Wow! Wonderful blog. it seems very interesting and nice. please sharing this kind of interesting blogs. https://www.mediaezone.com/pdf/converter

Hello, its a really interesting challenge, and not easy to manage, I have written a guide on managing home workers that might be of some help; https://hrdocbox.co.uk/template.cfm/item/463/guide-to-home-working-for-managers. Hope its useful!

At my organization we have a specific day each month for employees to virtually chat with each other about non-work related topics. It's utilized for decompression and to catch up with what's going on with each other now that our organization is primarily remote. Now that they are no longer in the office, they don't get to hear as much as about each others kids soccer games, family fun, etc.

This is such a great question! I recently joined as sole People Ops in an almost fully remote team. This is my first remote job in HR. I've learned that is a tough challenge...tougher than I realized upon first joining an almost fully remote team! While there is not a "one size fits all" answer, I have found a "uniter" or "champion" to be of the utmost importance in my team. Luckily, one of the only contributions I have to give the world is "connectedness" according to my StrengthsFinders results! I work in an industry of all highly intelligent, accomplished individuals. In this line of work there is a tendency to go "heads down" and get focus into the work heavily. While this is great for production, the human element gets lost at times. We also tunnel in on small behaviors, that if we panned out would see are often symptoms of larger things not being addressed when they should be or small things turning into larger things for this reason. At the core, lack of communication is responsible. As HR and People Ops professionals, it is often up to us to make the case for team building activities and check-ins across the board. I try to make this a priority as I have found it has made SUCH a difference. Even small things like making sure you send a "happy birthday" to your remote team members can change an entire atmosphere and encourage collaboration. So, at the most basic level I would say opening lines of communication and being there for folks as a resource and trusted partner has made a lot of difference with my remote team so far. My next step is to make a heavy push for increased learning and development opportunities. The second most concern from my team is the lack of training, clear direction, and future job path/skills development available. I am trying to decide whether to make the push for L&D alone or in tandem with a supporting tech stack.