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Remote-how Guest Post: Overcoming Complexities To Make Hybrid Work
Remote Working 7 min read

Remote-how Guest Post: Overcoming Complexities To Make Hybrid Work

In this guest post, Remote-how’s Iwo Szapar explores the complexities facing companies shifting to hybrid models and how to succeed in this new world of work.

How Wrike Solutions Manager Valerio Nocera Maximizes a Hybrid Work Schedule for Better Work-Life Balance
Remote Working 5 min read

How Wrike Solutions Manager Valerio Nocera Maximizes a Hybrid Work Schedule for Better Work-Life Balance

How does hybrid working impact employees’ day-to-day schedules? Wrike employee Valerio Nocera shares how he maximizes a flexible hybrid working model.

Asynchronous Work Explained for 2022
Remote Working 10 min read

Asynchronous Work Explained for 2022

Asynchronous work allows remote teams to set their own schedules and take advantage of working from home. Learn more about working asynchronously.

Earth Day 2022: 5 Ways for Your Hybrid Work Model to Be More Eco-Friendly
Remote Working 5 min read

Earth Day 2022: 5 Ways for Your Hybrid Work Model to Be More Eco-Friendly

As spring has finally sprung and we can get back to enjoying nature that little bit more, our planet is at the forefront of our minds. The theme of Earth Day 2022 is “Invest in Our Planet” — a fitting frame of mind for approaching our business models this year and beyond. The threat of global warming to our planet’s wellbeing is becoming more and more apparent. According to the latest IPCC report on climate change, approximately 3.3 to 3.6 billion people live in environments that are highly vulnerable to climate change. We need to avoid the global temperature rising by 1.5 degrees Celsius, as this would cause “unavoidable increases in multiple climate hazards and present multiple risks to ecosystems and humans.”  According to earthday.org, to avoid this rise in temperature, we need to reach net-zero greenhouse gas emissions by 2050. We can all play our parts in this effort, and whether you’re an office manager, a team leader, or a CEO, there are plenty of ways to drive down your workplace’s carbon footprint.  As more and more businesses move to a hybrid work model, we’ve gathered five ways to encourage your hybrid workforce to be more environmentally friendly. Encourage hybrid work While some of your teammates may be embracing the hybrid work model, many others may find it hard to break from their traditional schedules. The first step in making your hybrid workplace more eco-friendly is to encourage hybrid working in the first place, as it holds huge benefits for your carbon footprint. Less air and noise pollution from commuting cars, less single-use plastic from breakfasts and lunches, less energy waste from office buildings — the eco-benefits of working from home stack up quickly. While there can be some debate as to whether working from home really cuts carbon emissions with heating and energy costs, the consensus is that it is far preferable to commuting to work, with one study even finding that net carbon emission reductions of 77% can be achieved from working at home. Trial an equipment sharing model One of the benefits of a hybrid working model is that office equipment does not need to be supplied and replaced at such a high rate. Tech turnover can have massive eco-implications, from the mining for materials to the e-waste produced when a piece of equipment needs to be retired. Set up an equipment sharing model with your hybrid workplace, and see how much technology can be shared or saved by staying at home. For example, if a team member has their own computer suitable for work use, offer an incentive for them to use this, rather than request a new laptop.  Avoid doling out new technology just for the sake of it. Many of your employees may not need a company phone to do their work, for example, while others may work fine without extras like headsets or external hard drives.  If one or more of your employees work part-time or flexible hours, investigate whether they could share their equipment on a rotational basis, passing it between them on the days they need it.  Measure office power usage When your teammates do work from the office, there is an opportunity to reduce the amount of power your building uses. Research when your office has the highest capacity, and see if you can reduce the power consumption in off-peak hours.  For example, there should never be a need for your office to have full power on overnight. You can also invest in light sensors and LED bulbs, which are both great ways to reduce the need for constant power usage.  Depending on the size of your organization, you may be able to switch to a greener energy source for the entire office, such as solar or wind power. Talk to your office manager or the leadership team and state your case for why this investment could be worthwhile.  Set up a recycling drive Making an effort to be more environmentally friendly doesn’t have to be a chore. There are plenty of ways to turn your efforts into fun, team-building activities for your team.  Why not organize a recycling drive or a local area clean-up for your employees to mingle and do some volunteer work? You could also organize a clothes swap or a furniture flipping competition to let your workers see how going green can be fun and fashionable.  Getting everyone involved is key to ensuring your eco-efforts go the distance, and it’s a great excuse to get together outside of work.  Offer green incentives If you currently operate a rewards system in your workplace, why not offer more green perks and incentives to your best-performing employees? There are plenty of eco-friendly swag items to choose from, like reusable coffee cups or water bottles, compostable phone cases, or clothing and tote bags made from recycled materials. Go the extra mile and offer these items at your next event or conference, and make your mark as an eco-conscious company.  Find the right software for your team to stay connected While working from home, it’s crucial that your employees have the tools they need to collaborate and be productive so that we can all reap the benefits of less time commuting.  A collaborative work management system like Wrike allows your team to work together from anywhere. With features like real-time proofing and approvals, over 400 app integrations, customizable workflows and views, and robust security features, it’ll be like you never left the office. Find out more with a free two-week trial. 

Remote Team Etiquette: 11 Rules
Wrike Tips 5 min read

Remote Team Etiquette: 11 Rules

If you’ve started using Wrike and are wondering about “proper manners” when collaborating with remote team members, then allow us to suggest these 11 rules of Wrike etiquette. Incorporating these rules into your daily work should smoothen collaboration and make it much more pleasant for your team, no matter where they may be working.

How to Plan a Virtual Christmas Party for Remote Employees
Remote Working 10 min read

How to Plan a Virtual Christmas Party for Remote Employees

As 2021 draws to a close, many employees are still working remotely across the world. With this in mind, businesses are looking at how they can involve everyone within their organizations in a fun and memorable virtual Christmas party. In this guide, we’ll provide practical insight into the planning and hosting of virtual Christmas parties. Keep reading to discover the tips, tricks, and tools you need to create a successful digital event your team will actually enjoy.  How to get everyone involved in a virtual Christmas party Engaging an audience of remote workers seems challenging at first. They’re already used to virtual events but not necessarily the fun kind. In order to make your virtual Christmas party exciting, you’ll need to follow some best practices for planning virtual events. The three hallmarks of improving engagement at any virtual event are the inclusion of a physical component, an interactive process, and being able to see other attendees.  A physical component of a virtual event can include something sent to an attendee’s address ahead of time that they can use on the day. For a virtual Christmas party, this may be a funny themed hat or a present.  Most companies choose to do virtual gift cards as their Christmas party presents for employees. Instead, make the day more exciting by sending a physical gift to every attendee. Creating a gift box or basket that people can actually open will make your virtual Christmas party that much more memorable.  An interactive process requires audience participation before, during, and after the event. For example, you can spark engagement from the moment you first invite guests by using a virtual registration process that gets them excited about the event.  For large groups or events, registration should be done at least two weeks in advance. And just like at an in-person event, your virtual Christmas party team leads should interact with the confirmed attendees ahead of time through fun event reminders and announcements.  Pro tip: Having a virtual event registration process helps differentiate your virtual Christmas party from other digital office gatherings. It shows that this is more than just a calendar invite for a training session or regular meeting. E-cards such as the festive holiday cocktail party ones from Paperless Post are great for this.  Finally, host your virtual Christmas party on a video call platform and not just on a one-way livestream or audio-only app. Require cameras to be on throughout the event. Create opportunities for guests to use every feature of the event platform.  For example, you can play part games and designate teams by having Team A use the raised hand emoji and Team B use the heart emoji on Zoom. You can also use breakout rooms to create smaller groups for team building activities and Christmas-themed challenges.  Top tips for planning a virtual Christmas party Planning a virtual Christmas party can feel and look a lot like planning a virtual work meeting. Here are some ways to make these two events different yet well organized:  Designate a charismatic host who can keep track of the event timeline and keep everyone engaged.  Use a team collaboration software like Wrike to project manage your virtual Christmas party.  Ask your team what they’d like to see happen at the virtual Christmas party so they can feel involved in the planning process too.  Include team building activities and icebreaker games to kick off the social part of the evening.  Double-check that your host WiFi is strong and guests can hear and see you clearly.  Your party should be scheduled for a Friday night instead of a Saturday afternoon if you want to maximize attendance. If you decide to go all out, make sure to provide alcohol-free transportation or driver services. If you organize a virtual Christmas party during work hours, make certain that your team is prepared to handle the additional workload. Go all out with your background decorations to make the event feel truly special. This can be a physical background filled with a Christmas tree and gifts or a customized virtual background everyone can use that has a festive design.  Virtual Christmas party ideas and games your team won't hate Host a sommelier-led wine or hot cocoa tasting complete with nuts, candies, and cheese.  Participate in a remote escape room experience. The winning team gets a Secret Santa gift.  Have a Christmas cookie decorating competition with management as the judges. This requires some prep ahead of time but will be a visual feast for all attendees.  Dress to a theme and host a contest for the best ugly sweaters, Santas, and other Christmas character outfits.  Bring in classic board games such as bingo, charades, and virtual Apples to Apples. Look for versions with a holiday or Christmas twist.  Invite guest performers to do stand-up comedy, play live music, or even do magic while dressed as Santa.  If children are in attendance, screen a Christmas movie like “A Muppet Christmas Carol”. If it’s adults only, watch something like “Die Hard”.  Host a creative workshop such as cocktail making, scarf knitting, or ornament crafting.  Invite a local school, church, or community group to sing Christmas carols during the event.  Start a Christmas-themed trivia game for prizes.  How do you make a virtual Christmas party inclusive? Although there are various holiday celebrations and festivities that happen throughout the year, they seldom get the same attention that they deserve. An inclusive approach encourages employees to recognize that they come from a variety of faiths, traditions, and cultures. To make your virtual Christmas party more inclusive, leaders should make their employees feel valued by turning it into a virtual office holiday party instead.  Or, if hosting a true Christmas celebration is important to the majority of your team, make sure you’re upfront about it.  Sometimes an employer will announce a regular holiday event that ends up feeling, looking, and sounding a lot like a Christmas party. But according to the experts at the Society for Human Resource Management, it’s much better to be upfront about which holiday or holidays will be represented at your party than mislabeling it for the sake of inclusion.  If you do host a virtual Christmas party, make sure to also acknowledge and give the appropriate time off for other winter holiday celebrations for employees who celebrate those instead.  How to plan a virtual Christmas party with Wrike Wrike is an online task management system that manages to-do lists and multi-department projects, including events like virtual Christmas parties. Its advanced features allow it to efficiently organize groups of people.  To start, it's important that the virtual Christmas party planning team has a centralized folder for each major portion of the event running at the same time. This way, they can easily identify which parts of the plan are complete and which ones are still in progress. Next, each team has its own subfolders, which can be organized into areas of responsibility and major initiatives. This system also keeps all of the important details organized, allowing each team to set its own deadlines and work seamlessly with the other event crew. For virtual Christmas parties, this means keeping track of everything from mailing invitations and gifts to arranging live performers.  After, Wrike users can add a registration folder to their virtual Christmas party project. The registration folder contains all the necessary information related to attendee registration. From there, tasks can be broken down into specific sub-tasks with more detail. For example, if your task is to host a cookie baking contest, your sub-task list may include the item “draft contest rules by December 15”.  In addition to adding dates to tasks and sub-tasks, members of the event management team can add custom tags to each item. This will make tasks easier to find, sort, and assign to the appropriate team members.  Each team can customize their tag options in Wrike to fit their own guidelines for breaking down tasks into action items. For example, teams can designate certain tasks as “Administrative” to automatically sort logistics-based tasks into one skimmable list.  Once you've created a list of tasks, you can start scheduling them in Wrike. Doing so in the timeline view will help organize them nicely and ensure that your announcements, invitations, RSVPs, and party shopping all get done on time.  There are lots of ways to view tasks once you have them created and assigned. Drag-and-drop tasks can be organized in a timeline view. You can also group them into predefined hierarchies.  And if one task is dependent on another (such as waiting for RSVPs to come in before putting together the gift baskets), Wrike allows users to connect tasks and send automated notifications and reminders to the appropriate people when it’s time to move on to the next steps.  Having task dependencies makes it easier to identify which tasks are dependent on which part of your virtual Christmas party plan. Also, it saves you time when you need to update the status of a specific task since Wrike will trigger these reminders for you.  And after your virtual Christmas party is over, you can simply just drag and drop the entire folder into a "Past Events" folder for next year.  Create a templated version of your planning process to streamline future event planning and organizing. Or simply keep a record of the fun everyone had and how you brought it to life.  No matter how you use the information, it’s handy to have on file within your project management system for future reference.  Ready to get your virtual Christmas party organized and on track to be a big hit? Get started today with Wrike’s two-week free trial to take advantage of our detailed task management capabilities. 

Working Remotely or Remotely Working? Tips for Confident Remote Collaboration
Collaboration 7 min read

Working Remotely or Remotely Working? Tips for Confident Remote Collaboration

From “digital nomads” to cross-continent distributed teams to Friday traffic-dodgers: working remotely has never been so popular and collaborative.

Switching to Wrike: Implementing Change Management Across Distributed Teams
Leadership 7 min read

Switching to Wrike: Implementing Change Management Across Distributed Teams

Meryl Johnston, Founder & CEO, Bean Ninjas Bean Ninjas is an online bookkeeping firm that caters to online businesses. They’re not your traditional bookkeepers. Bean Ninjas were named Xero Bookkeeping Partner of the Year (QLD) in 2017 and were finalists in the Bookkeeping Firm of the Year at the 2018 Australian Accounting Awards. Meryl is a Chartered Accountant and entrepreneur. Prior to Bean Ninjas she ran a cloud accounting consulting firm, worked in both commercial accounting roles, as an auditor (BDO), and as a lecturer in accounting and audit. Process is the backbone of productivity. Teams thrive on routines and processes to keep work organized and goals on track. However, sometimes poor processes are detrimental to productivity. If processes are inefficient or ignored, things fall through the cracks and people start pointing fingers. When it came time for us to evaluate our processes, we found a lot of room for improvement. As a team of 12 distributed across six countries, it was extremely important for us to establish an efficient process for getting work done. As the number of managers grew across teams, so did the need for automatic reporting. Since Trello wasn’t able to provide that level for reporting, we decided to look into changing our processes and tools altogether. Coordinating across time zones is a project in and of itself. Requests, approvals, and revisions can take weeks just corresponding back and forth. The three biggest challenges for our distributed team when we considered why work from home pros and cons were: Uniting on communication and culture Finding and accessing important information Rolling out and learning a new tool We needed to figure out a way to streamline our processes so our distributed team could function like a well-oiled machine. Embracing change management It can be a difficult and time-consuming project to change the software that underpins your business. Giving your team the option of using a new tool can result in a less than 30% adoption rate—at which point, there really is no point in having it at all. So it’s very important to get the right buy-in upfront from everyone who will be using the new software. We found there are three distinct phases of change management and key steps to successfully get your team on board with a new software: 1. We involved the team in the buy-in If you fail to prepare, you prepare to fail. Have an open discussion with your team from the start and involving them in the process of evaluating a new tool will increase your chances of adoption and usage. Here are the steps I recommend: Obtain feedback: We had everyone in the loop from the start. We discussed why we planned on changing tools and how we thought everyone would benefit from it. Conduct a survey: We created a survey that asked our team what their biggest pain points are with the current software. What do they like? What would they like the change? Agree on qualifications: We decided what capabilities are a must-have in our new software and aligned on how this tool was going to help us achieve our goals. Rank contenders: We listed out the softwares we were vetting and ranked them based on which ones met the most qualifications. Test software: We chose a couple to test out. Then had a team member check out the areas of the software that were most important to our team. Select software: Once our team came to a consensus on which tool is best, they were motivated and excited to start using their new tool. Our Wrike implementation was easier because we received upfront buy-in on why we needed to change systems. We also understood the pain points of different team members and were able to explain how the new software would solve them. 2. We prioritized implementation Implementation is such a crucial process when changing work management tools. Wrike is a flexible tool and we wanted to ensure we set it up so that we could map it to our goals in the best way possible. Here’s how we onboarded with Wrike Identified our internal Wrike Champion: Scheduled an initial kickoff call with our Wrike Champion and managers to go over goals and expectations. Tested Wrike: Identified an accountant who would be the lead in rolling out the first test. After two months of testing, we rolled it out to the team. Set up training: We set deadlines for everyone on the team to complete the training and created our own training videos on how we want our team to use the software. Once training ended, we had different team members present a screenshare in Wrike so we could make sure they understood the new workflow. Obtain feedback: We frequently touched base with our team and asked for their input on the new setup. They’re much more likely to follow a new process when they’re involved in creating it. 3. We continually monitor & optimize Be patient and don’t expect everyone to learn and adopt the new software in a week. We continue to monitoring our team’s usage and feedback so we’re open to new ways of using the tool. We’re constantly asking ourselves: How can we optimize new features? What existing integrations would be useful for our team? We want to ensure we make the most of our powerful new project management software. This means seeking to review the way we are working and to make incremental small improvements. Key lessons learned Change management doesn’t have to be hard. Here are some key lessons we learned when implementing a new tool. Devote time for trainings. We significantly underestimated how many hours it would take us for implementation which created internal resourcing issues. Diversify trainings. Schedule group training, but also host one-on-one sessions to ensure that each team member is understanding the nuances of the new system. Motivate teams to use the tool. Encourage managers to lead their team with the adoption of the new software or set up some reward for their first completed project to incentivize them. Be patient. Understand that adopting a new tool takes time, but continue to monitor and make sure usage is improving. Be open to feedback. Where there is push-back from the team about the new software listen to their concerns and look into whether there is a better way to organize work by automating repeatable tasks.

Remote Collaboration: 5 Sentences to Ruin a Remote Worker's Day
Collaboration 5 min read

Remote Collaboration: 5 Sentences to Ruin a Remote Worker's Day

Setting aside the joys of working from home and not having to commute,  workers collaborating remotely have to deal with a lot of extra pain. The added pressure it places on their shoulders comes from the difficulty of creating immediate, visible value from afar. They struggle to be more "present" to their colleagues via the communication channels available to them — sometimes unsuccessfully. It's important to realize the extra pressure remote workers feel when you converse with them, and why remote work is important in the first place. Sometimes, jokes about "laziness" or how many hours they "actually" work can hit a nerve, and careless statements regarding work may cause a lot more harm than you think. For optimal remote collaboration, here are five specific sentences to stay away from: 1. "I tried to contact you, but I couldn't wait for you to get back to me." Possibly the biggest fear of your remote colleague is missing out on urgent tasks and direction-changing meetings that impact the work already being done. Saying something like the above hits home for an insecure remote worker already trying to compensate for not seeing people face-to-face. Especially if he is in a different time zone! It's tantamount to saying, "I Skyped you and emailed you (at midnight in your time zone) but since you never got back to me (because you were sleeping), I had to go ahead without you." This might be inevitable in a fast-paced business, but don't make a habit of leaving your remote workers out — especially on tasks they might want to be involved with. 2. "Oh sorry, that decision was already made last week." While there may be decisions made quickly at the home office, make sure you keep everyone in the loop. If you've been working on a project together and the project direction changes drastically, be kind enough to inform all stakeholders and collaborators properly so they're not left high and dry wondering what happened. Include them in decisions and give them enough lead time to give their feedback on important issues. 3.  "Stop asking me questions, read the project brief." Remote workers don't always have all the context and will probably ask more questions than someone who sits one desk away from you. If their questions disturb your workflow, don't shut down communication with harsh words. Gently push back by saying you will get back to them when you're free. By saying something like "Stop asking me questions!" you're effectively telling your teammate you don't want to help and that their requests for information are annoyances. If your work culture is based on bureaucracy and selfish fiefdoms of knowledge, then you have more problems to solve. But if your culture is one of sharing and company-wide collaboration, you've just created a roadblock that might prevent your team from asking for help in the future. Don't burn those bridges. 4. "Let's cancel this morning's meeting since X and Y aren't here." While it might be morning where you are, it could be 10PM in your remote colleague's time zone. Which means she had to wait up for this scheduled call, or perhaps even cancelled a night on the town. Canceling last minute presupposes that your time is more important than your remote colleague's time, hence you can do things on a whim and she has to accept it. At the very least, cancel meetings early — minimum 24 hours notice is ideal — so that remote workers can plan in advance. For pointers, here's a great article about the polite way to cancel an appointment. 5. "Aw man, you had to be there to see it!" Remote workers don't just feel like they sometimes miss crucial information and context to do their work, they also often feel like they're missing out on the camaraderie in the office. By saying this, you're effectively isolating them from the team even more. Instead, why not try capturing and sharing a video of that awesome dance move that the CEO did during Friday cocktails? Or set up some sort of video wall/always-on video conference (a la Shutterstock) so remote workers can drop in and join the fun. Remote Workers Have Feelings Too In the end, collaborating with remote colleagues is a matter of being sensitive to the needs of all concerned. People need timely information, and they need to be made to feel part of the team. And it's your job as project manager to ensure communication goes smoothly and team morale is high. Read Next:• 5 Tips for Remote Collaboration with Wrike• 4 Common Problems with Virtual Meetings that You Can Fix

Building Flexible Workplaces: A Definitive Guide to Hybrid Work (eBook)
Collaboration 3 min read

Building Flexible Workplaces: A Definitive Guide to Hybrid Work (eBook)

Explore our guide to hybrid work and discover the pros and cons of hybrid work, how to enact a hybrid work model, the tools you need, and more.

How To Manage Remote Workers and Virtual Teams
Remote Working 10 min read

How To Manage Remote Workers and Virtual Teams

Managing remote workers has its own unique set of challenges. This is your comprehensive guide for leading a productive and positive virtual team.

Problems With Virtual Meetings That You Can Easily Fix
Remote Working 5 min read

Problems With Virtual Meetings That You Can Easily Fix

Eliminate common problems with virtual meetings and learn how to improve communication and collaboration in a virtual meeting environment with Wrike.

Everything You Need to Successfully Manage a Virtual Team (Checklist)
Leadership 3 min read

Everything You Need to Successfully Manage a Virtual Team (Checklist)

  If you've ever managed a virtual team member or an entire remote team before, you know how difficult it can be to keep everyone aligned. If you're about to manage a virtual team for the first time, there are a few major challenges you need to carefully consider before work begins: How to get your team organized without seeing them in person. How to encourage the company vision without holding a face-to-face conversation. How to ensure team members work diligently without sitting in the same office. How to keep a good project pace without constant communication. We've created a remote work policy checklist of the processes, tools, and mindsets you'll need to create solutions for those challenges and keep your virtual team on point. Check out the infographic below to get a visual on the checklist, and download and print our handy accompaniment: the Virtual Team Management Guide PDF. Go through it with your boss and colleagues at work. If you'd like to put this infographic on your own site, feel free to use this embed code for easy sharing: Infographic brought to you by Wrike Find this infographic a useful resource for your team? You can also download this easy-to-follow guide to make sure all of your pieces are in place. Download the Virtual Team Management Guide now. Virtual teamwork is hard work! Running a virtual team often takes more work than running a co-located team, but it isn't impossible. If you can check off every item on this list, your virtual team is well on its way to success. Share this infographic and PDF with your peers to turn your entire company into a hive of productive virtual workers.

Join Wrike CEO Andrew Filev for a Webinar on Building Virtual Teams
Leadership 3 min read

Join Wrike CEO Andrew Filev for a Webinar on Building Virtual Teams

We're excited to announce that our CEO Andrew Filev will be the guest panelist on the upcoming webinar "How To Build Effective Virtual Teams For Startups" hosted by The Founder Institute. Andrew will share his experience from years of getting big results from virtual teams in fast growing businesses. Founder Institute CEO Adeo Ressi is hosting the webinar, which will cover topics including: How to efficiently manage virtual teams Collaboration techniques to boost productivity Common mistakes managers make with virtual teams and their remote working policy How to track progress with virtual teams How to overcome communication obstacles for virtual teams and working from home advantages and disadvantages We hope you'll join us on September 29th at 9am PST. It's a fun opportunity to hear from Andrew and ask questions. You can register here now: http://bit.ly/wfivirtualteams See you soon! Follow them on Twitter:Adeo Ressi | Andrew Filev | Founder Institute | Wrike

3 Strategies for Bringing a Distributed Team Member On Board
Leadership 5 min read

3 Strategies for Bringing a Distributed Team Member On Board

On our first day at a new job, we observe everything that is happening in the office and start to understand what is okay and what it is not allowed. We start building a mental map of what things are like in the office so that we can adapt faster. We notice if the receptionist is smiling or appears cranky, we look inside the meeting rooms and see if people are engaged and speaking or if they have their heads down, we look at people working at their desks and observe whether they have their feet propped up on the table or are focused on work, and we start to get to know them by what they have on their walls, desks, etc. But what happens when we join a distributed team? Nothing is visible to us, so we cannot build the mental map that typically helps us adapt to a new place and that gives us confidence to feel strong in a new environment. How can companies with distributed team members help them adapt to the virtual environment? 1. Use video ALWAYS! Start with the obvious: If your company has a physical location, substitute walking through the corridors and peeking through the glass doors of meeting rooms with a virtual tour of the office. If all of your team is remote, do all meetings with video. It is quite common for employees to object to the use of video. But when bringing a new member on board, make sure he/she uses video from the very first day. Video will help both of you in many ways: Better communication: 80% of the messages we receive come from body language. Building trust: We only trust people that we know, so video helps us gain more information about a person. Have a quick introductory meeting with the entire team, and while the new person receives training, have 1:1 meetings with the other team members. Get your message through: Intercall conducted a study showing that 65% of us do other work during conference calls without video, 55% eat or prepare food, and 47% go to the restroom! If you want people to actually pay full attention, use video. Break the geographical distance. If your team is multicultural, you are probably dealing with a variety of accents; body language will help you understand better what the others are saying. 2. Put everything in writing Document everything you say. Our attention spans are short even when we have somebody in front of us, so imagine what it is like when the other person is in a different country, being viewed through a little screen! Do not expect new team members to remember everything you say. Training somebody from a distance is not the same as training somebody in an office; you need to communicate better and more often. Provide common ground rules Your job is to guide the newcomer; the purpose is not to give him/her rules that shouldn’t be broken, but to show the person how you work, what is expected of him/her, what to expect from you and your company, and how you are currently playing. If there are rules are there to be broken in your company, say so, and at least show them how you work at the moment. During the first days, your job is to provide a solid ground where he/she can understand the new environment. Prepare a handbook with graphic documentation Avoid, at all costs, handbooks with a lot of text. Have your design team work on the handbook to make it attractive, easy to remember, and navigate. Keep visual records of meetings During meetings, use online whiteboards, and if trainings are complicated, record the trainings and have them available for people to check at any point in time. 3. Repetition is key You will need to repeat concepts and ideas more than usual because those ideas are not being reinforced in the same way that they would be if he/she was in the same office as the rest of the team. Repeat, but be creative when you do so: Create exercises for the new person to solve so you have a good excuse to repeat some ideas that were not clear. Give him/her small challenges one at a time. During your trainings, always summarize the most important points seen in the previous training. During every meeting, find a different example that explains the purpose of his/her job and why it is important. If those examples have to do with real customers or real team members, that’s even better! Daily mentoring Distance and a lack of bonding make distributed teams rust and break. If you create strong ties between team members from the very beginning, you will have done a lot. If your work methodology doesn’t include daily meetings, make sure that during the first 2 weeks the new team member meets with somebody at least once per day. The meetings should always include the following parts: Fun virtual icebreakers Questions about previous meetings and feedback about past challenges A main topic A new challenge proposal A fun, short activity to end on a high note Using solo mentors can be a good way to organize the transition of a new team member, but it can also create some unhealthy dependencies; remember that you can also have meetings that include different people so that the new team member sees all the colors of your team! Author Bio Anna Danes is the CEO of Managing Virtual Teams, where she consults for companies with global teams. Having worked and studied in different European countries, Asia, and the US, she provides a multicultural take on business. Follow her on Twitter: @virtualteams Download our free eBook If you want more advice on how to efficiently and successfully manage your remote team, download our free eBook: The Art of Staying Productive Across Distance

Exploring the Brave New World of Hybrid Team Management
Collaboration 7 min read

Exploring the Brave New World of Hybrid Team Management

Research shows that post-pandemic, hybrid team structures may be the “Next Normal.” But what are hybrid teams and what will hybrid remote working look like?

5 Best Video Conference & Meeting Apps for Your Team
Collaboration 5 min read

5 Best Video Conference & Meeting Apps for Your Team

Whether you're working with remote colleagues or coordinating with clients, you need a video conference and meeting app that's reliable and easy to use. You don't have time to deal with dropped calls, choppy audio and video, stream lags, annoying downloads and plugins, or other frustrating technical issues.  Between our weekly webinars and daily meetings with our remote colleagues around the globe, the Wrike team has tried just about every top video conference and meeting app available. Here's a list of our 5 favorites:  Top Video Conference & Meeting Apps 1. Zoom With HD video conferencing, screen sharing from desktop or mobile, recording features, and the ability to choose full screen or gallery views for video streams (or choose different views for multiple monitors), Zoom is quickly emerging as one of the top video meeting apps available. What we like best: Zoom boasts a slew of cool features like a collaborative whiteboard and the ability to send group texts, images, and audio files during meetings. Plus, the ability to join meetings from mobile via wifi or cellular networks makes it a great option for teams that are constantly on the go.    Pricing: The free version includes an unlimited number of meetings with up to 25 people, up to 40 minutes per meeting, and unlimited one-on-one calls. Paid plans with advanced features start at $10/month for unlimited meeting durations and calls with up to 200 participants.  2. GoToMeeting GoToMeeting has established itself as the "go-to" solution for video conferencing and virtual meetings, and with good reason: HD-quality video, screen sharing, personalized meeting URLs, and the ability to connect to meetings via desktop or mobile make it a popular choice. Teams can also collaborate by using the whiteboard feature to annotate and highlight the presenter's screen. What we like best: International toll-free numbers and options to translate control settings make GoToMeeting a convenient option for global teams, plus it's easy to change presenters for meetings with multiple hosts.  Pricing: The Pro version starts at $39/month per organizer and includes 25 participants. The Plus version starts at $56/month per organizer for up to 100 participants. GoToMeeting also offers a free plan for 3 attendees.  3. Join.me Join.me offers all the essentials you're looking for, in a lightweight, no-muss-no-fuss package. Attendees can call in via VoIP or telephone, and with numbers in over 40 countries, it's an easy solution for international teams. Record meetings, join from your preferred mobile device, share your screen, transfer files, and easily change presenters. You can also personalize your meeting space with custom URLs and screen backgrounds. What we like best: Ease of use. We can set up a meeting and be connected with colleagues in a matter of minutes, with no technical confusion or cumbersome downloads.  Pricing: The free Basic plan includes up to 10 participants and instant screen sharing. Pro and Enterprise plans include up to 250 attendees with advanced features like Outlook and Google Calendar plugins, built-in cloud storage, recording, and reporting tools.  4. ReadyTalk With ReadyTalk's suite of web conferencing, mobile conferencing, video conferencing, and webinar tools, you can find the perfect solution for your needs. Hand over controls to a participant to let them take over the discussion, use the interactive real-time polling feature to make group decisions right then and there, and stream up to 4 video feeds simultaneously. ReadyTalk also conveniently integrates with Google Calendar, Outlook, Lync, Salesforce, Marketo, and more popular tools. What we like best: Support. At your request, a ReadyTalk customer support rep will join your meeting to provide instant technical assistance. Stop worrying about glitches and instead just focus on hosting a great meeting.  Pricing: Meeting plans start at $24 for 10 participants, $34 for 25 participants, and $59 for 100 participants.  5. Onstream Meetings Onstream offers the usual features like screen sharing, document sharing, group or private chats, polling, shared controls, and a collaborative whiteboard. What sets Onstream apart is the ability to add up to 1,000 attendees, which is great for companies hosting all-hands meetings for more than 250 people. The toolbar at the top of the screen keeps controls for screen sharing, file sharing, drawing tools, and polling easily accessible. Also convenient: you can send files to all attendees or just to select people, or make documents available for download after the meeting concludes. What we like best: You can edit your meeting recordings without downloading the video file. Highlight key discussions or add chapter markers so viewers can easily skip to important points — all within the Onstream application.  Pricing: Subscriptions start at $49/month Take Your Meetings to the Next Level Now that you've got the technical aspect of the perfect virtual meeting settled, fix these four common problems with virtual meetings to make all your meetings productive.  Read Next: 7 Tips for Better Meetings (Infographic) Everything You Need to Successfully Manage a Virtual Team (Checklist) 4 Problems with Virtual Meetings that You Can Fix

The Secret Ingredients of a Successful Distributed Team
Leadership 5 min read

The Secret Ingredients of a Successful Distributed Team

Today, more and more companies manage their projects across multiple locations, taking advantage of new technologies and global talent to take their projects to the next level. But while remote teams enjoy many advantages, one of the central challenges they face is that of communication. Co-located team members have many opportunities to interact, whether it's through structured meetings or informal conversations that lead to new ideas. But members of a distributed team have to be much more intentional about communicating and keeping everyone in the loop. For project manager wondering how to manage remote workers, keeping everyone on the same page is essential to ensuring the team can quickly respond to any changes that may occur. Obviously, any project team has its own working style and unique challenges. For instance, an established marketing department will have a different process than an ad hoc creative team that's been created to work with remote consultants on a specific campaign. However, according to my experience managing distributed teams, there are four key factors that are important for any kind of remote collaboration.Source: Daxx.com, Chanty Inc. Set Ground Rules Establishing a set of ground rules for work processes, communication, and team organization will save you a ton of time when it comes to keeping your team up to date and on the same page. For example, ground rules stipulate when and how joint meetings are held, how the team logs their working hours, and how colleagues report on their everyday work and any roadblocks that are delaying progress. By setting and sticking to the same rules, you minimize the risk of something important slipping through the cracks. Closely Manage Workloads It’s fair to say that maintaining control is more challenging with a distributed team than a co-located one. To optimize your team's productivity and avoid any duplicate efforts, keep a close watch on your team's workload and be very clear about assignments and responsibilities.   If the task is a new and non-typical one, make sure the assignee has a clear understanding of the goals and what output is expected upon completion. Also, check whether you share the same vision of project priorities and where the new task stands among them. Maintain Constant Communication Remote team members must have a convenient way to communicate with their manager and with each other. It’s vital to keep ideas flowing, deadlines and responsibilities clear, and handoffs and workflows transparent. Keeping open lines of communication also ensures that plans and updates aren’t spread across everyone's email or personal storage, but get shared with everyone involved. Good communication helps establish a positive team atmosphere and culture of collaboration. Apart from discussing work-related questions, encourage your team to share personal news, funny articles, vacation photos, etc. I also believe that relationships between remote colleagues greatly benefit from the occasional face-to-face meeting, so try to bring everyone together in-person, even if it's just once or twice a year. Source: Daxx.com, Chanty Inc. Leverage the Right Technologies Following these tips will be much easier if your team takes advantage of technology that supports remote collaboration. Cloud-based collaboration apps can turn colleagues who are spread across the globe into a powerful team that benefits from collective intelligence. They help make up-to-date information visible to colleagues at any time, even if several projects are running simultaneously. They help users break down silos, keep work data and updates easily accessible, and make it easy for adjust their work. For the project manager, this is the foundation of good decision-making. Leading a Successful Distributed Team Have you had experience leading a distributed team? What do you think is the secret ingredient of successful remote collaboration? Read more tips on keeping your remote workers engaged, productive, and happy.

The Right Way to Empower Your Team with Flexible Hours and Remote Work
Leadership 10 min read

The Right Way to Empower Your Team with Flexible Hours and Remote Work

Traditional 9-to-5, desk-bound jobs are dying, and companies must adapt to retain their best talent and empower high-performing teams

Virtual Watercooler Breaks: The Value of Informal Communication in Remote Teams
Project Management 3 min read

Virtual Watercooler Breaks: The Value of Informal Communication in Remote Teams

  Recently, I came across an interesting study by a well-known German university. It revealed that about 80% of successful ideas created in teams were born from informal conversations, both in co-located and virtual teams. It also stated that in R&D teams, almost 90% of conversations could be described as informal. So, informal communication doesn’t only have psychological value, but is an essential component of innovation. According to my own experience, conversations on informal topics are key for getting your team connected. Distributed teams don’t have the opportunity for casual watercooler talks, so they might have a deficit of this important component. If people work together on a regular basis, even if they are not located in the same office, they eventually get to know each other better. But the bigger the team is, the lower the natural tendency for bonding. One of the things we do at Wrike (where our distributed team counts for over 60 people today, and is growing) is that at our regular company meeting, apart from talking about plans and achievements, we also weave in some personal info into the mix. For example, some people may share photos from recent vacations, we introduce newcomers with some information about their hobbies and interests, etc. The team likes it, and it definitely gives additional topics for internal discussions. Also, we try to meet in person as frequently as possible. I’ve noticed that every face-to-face meeting improves collaboration, because team members get more open to communication and feel more comfortable when they need to put their minds together at work. These remote employee engagement activities contribute to forming a friendly and productive environment where people don’t just work, but enjoy to work. And it is no surprise that this, consequentially, makes a positive impact on employee retention. How important do you think informal communication is for work performance? Wrike's flexible work management platform empowers remote teams to do their best work, from anywhere. Find out more here.   

How to Know Which Way of Working is Right For You (Infographic)
Remote Working 3 min read

How to Know Which Way of Working is Right For You (Infographic)

The Covid-19 pandemic forced a record number of offices to send their employees into remote working, but as the number of people vaccinated is increasing, offices are reopening and many employees are now faced with a difficult choice. Should they continue to work remotely, return to the office a few days each week, or return to the office full-time?  If your employer has given you the option to choose, here’s how to know which way to work is right for you. 

How to Organize a Team for Long-Term Remote Working
Remote Working 10 min read

How to Organize a Team for Long-Term Remote Working

Remote work isn’t a passing fad — managers need to think strategically about how to organize a team for long-term remote working. Here are some tips on how.

How to Ask Your Employer to Work Remotely Post-Pandemic
Remote Working 7 min read

How to Ask Your Employer to Work Remotely Post-Pandemic

It’s difficult to believe that remote work has become a household name in just a matter of two years. Pre-pandemic, only 17% of employees took advantage of remote working, but COVID-19 caused that number to jump to 44% as 16 million knowledge workers packed up their desks in a hurry in March of 2020. Now that vaccinations are on the rise across the United States, offices around the country are reopening. While the return to normal office life might appeal to some employees, others are eyeing the future of remote working and wondering how to ask employers to work remotely post-pandemic.  Requesting to work remotely pre-pandemic used to involve in-depth research into how that could work. Employees used to have to convince employers to take a significant risk in letting them work remotely because remote work was largely uncharted territory. Now, it’s more appealing to a larger swathe of workers and more trusted by employers as a reasonable way to work.  Not all employees want to continue to work remotely. Some found remote work challenges untenable, like social isolation, juggling children engaged in at-home learning, or sharing a space with roommates. However, for many, the advantages of remote work far outstripped the drawbacks, causing them to pursue a future of remote working. Prerequisites for successful remote working If you’re currently wondering how to ask your employer to work remotely post-pandemic, this set of tips will help direct your steps toward full-time remote work.  There are several prerequisites you should consider before asking your employer to stay remote post-pandemic:  Asking your employer to work remotely typically requires that you’re an employee in good standing, as working remotely necessitates a higher level of trust than those working in an office setting.  If you were able to perform your duties well while working from home during the pandemic, you’ll have a greater chance of a positive response.  You’re committed to working remotely in the future. If your employer gives you the opportunity to work remotely, you might not have a desk to return to should you change your mind later.  You have a suitable remote working set-up, whether at home or a co-working space. Remote working requires a space that’s suitable for completing your work each day, including a reliable internet connection and a quiet space for making phone calls or engaging in deep work.  Your job doesn’t require daily in-person interaction, such as a retail or service role. If your duties require you to be physically in your place of work, your employer likely won’t be able to accommodate a remote work request.  If you believe you and your workplace satisfy these prerequisites, you’re ready to request remote working post-pandemic.  How to ask your boss to work remotely in the future These recommendations should help you determine a plan for requesting remote work from your employer:  Request a meeting with your boss: Changes to the way you do your job shouldn’t be undertaken via email or internal instant messaging like Slack. Instead, ask your boss if it’s possible to schedule a meeting to discuss potential ways to improve the way you work. Come prepared to actively request remote work and make your case. Prepare information beforehand: Preparation is your best offense in this situation. You’ll want to outline the reasons you believe remote work will suit you and your ability to do your role. You can either send this information to your boss beforehand or discuss it with them during the meeting — sending it ahead of time might give your boss more time to digest it rather than receiving it on the spot. Start with the following: Highlight how you working remotely will benefit the company Outline your job functions and how they can be better performed remotely List ways remote work will increase productivity for your particular situation, including the possibility of undertaking deep work without distraction Address any potential concerns your employer might have and offer solutions Be ready to address certain objections: If you can, prepare for your boss to raise objections. The following are worth considering before you meet with your boss: If your boss is concerned that you won’t be reachable when needed, you can outline your specific working hours and digital communication tools that can help you stay reachable during work hours. If they feel that your job can’t be done remotely, highlight each function of your role and explain how they can be done from home. If they fear you will be less productive when working remotely, you can bring up previous productivity during the pandemic. Propose plans for keeping your employer apprised of your progress at regular intervals.  Propose a hybrid work compromise or remote work trial  If your employer isn’t completely sold on the idea of you continuing to work remotely, you can propose a hybrid work schedule that meshes with your team work methods. If you know that your team meets monthly at a certain day or time, proposing a specific schedule that allows you to join your team and contribute in person might be more amenable to your boss.  Likewise, suggesting a trial run of working remotely for a period of a few weeks or a month can be a good way to determine whether this set-up will work for both employee and employer. A trial run can also be helpful as employers try to allocate office space moving forward with the future of remote work in mind. It’s important to remember that if you choose to work remotely, there may not be a desk waiting for you if you change your mind.  Use Wrike to keep remote work on track Wrike offers remote working solutions to keep employees connected and collaborating, wherever they’re based. Thanks to instant @mentions and real-time commenting, employers and employees can keep in touch and monitor progress. Automated requests cut out constant check-in emails, while custom reports enable employers to track their team’s progress anytime. Try Wrike for free today, and let our collaborative work management software drive you into the future of remote work.

What Is Hybrid Remote Working?
Remote Working 10 min read

What Is Hybrid Remote Working?

Hybrid remote working bridges the gap between remote work and office work. It offers employees the opportunity to work in an environment that suits them and has a substantial impact on both overall performance and productivity. Despite the weather-related small talk, many people still want to be with their co-workers. And if companies aren’t too eager to return to full-time hours on site for all employees again, there is a solution that is less black and white.  In this article, we’ll provide an overview of how hybrid remote working functions and why it could benefit the companies that employ it.  What is a hybrid remote working model? A hybrid work environment includes both in-office and remote employees. This arrangement allows employees to work from home while still maintaining a physical office. Combining the two work models has major benefits for a number of vulnerable groups, including women, people who have disabilities, parents of young children, millennials, and Generation Z employees.  If that’s not enough to pique your interest, the hybrid remote working model also seems to be a more productive and cost-effective strategy for everyone. There are plenty of companies still pushing the envelope when it comes to working conditions. But many are starting to realize that they need to care more about how their employees are getting things done and where they have to be to do it.  This results-oriented mindset is the driving force behind many decisions to switch to a hybrid remote working model.  When it comes to the day-to-day practicalities of this approach, it can vary widely. In general, hybrid workplaces need conference rooms, at least one large general use space, and a robust online tool for a successful transition. This can save companies real estate space and office expenses which are only a couple examples of the many benefits of hybrid remote working.  What are the benefits of hybrid remote working? After working remotely during the pandemic, many employees are eager to return to their desks. But despite the enthusiasm for shared workspaces, many companies are still reluctant to return to the traditional office setting. That’s where hybrid remote working comes in.  Easier planning Companies can work together with employees to create schedules that everyone will champion. For example, instead of working from home on the same days every week, an employee or team member will come to the office at agreed-upon times instead. This eliminates the need for an office manager to plan meetings and events for in-office hours. Smarter resource management A manager can then customize their work schedule to suit a specific company project. For example, all members of the same team can work from the same office then alternate with another team the following week. More flexibility  Alternatively, companies can choose to give employees the freedom to go into the office whenever they want with the caveat that they do it a minimum number of times per week. An entirely flexible schedule allows employees to customize their work schedules to fit their personal needs. This concept is ideal for people who work from home for disability-related reasons or are on a tight deadline. Happier employees Many of us know from experience now that flexible work can boost employee satisfaction. It’s also a great way to reduce turnover and can be a major selling point for recruitment.  What are the challenges of hybrid remote working? The traditional workday is no longer a requirement for many workers. Instead, they expect more from themselves and are more focused on results-oriented tasks. In fact, studies have shown that there is a link between feeling content with work and being productive. For employees, this expectation presents various challenges that employers have to consider.  These challenges include but are not limited to:  Management Company culture Miscommunication Micromanagement is one of the biggest challenges of both remote working and hybrid remote working. This can be counterproductive and may even lead to resentment amongst employees if taken to an extreme. For example, having to check in constantly or always be online while working from home (even after hours) may lead to a big enough decrease in morale that employees choose to quit.  On the other hand, creating a culture of autonomy can help employees feel secure and accountable. Tip: Strong remote work management training and a great project management platform can help executives monitor teams in more productive ways.  One of the other biggest challenges of hybrid remote working is finding ways to connect people part-time. Simply put, you can't force team culture. Instead of assuming teams will come together socially on their own, managers should try creating a space both online and in-person where everyone feels welcome. This can create a more intimate environment where people can connect and discuss their concerns. Another key issue is communication. Employees need to be able to communicate with each other wherever they are without having to travel to a physical office. By creating an online communication plan, you can easily integrate apps and messaging platforms into your existing systems. Considerations for going hybrid remote For some businesses, switching to a hybrid remote working model may be an impractical or impossible choice. While it is a great alternative to an entirely remote team, it does require more effort and an investment of time to implement. This is especially true when you consider how switching work models affects your company holistically.  When it comes to going hybrid remote, team bonding is more important than ever. Just because you're not in the same location doesn't mean you can't do team bonding activities. Create remote team activities that are both fun and professional. From holiday parties to corporate announcements, there are endless possibilities.  The goal is to show your employees that they're valued and treated the same regardless of where they work. It'll also help them feel included in the team even if they are in an entirely different timezone.  You should also consider taking a temperature check (no pun intended) of your post-COVID company culture. At-home employees are typically more productive, less likely to quit, and generally happier than their in-office counterparts. After many months of telecommuting, you may find that your specific group is better suited to one model over another.  Another important point of consideration is your management team’s style. When managers are used to being around their employees, they may not know how to manage a remote team, much less a part in-person, part remote team. There may be learning curves over time.  One of the other important factors that companies should consider is the number of days employees can work in-office. Again, flexibility is key. Companies should not make strict rules around a minimum number of in-office days unless those rules are directly tied to goals and projects.  Tips for managing a hybrid remote team Set expectations. First, get in touch with your employees to find out their preferences. Then, make sure they're prepared to measure their results no matter where they’re working from. After, discuss the hybrid office options with your senior executives before making the transition.  Make a plan. Create a clear and flexible office schedule for the first couple of weeks back. This transition period can be used to document the various changes that will affect the office environment. Your return-to-work plan should also outline the procedures for the IT department. Develop meeting types. These may serve different purposes or function in new ways compared to the types of meetings you currently host. Make sure to divide up one-on-ones and status meetings so that each remote individual receives some personal attention. Have fun. Fun should be part of all in-office and remote work cultures. Online multiplayer games, virtual happy hours, trivia, and even hybrid karaoke can bring together remote and in-person teams no matter how far apart they are.  Build a foundation. Before the project begins, provide all the details and requirements in advance. This will help avoid misunderstandings and confusion later. Another good step is keeping important documents and communication centralized. Take it slow. Transitioning to a hybrid remote working model doesn’t have to happen all at once. Small changes can be made each month or quarter so that no one gets overwhelmed. This also gives teams time to assess progress and reevaluate their model as they go.  Implement meeting policies. Unscheduled meetings can be disruptive to hybrid remote teams, which is why companies may want to formally schedule them within their project management software or calendar tool. If you do have informal meetings, leaders should document the takeaways within project files and individual tasks as needed. Keep things fair. Leaders should carefully consider the perks of the office and extend them to those who are outside the office. For example, if a team member is remote but still needs to access an onsite gym and daycare, this could be difficult to accommodate. How to support hybrid remote teams with Wrike When remote work is no longer required, what happens when employees choose to work from home? For many companies, this is their first step into a hybrid working model. They need to prepare for this transition to implement it successfully. Here’s how Wrike can help.  Wrike is a hybrid remote working software that lets you work seamlessly across time zones, spaces, and teams.  Wrike helps streamline your collaboration by allowing everyone on the team to save, edit, and share project-related documents in real-time. Having a centralized storage space makes it easier to review, approve, and print documents too.  Wrike also puts micromanagement concerns to rest through visual task management tools. With a clear view of your team's tasks, you can see who's working what, who's available, who’s not, and what the status is of every active project component. Building trust within your team in this way is an absolute necessity to keeping things running smoothly.  In that same vein, Wrike’s dashboards give your management team ample support before, during, and after the transition to hybrid remote working. Essentially, they provide a bird's eye view of projects and the ability to dig deeper when necessary.  With custom dashboards, you can see the status of all your team members' work, as well as the individual's workload. Our collaboration tool makes it incredibly simple to keep track of all your meetings and status updates. Also, it lets you outline the agenda and record notes in the same file. Using Wrike will help both your remote and in-person teams to time too. At-a-glance tools like these prevent employees from having to send or receive status updates to the entire team via email or messenger throughout the day.   And by making project plans and task assignments visible to everyone within Wrike, team members will better understand the roles and responsibilities of others. Not only does it increase their visibility, but it also serves as a constant reminder of what they are working toward. It can even help them feel accountable to themselves and the team.  Wrike can even help simplify and streamline the hybrid remote model scheduling process. The custom calendar feature is a great way to keep track of flexible and remote work arrangements all in one place. The promise of a future where hybrid remote working is the norm is exciting. With Wrike’s help, your team can easily experience the many benefits of the hybrid remote working model for themselves. Start your free trial today.