2021)</p><p><a target="_blank" rel="noopener noreferrer" href="https://www.ey.com/en_id/news/2021/07/majority-of-surveyed-southeast-asia-sea-employees-prefer-not-to-return1"><span style="color:hsl(210, 75%, 60%);">Majority of surveyed Southeast Asia (SEA) employees prefer not to return to pre-COVID-19 ways of working</span></a>, EY Press Release (13 Jul 2021)</p><p><a target="_blank" rel="noopener noreferrer" href="https://www.pwc.com/gx/en/issues/upskilling/hopes-and-fears.html"><span style="color:hsl(210, 75%, 60%);">Hopes and fears 2021</span></a>, PwC (Feb 2021)</p><p>Maren Thomas Bannon, <a target="_blank" rel="noopener noreferrer" href="https://www.forbes.com/sites/marenbannon/2021/12/08/7-future-of-work-predictions-for-2022/?sh=4b4e37395d5a"><span style="color:hsl(210, 75%, 60%);">7 Future Of Work Predictions For 2022</span></a>, Forbes (8 Dec, 2021)</p>

<p>Hello 2022.</p><p>After 2 tumultuous years of pandemic, the world has changed significantly in the way we live and work. To be exact, the way we work is still changing. We’ve braved the unknown world of Covid-19 and got acquainted with the Delta variant. Likewise, companies have reluctantly tried remote working with surprising success. Just as we think we can finally head back to our office desks, the arrival of Omicron has shelved business plans to make a full return to offices.</p><p>Will this ever end? Probably not.</p>

<h3>1. Power shift from corporations to individuals</h3><p>There will be a new power dynamic in the workplace, and it isn’t coming from the top. Employee voice will be louder. They will be expressing their opinions in order to have meaningful input in their work. They will want a say in work-related decision making, and that includes where and when to work. If unheard, they are likely to leave their jobs. And with such stiff competition to bag the best talents, organizations will have to look beyond financial goals to make work, work for everyone. Looks like a four-day workweek may be gaining one foot in the door.</p><h3>2. Remote working will cement its role in the workforce</h3><p>As workers discover what they want (and don’t want) out of the workplace thanks to working from home for an extended period, flexibility tops the list. Among the SEA respondents surveyed by EY in their <a target="_blank" rel="noopener noreferrer" href="https://www.ey.com/en_id/news/2021/07/majority-of-surveyed-southeast-asia-sea-employees-prefer-not-to-return1"><span style="color:hsl(210,75%,60%);">2021 Work Reimagined Employee Survey</span></a>, nine in ten employees want flexibility in where and when they work, without which more than half would consider leaving their jobs post pandemic. Some other key findings include:</p><ul><li>Only 15% of SEA respondents would prefer to work from office full time</li><li>Seven in ten of SEA respondents say hybrid work arrangements will increase productivity and creativity</li></ul><h4 style="text-align:right;"><span style="color:hsl(0, 0%, 60%);">Source: EY Press Release, 13 Jul 2021</span></h4><p>Remote working has brought some form of work-life balance and much flexibility to many professionals. Some companies have discovered the advantages of hybrid working - &nbsp;a flexible approach where employees can choose to either work from the office or work remotely. The hybrid workplace trend will certainly become more commonplace in 2022. What’s likely to happen is that workers will have the choice to elect how they would like to work rather than being forced to accept an organization’s chosen approach. For organizations, this means they have to reinvent and tweak processes to formalize hybrid models of working.</p><h3>3. Job hopping is now normal</h3><p>As the economy shows subtle signs of recovery and business activities pick up, new jobs are emerging. Organizations are also realising that employees no longer stay long in their roles. The influx of Zen Z in the workplace signals a wave of younger employees. They are eager to learn and network as much as possible; moving on to wherever there are opportunities that match their values, purposes and life goals. The emphasis on reskilling and upskilling has also given older workers more confidence and career options. With an array of free and paid courses online, individuals are better equipped to market themselves for more diversified roles. Job hopping no longer comes with a negative connotation. Rather, job hopping is now labelled ‘normal’ - and a job hopper who has upskilled on several levels is now being viewed in a positive light as one who has initiative.</p><h3>4. Digital skills will be in great demand</h3><p>We’re entering a new era of work, one filled with the promises and possibilities of automation, virtual reality, AI and more recently, the Metaverse. The need to upgrade in terms of digital skills is more urgent than ever. In one of the largest global surveys by <a target="_blank" rel="noopener noreferrer" href="https://www.pwc.com/gx/en/issues/upskilling/hopes-and-fears.html"><span style="color:hsl(210,75%,60%);">PwC</span></a>, 60% of 32,500 workers fear that automation will put their jobs at risk. To bridge the digital divide, 77% of those surveyed are ready to learn new skills or completely retrain. The pandemic has accelerated companies’ automation plans and as a result of rapid digitization, digital skills will be much sought after in 2022 and beyond.</p><h3>5. Talent acquisition has to be more creative and predictive than ever</h3><p>In order to secure the best candidates who have the in-demand skills in order for organizations to move forward, HR teams have to be extra creative to attract top talents and continuously nurture relationships with potential talents to build a deep talent pool. Organizations need to think strategically and invest in real-time HR data software that will access current labour data and predict future labour market trends and needs for the next decades in order to survive talent shortages.</p><h3>6. Mental health will take centrestage</h3><p>We are living in a time where viruses are springing surprises on us. The vulnerability and uncertainties of our lifetimes are enough to put mental stress on anyone. The good thing is that organizations are sitting up and taking notice. Mental health is no longer a taboo topic, but one to be addressed with honesty, empathy and social responsibility. We are the sum of every human being’s well being. In 2022, organizations will take proactive steps to safeguard the welfare of their employees; and assume a greater responsibility to ensure both mental and physical health of the people that are working for the productivity and progress of the organization.</p><h3>7. All eyes on sustainability and flexibility as employers rebrand themselves</h3><p>Individuals now want to work for organizations that have a strong social conscience. For HR professionals, this means building their strategies around an organization’s social and environmental ethics that are agreeable with people’s values and beliefs. Employer branding will be a top priority for organizations in 2022 to lure, attract and retain the best people. Organizations that provide flexibility for remote work arrangements will further brand themselves as employers of choice.</p><p>Just as viruses are always mutating into new variants, the way we work will constantly evolve. There will not be a new normal, everything new has to be normal. It’s about time we stop reacting to the pandemic, but start planning ahead with these fast-developing workplace trends so that we can at least rein in a grip on the virus’ spikes.</p><p>You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/if-the-future-is-remote-work-will-work-life-balance-thrive-or-suffer"><span style="color:hsl(210,75%,60%);">If The Future Is Remote, Will Work Life Balance Thrive Or Suffer?</span></a></p>

<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>

2022 will be the year of power shift from corporations to individuals. Work schedules will be led by the voices of you and I, and corporations will have to listen hard.

It’s time to stop reacting to the pandemic. Instead, we round up these fast-developing work trends in 2022 so you can start planning for your next move.

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