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Accenture Hi fishes, I am looking for an opportunity in HR domain. Currently I am working as a Senior Executive HR in a consultancy company named Profession Makers. I was an experienced qualified Professor in Sociology for almost 8 years. Due to motherhood I resigned from my job as I am living in a nuclear family. However I am looking for WFH opportunity in HR (Non IT). Kindly help.
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So- we run Dynamic Creative Optimization (DCO) for our clients display ads in a feed and corresponding google sheet via Google DoubleClick. My q is- does anyone know what systems out there allow for creating a template that will automatically pull a product image from say Target.com and automatically building the ad & copy without manually making 1000 ads via row for row in the google sheet? I know this is possible but curious if Sizmek or Flashtalking are more common in this type of creative development.
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In my experience, a *good* company will work to include remote employees and ensure they have access to the same networking and learning opportunities as those on-site. As well as be considered equally for both advancement and layoffs. But not-good companies are much more plentiful. 💁🏻♀️
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I agree. I think it places a lot more responsibility on the company to make sure their employees are able to learn and have good communication with their mentors/managers. My company has tried to implement some practices like encouraging their employees to set up more 1-1 meetings and coaching managers to mentor more efficiently from a remote position. But if I’m being honest, it’s not fully the same. It gets the job done but I’m not making friends. Before, I was closer to my manager and able to establish my presence at my company more. Long term, I don’t think this will impact my promotion timelines but I think it will impact my knowledge as a whole. I learn things specific to my role but don’t have a lot of general knowledge. Also, before, I would run into higher up people at my firm and was able to catch up and get some feedback/perspective from them but now I haven’t spoken to some of them in months.
The thing is, those casual interactions don’t have a lot of obvious value so it’s hard to justify or understand whether it’s worth coming into the office for. They’re interactions that may or may not indirectly contribute to me making certain decisions that may have an impact on my career.
Indirectly, I think am feeling the effects of people not advocating for me as much when it comes to project roles and new opportunities. This is partially on me, still trying to figure out how to establish my presence a little more in remote scenarios
Managers need to be trained on how to run and support hybrid teams. Otherwise, it’s too easy for them to default to the old status quo. I’ve seen this happen already at the company I previously worked for during the pandemic.
Have you seen any good resources around this? Specially around fair treatment.
out of sight out of mind
I also think that learning opportunity from coworkers is lost...
This will be the hook to get them...and switch to hybrid in the future. Kind of like how my $30 internet is now over $100 bucks a month. 🤣
2000 miles is a sizable commute.
Yes it will. Sadly. I personally look at productivity and performance, not who's there to share a joke in the coffee room (couldn't care less of the chatting). But the older generation care way too much about presence. Presence equals "i care" (even if it's to work just two hours a day and just make attendance).
Unless HR specifically has trainings saying to treat people the same either way, yes 100%. Unless you have a good boss.
I agreed I truly believe so much of the balance of in-office vs remote needs to be struck depending on what type of manager you have. Speckling personally, my manager really loves working remotely (his personal preference). So, for me, and the two others on the team, we truly don’t benefit much by going into office. It can be a little restricting knowing there isn’t much to gain by going in but most of the time I prefer WFH anyway. If he wanted us in, or at least went in himself often, I would feel much more compelled to go in.
I would be more concerned about long term job security if I’m remote and everyone else is going to the office.
I think it blows as someone foolish enough to still live within what someone deems a commutable distance to the office. If I had just moved away, I could stay remote full-time. Instead, I face pressures to go in.
My mother, a boomer, is CEO of a small savings and loan bank. I work in more of a large, investment bank setting, where it has become almost 100% remote. My mother still can’t wrap her mind around the fact I work in higher finance her and from home in sweat pants. You can’t reverse the trajectory we’re on in corporate America. In order to attract top talent it is crippling to be inflexible w work expectations and that your staff will come in daily. If one bank is flexible, they all will need to be. I really think it’s that simple.
Truly those people wanting to work remote should’ve negotiated that from the jump
I mean probably eventually will want her in the office but also we are at different time. Personally I wouldn’t ever go back to full time at a office and there’s still a lot of great companies who are remote.
It depends on the culture of the office itself. If the office has traditionally been a very sociable place that throws a lot of events. And hosts a lot of in person meetings with management, then yes you could be out of the loop on many things.
If given the choice to work with someone that comes into the office or work with a random face on a zoom call, most managers will opt to work with someone they see in person on a regular basis.
I have dealt with this myself as I chose to remain remote during covid while many of my coworkers returned to the office. You do miss out on quite a bit.
Any ideas on how to set better balances and boundaries? To not make it as unfair?
It works just fine for many of us.
I don’t see an advantage/disadvantage. I’ve been working remotely for years (since 2014) including several Fortune 50 companies and it hasn’t impeded my ability to network or rise in my career.
In fact, because I’m remote I can do my work in less time and more efficiently. And use the remaining time to network internally and externally with focus.