<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>

<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>

<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>

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.

Hire anytime, hire anywhere. Hire exceptional.

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.

These 7 Trends Will Dominate The 2022 WorkPlace

<p>Picture this: You’re in a relaxed Hawaiian-print tee, sitting in the comfort of your beach chair under the shade of luscious palm trees. Every now and then, you take an occasional sip of your Piña colada before going back to work on your laptop, which lays sprawled across your lap.</p><p>Being able to work from anywhere you want (including working from a beach if you choose to) is your prerogative as a knowledge-based worker in the gig market. Afterall, you’re your own boss, so choosing where to work from should be a self-entitled incentive.</p><p>But that’s just one half of the truth when it comes to being a remote gig worker.</p><p>The other side of the coin? Remote gig work isn’t for everyone. And because we are serious about gig work, it’s only fair that you get a realistic picture before you take the plunge as a remote gig worker. Ready?</p><p>&nbsp;</p><h3>#1 Your productivity may dip</h3><p>In fact, you may find that your productivity as a remote gig worker may be even lower than when you were an office worker. The lure of your bed, children or pets needing attention, meals waiting to be prepared; even having too many open tabs on your laptop that are unrelated to work can cause you to be counterproductive. Oh and not to mention, now that there’s no boss breathing down your neck, the laissez faire attitude can get seriously unchecked.</p><p>&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/39/original/SpongeBob_SquarePants.gif?1639352035"><figcaption>SpongeBob SquarePants</figcaption></figure><p>&nbsp;</p><p><span style="background-color:hsl(60,75%,60%);"><i><strong>How I solve this problem:</strong></i></span></p><p>I have strict rules about working. If it’s about work, I keep it about work. I limit any distractions via digital devices; that means no non-work related open tabs, no casual messaging exchanges on my mobile, no social media surfing.</p><p>Unfortunately, that can’t be said for a growling stomach that needs nourishment. I’d say go tend to that first. Also, I have no experience with attention-demanding children, but I’m pretty sure most work-from-home parents are well experienced enough to handle that. Perhaps locking your bedroom door is a start.</p><h3>#2 You may start to feel lonely</h3><p>As a gig worker, you may be a solo worker or you may be working as part of a team. If it’s the former, chances are that you may start to feel lonely. Of course, that also depends on your personality type or the type of work that you are doing. As a writer, I have no issues with loneliness, I actually crave peace and quiet in order to get words to flow.</p><p>&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/40/original/the-angry-birds-movie-red.gif?1639352485"><figcaption>The Angry Bird Movie</figcaption></figure><p>&nbsp;</p><p><span style="background-color:hsl(60,75%,60%);"><i><strong>What you can do if you feel lonely:</strong></i></span></p><p>In most scenarios, you can decide the amount of involvement you want with the company as a gig worker. Most companies have Slack, online collaboration and communication platforms in place, so get on those if you are someone who thrives on team synergy. Being a gig worker does sometimes require some thick skin, so don’t be afraid to show some online presence to get some friendships going!</p><h3>#3 There may be differing expectations on availability</h3><p>All too often, remote workers fall into the gap of being perceived as ‘always available’. In order for remote work to work, expectations have to be on the same page. Being remote doesn’t mean that work can be done all day, every day.</p><p>&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/41/original/giphy.gif?1639353238"></figure><p>&nbsp;</p><p><span style="background-color:hsl(60,75%,60%);"><i><strong>How you can manage expectations:</strong></i></span></p><p>It’s unrealistic to assume that being 100% remote means being 100% available, 24 hours a day. Communicate your expectations and hours availability with the client and be sure to also find out what is expected of you in your gig role. Remember, it is up to you to determine what you want out of a remote working opportunity.</p><h3>#4 You will need to double up on self-learning.</h3><p>In fact, quadruple that. In today’s fast-moving landscape, skills upgrading is an expectation. To put it bluntly, either you upgrade or you degenerate.</p><p>&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/42/original/Typography_Know_GIF_By_Feibi_McIntosh.gif?1639354742"><figcaption>Typography Know GIF By Feibi McIntosh</figcaption></figure><p>&nbsp;</p><p><span style="background-color:hsl(60,75%,60%);"><i><strong>How you can put yourself in a better position:</strong></i></span></p><p>As Warren Buffett puts it, “The best investment you can make is an investment in yourself. The more you learn, the more you'll earn.” Where possible, invest in yourself by upskilling to maximise your capabilities. Be proactive about upgrading your skills in order to be relevant and stay competitive in the gig economy.</p><h3>#5 You will need to have A TON of self-discipline</h3><p>Self-discipline, my friend, is the number one trait that will dictate the sustainable, long term success of your career as a remote gig worker (or any success for that matter). Self-discipline may not come easy at times. After all, it takes effort to push yourself to do things that you may not feel like doing at that moment.</p><p>&nbsp;</p><figure class="image"><img src="https://s3.ap-southeast-1.amazonaws.com/chanceupon/public/images/editor/images/43/original/SpongeBob_SquarePants_Patrick.gif?1639355203"><figcaption>SpongeBob SquarePants (Patrick Star)</figcaption></figure><p>&nbsp;</p><p><span style="background-color:hsl(60,75%,60%);"><i><strong>How to increase self-discipline</strong></i></span></p><p>Removing distractions from your environment is a crucial first step to helping you achieve your goals. If you are trying to focus on a piece of work but find yourself being constantly distracted by your phone notifications, switch your phone off. Self-discipline requires baby steps, lots of practice and continued consistency in your daily life.</p><p>So there you have it, the less rosier side of being a remote gig worker. Assuming that the above doesn’t dampen your gig-seeking spirit, head over to <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/apply-as-a-talent"><span style="color:hsl(210,75%,60%);">Chanceupon</span></a> to start growing your next career.</p><p>You may also be interested in this: <a target="_blank" rel="noopener noreferrer" href="https://www.chanceupon.co/blog/is-remote-working-for-you-5-questions-to-help-you-decide"><span style="color:hsl(210,75%,60%);">Is Remote Working For You? 5 Questions To Help You Decide</span></a></p>

Does life as a remote gig worker entice you? As refreshing as it may sound from your daily grind in the office or even from your current salaried work-from-home situation, we dish out the skinny on being a remote gig worker.

Things about working as a remote gig worker that nobody tells you.

<h4><span style="color:hsl(0,0%,60%);">References</span></h4><p>Mitra Toossi and Elka Torpey, <a target="_blank" rel="noopener noreferrer" href="https://www.bls.gov/careeroutlook/2017/article/older-workers.htm"><span style="color:hsl(210,75%,60%);">Older workers: Labor force trends and career options, U.S. Bureau Of Labour Statistics</span></a>, <span style="color:hsl(0,0%,60%);">(May 2017)</span></p><p>Audrey Le Guével, <a target="_blank" rel="noopener noreferrer" href="https://www.ilo.org/brussels/information-resources/news/WCMS_645926/lang--en/index.htm"><span style="color:hsl(210,75%,60%);">Europe’s ageing population comes with a silver lining, International Labour Organization</span></a>, <span style="color:hsl(0,0%,60%);">(1 Oct 2018)</span></p><p>Josh Bersin and Tomas Chamorro-Premuzic, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2019/09/the-case-for-hiring-older-workers#"><span style="color:hsl(210,75%,60%);">The Case for Hiring Older Workers</span></a>, Harvard Business Review, <span style="color:hsl(0,0%,60%);">(26 Sep 2019)</span></p><p>Zaria Gorvett, <a target="_blank" rel="noopener noreferrer" href="https://www.bbc.com/worklife/article/20191112-how-the-elderly-can-reinvigorate-the-workforce"><span style="color:hsl(210,75%,60%);">How elders can reinvigorate the workforce</span></a>, BBC, <span style="color:hsl(0,0%,60%);">(15 Sep 2019)</span></p><p>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"><span style="color:hsl(210,75%,60%);">Leveraging the value of an age-diverse workforce</span></a>, SHRM Foundation Executive Briefing</p><p>Press 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"><span style="color:hsl(210,75%,60%);">Over 90% of Young Workers Having Difficulty Working from Home, Survey Finds</span></a>, Smartsheet, <span style="color:hsl(0,0%,60%);">(22 Apr 2020)</span></p><p>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"><span style="color:hsl(210,75%,60%);">Jobs recovery is leaving older workers behind</span></a>, Bloomberg Opinion, <span style="color:hsl(0,0%,60%);">(9 Feb 2021)</span></p><p>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/"><span style="color:hsl(210,75%,60%);">Older Workers Are Being Pushed Out Of The Job Market</span></a>, Forbes, <span style="color:hsl(0,0%,60%);">(16 Feb 2021)</span></p>

<p>&nbsp;</p><p>It’s official. The world’s labour force is entering its twilight years.</p><p>According to the <a target="_blank" rel="noopener noreferrer" href="https://www.bls.gov/careeroutlook/2017/article/older-workers.htm"><span style="color:hsl(210, 75%, 60%);">Bureau of Labor Statistics</span></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"><span style="color:hsl(210, 75%, 60%);">55% of the overall workforce</span></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"><span style="color:hsl(210, 75%, 60%);">40% of the workforce</span></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.</p><p>But, are companies willing to hire older workers in an increasingly remote workforce?</p><p>&nbsp;</p><h3>Age &amp; Prejudice</h3><p>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.</p><p>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.</p><p>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.</p><p>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.</p><p>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"><span style="color:hsl(210, 75%, 60%);">Smartsheet</span></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.</p><p>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"><span style="color:hsl(210, 75%, 60%);">Bloomberg</span></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.</p><p>&nbsp;</p><h3>The Losing End</h3><p>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.</p>

<h3>Helping Older Hires Blend Into The Remote Workforce</h3><p>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?</p><p>Here are some ways in which companies can embrace the older talent pool into their remote workforce:</p><p>&nbsp;</p><h3>1. Recruit seasoned workers as independent consultants.</h3><p>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;</p><h3>2. Engage senior workers as life or business coaches to mentor young founders or entrepreneurs.</h3><p>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.</p><h3>3. Invite older hires to companies’ leadership programs to mentor and groom younger leaders.</h3><p>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.</p><h3>4. Hire more matured workers on projects that will allow them to really focus on their expertise.</h3><p>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.</p><h3>5. Employ older, experienced workers to help SMEs and startups.</h3><p>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.</p><h3>6. Refresh and add finesse to your multigenerational team.</h3><p>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.</p>

<h3>Last words: I’m Not Old, I’m A Wisdom Worker</h3><p>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.</p><p>Having said that, here's a question for you: When I’m 55, will you hire me?</p><p>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.</p><p>This article may also interest you: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/thinking-of-going-back-to-the-office"><span style="color:hsl(210,75%,60%);">Thinking of going back to the office?</span></a></p>

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?

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