{"id":5789,"date":"2011-04-12T01:54:37","date_gmt":"2011-04-12T08:54:37","guid":{"rendered":"https:\/\/svapm.org\/?p=5789"},"modified":"2011-03-18T16:20:31","modified_gmt":"2011-03-18T23:20:31","slug":"is-working-from-home-the-fast-track-toward-the-door","status":"publish","type":"post","link":"https:\/\/svapm.org\/?p=5789","title":{"rendered":"Is working from home the fast track toward the door?"},"content":{"rendered":"

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Is working from home the fast track toward the door?<\/p>\n

What remote workers need to know about staying in the spotlight?<\/p>\n

While working from home sounds wonderful, there are some negatives to that flexible lifestyle.<\/p>\n

    \n
  1. People with home offices tend to work more hours \u2013 often evening and weekends<\/li>\n
  2. People with home offices tend to lose face-to-face time with their managers, co-workers and other 2nd<\/sup> line managers<\/li>\n
  3. People with home offices tend to miss high-profile opportunities that are discussed after a teleconference meeting, \u00a0around the water-coolers or in the hallways.<\/li>\n<\/ol>\n

    The dampening effect also affects the manager that supervises remote employees.<\/p>\n

    How does a manager effectively determine:<\/p>\n

      \n
    1. How many hours are they actually working?\u00a0 If I don\u2019t know how many hours they are actually putting in, how do I know how productive they are being?<\/li>\n
    2. And there is the \u201cout of sight, out of mind phenomenon\u201d as well.\u00a0 Managers have many issues that cross their path in a day.\u00a0 How do they ensure that the employees that do not cross their paths are getting the right amount of attention, feedback and guidance?<\/li>\n
    3. How do 2nd<\/sup> line managers effectively compare performances across their departments?<\/li>\n<\/ol>\n

      Some tips from the employee:<\/em><\/strong><\/p>\n

      Networking is critical in any career minded individual.\u00a0 But it\u2019s even more so in a remote and global environment.\u00a0 Now that you are a remote employee, you need to take your networking skills to the next level.\u00a0 Gone are the days when you can easily bump into a conversation regarding a high-profile upcoming project. \u00a0Because you are not in the office and halls, your name and face is less likely to cross the minds of 2nd<\/sup> line managers that don\u2019t ordinarily work with you.\u00a0 You are not as recognizable as you would be if you were seen in the cafeteria.\u00a0 It really is the case of \u201cOut of sight, out of mind\u201d.<\/p>\n

      So what can a person to do?\u00a0 Consider these recommendations:<\/p>\n

        \n
      1. Network with your manager\u2019s cohorts (managers of the same level as your boss).\u00a0 Majority of companies use performance evaluations to award their employees salary promotions, increases, etc.\u00a0 During this process, we are often rated and ranked against people of our same level or band. \u00a0It is during this process that all the managers of the same level meet to discuss and evaluate their employees of the same level. \u00a0\u00a0It stands to reason that the more managers you know in that room, the better your chances are for a favorable review.<\/li>\n
      2. Consider requesting a manager and 2-line manager to mentor you.\u00a0 Many corporations have mentoring programs.\u00a0 These programs are designed for executive and upper level managers to mentor and tutor up-and-coming employees.\u00a0 One of the best ways to stay ahead and continue to evolve is to solicit coaching advice from one that has already traversed the paths that you are interested in.\u00a0 One suggestion is not to limit you to just one mentor.\u00a0 Instead, select a few growth area and piece together the appropriate team to cover those various areas.\u00a0 The more management people that get to know you, the better.<\/li>\n
      3. Present yourself as an expert in your field.\u00a0 Consider writing papers, co-publishing articles, presenting at trade conferences, holding lunch\u2019n learn session, conduct executive demos, facilitate client focus group meeting, etc to illustrate and expose your knowledge in your field of choice.\u00a0 Attend and present at local professional organizations that are involved in your field of choice.\u00a0 The more people that know of your background and expertise, the better.<\/li>\n
      4. Keep your resume updated and forward focused.\u00a0 Consider using a \u201cforward focused\u201d resume.\u00a0 Don\u2019t just look upon a resume as a map of where you have been, but where you are going.\u00a0 Include professional development goals with milestones and deadlines.\u00a0 Include your career objects and what you are looking forward in your next position. \u00a0 Continue to add education, certificates of accomplishments, and training completion.\u00a0 This illustrates your continued desire to stay sharp and valuable. \u00a0\u00a0 Keep a folder or log of all your accomplishments throughout the year.\u00a0 Managers juggle and manager different people, situations, and sites throughout the year.\u00a0 Your manager may not remember or even be aware of all that you do for the organization.\u00a0 It\u2019s a good idea for you to keep an Accomplishment Folder and keep it updated throughout the year.\u00a0 Do not wait until the end of the performance evaluation year to remember what you have accomplished.\u00a0 Keep track as you go along.\u00a0 Include any letters of recommendations, thank yous, client notes, cohorts positive and negative correspondence, etc.\u00a0 If you get a \u00a0verbal \u201cthank you\u201d, as them if they would put it in writing and copy your manager.<\/li>\n
      5. Get others to toot your horn.\u00a0 Clients and co-workers are happy to \u201ctoot your horn\u201d.\u00a0 It\u2019s just that it doesn\u2019t often occur to them.\u00a0 Many find it easy to gush and thank you for all your hard work.\u00a0 But it may not occur to them to tell your manager about your outstanding service.\u00a0 So, the best cure for this is to \u201cask them to put it in writing\u201d. \u00a0\u00a0 If someone is happy with your work, they will be happy to write a testimonial or a mention of your great work.\u00a0 But they may not have the time.\u00a0\u00a0 The best cure for this is to write it for them.\u00a0 Then ask them if this is something they would feel comfortable modifying and sending on your behalf.<\/li>\n<\/ol>\n

        Next time:\u00a0 Tips for managers of remote or global employees.<\/p>\n","protected":false},"excerpt":{"rendered":"

        Is working from home the fast track toward the door? What remote workers need to know about staying in the […]<\/p>\n","protected":false},"author":1508,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"give_campaign_id":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[2,845,6,27,855,847],"tags":[39,13,64,167,1370],"class_list":["post-5789","post","type-post","status-publish","format-standard","hentry","category-leadership","category-human-resources","category-communications","category-training-certification","category-pmbok-process-executing","category-self-leadership","tag-best-practices","tag-career-development","tag-communication","tag-continuous-improvement","tag-leadership"],"aioseo_notices":[],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/5789","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/users\/1508"}],"replies":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=5789"}],"version-history":[{"count":0,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/5789\/revisions"}],"wp:attachment":[{"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=5789"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=5789"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=5789"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}