Anoushka Rego

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About Anoushka Rego

Anoushka is a writer, editor, and former ESL Instructor who has worked with Fortune 200 companies in India (ICICI, Bajaj Finserv, Tata Capital), Japanese MNCs (Toyota, Hitachi, Mitsubishi), and award-winning production houses (Jungle Book Entertainment, Organised Chaos).

Former DataCamp Engineering Manager explains why effort-reward balance is essential in the workplace using the capuchin monkey experiment and equity theory.
For Employers

Do Capuchin Monkeys Understand Motivation Better than We Do? Ex-DataCamp Engineering Manager Answers.

Former DataCamp Engineering Manager explains why effort-reward balance is essential in the workplace using the capuchin monkey experiment and equity theory.

What’s the secret to boosting motivation within engineering teams? Equity Theory says Jared Silver, a former growth engineering manager at DataCamp, and engineer for ed-tech companies Mystery.org & Quill.org. 

In this article, we’ll use a famous experiment with capuchin monkeys to understand how Equity Theory drives motivation (or demotivation) in engineering teams and explore proven methods to cultivate enthusiasm in groups. 

Capuchin monkeys understand equity theory; engineering managers should too

Silver recalls an instance where he helped his team raise a million dollars in charity, quadrupling their fundraising goal for the year in the first quarter. In return, his boss offered to buy him a board game, which left him discouraged and deflated.

The Equity Theory of Motivation proposes that fairness produces motivation; managers can achieve high workplace motivation when employees consider reward commensurate with effort. For instance, when offered a board game for his accomplishments, Silver asked himself: “Is a board game sufficient reward for helping raise a million dollars?” 

Equity Theory further poses that an employee views a situation as inequitable when their peers receive superior rewards for the same degree of effort. Silver offers an example of Equity Theory in action: Frans de Waal and Dr. Sarah Brosnan’s famous experiment on how capuchin monkeys perceive fairness. 

In the study, researchers offered two capuchin monkeys cucumbers as compensation for completing the same task. While receiving the same reward, both monkeys were content to finish the job. However, when the second monkey received a superior reward, a grape, the first monkey stopped working. Having recognized inequity in reward distribution, the monkey modified his behavior to suit the prize. 

Two Monkeys Are Paid Unequally: Excerpt from Frans de Waal’s TED Talk

The same holds for engineering teams. Engineers will scrutinize your decisions to allocate resources through the lens of equity theory. If they perceive an unfair distribution of “rewards,” they might follow the example of the first monkey and either work less, pay less attention, or worse, quit.

Identify your team’s grapes and cucumbers

Silver reasons that different forms of reward—be it recognition, compensation, or opportunity—hold varying degrees of importance to various engineers. Moreover, social psychologist Roy Baumeister found that individuals experienced greater satisfaction when performing activities consistent with their values or themes. 

To that end, Silver describes the engineering manager’s primary task as understanding what each team member values and accordingly allocating minimum cucumbers and maximum grapes, i.e., more meaningful rewards and less trivial ones. Silver further outlines two of his favorite ways to understand his team’s needs: 

  1. Career narrative templates can spur growth and create lasting change

Silver considers career narratives to be a crucial tool in helping teammates grow professionally. Dr. Richard Boyatzis’ Theory of Intentional Change helped Silver incorporate a roadmap for positive, lasting change within his career narrative template. The three steps of intentional change include:

  • Identify who you want to become.
  • Find the gaps in your skill-set.
  • Develop a plan to bridge such gaps.

Keeping this insight in mind, Silver created a career narrative template to understand his teammates’ current career stages, their long-term goals and objectives, and the career path to get there.

  1.   Brag documents can help identify each teammate’s core motivations and interests

Silver uses brag documents, i.e., a record of each engineer’s achievements, to understand how they view and value their work. He begins every 1:1 session by asking teammates to share the accomplishments from the past week that bring them the most pride.

At one instance, when his team completed a giant refractor to payment logic, each teammate put forth different reasons for feeling accomplished. While some were excited about making improvements to technical architecture, others took pride in the business impact their technological innovations would bring in. Such insights helped Silver assign projects based on each engineer’s core motivations and interests.

In sum 

The capuchin monkey experiment demonstrates the importance of equity theory, i.e., the idea that workers like maintaining a balance between their efforts/rewards and the efforts/rewards of their peers. When team members perceive inequity in reward distribution, they change their behavior to restore balance. Since each engineer assigns their unique value to different forms of reward, managers should attempt to understand which rewards motivate which team members by using tools like career narrative templates and brag documents. These tools help you better distribute resources based on each member’s motivations. 

Read the full article

Are you looking to build a team of highly motivated and driven remote software engineers? Turing can help. Turing is an automated platform that lets companies “push a button” to hire senior, pre-vetted remote software developers. Your company can hire from a talent pool of top 1% of 700K+ developers with strong technical and communication skills who work in their time zone.

For more information, visit Turing’s Hire page.

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By Aug 10, 2021
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For Employers

Has Remote Work Become the New Status Quo? A Recent GitLab Survey Says Yes.

A recent GitLab remote work survey showcased how both workers and employers are enjoying the many benefits of remote work.

A recent GitLab survey on remote work showcased its increasing popularity: One in three office workers would leave their jobs without the option to work remotely. One in every three companies that allow telecommuting will opt for a 100 percent remote policy. The report establishes remote work as the new status quo.

Highlights of GitLab’s Remote Work Report include:

Employers are enjoying increased productivity and efficiency

Employers enjoyed the many benefits of remote work. They reported increased productivity (42 percent) and efficiency (38 percent) after going remote. Remote work also helped boost workplace morale, according to 31 percent of respondents. Office bureaucracy and politics decreased while better documentation and processes increased. Remote work improved communication, reduced companies’ carbon footprint, and promoted diversity and inclusivity. 

Moreover, workers are content with the remote work policies employers are adopting. Eighty-two percent of employees complimented their leadership team for understanding remote team management and equipping them with the tools and processes to communicate efficiently. They also agreed that the future of work is remote. Meanwhile, 80 percent claimed they would recommend remote work to a friend. 

Talent demands remote work 

Fifty-two percent of remote workers would consider leaving a co-located company for a remote job. Without the option to work remotely, one in three remote workers would leave their jobs and either look for a new role or retire altogether. 

Seventy-eight percent of workers believe remote work gives employers a competitive advantage, proving that employers are making their teams’ remote work experience worthwhile. Most remote workers consider themselves clear on organizational and individual goals and believe their team is well-aligned with the rest of the company. Further, employees believe their companies promote accountability, encourage visibility, and keep most business processes well-defined and well-documented.

However, room for improvement remains. Employees felt that transparent leadership and increased visibility into their organization would help develop better connectedness. Incidentally, GitLab’s Head of Remote, Darren Murph echoed the same sentiment at Turing’s Boundaryless: #BuildFromAnywhere Conference, saying, “The more transparency and visibility the entire team has into each other’s work, the easier it is for people to feel like they belong.”

Remote work is going mainstream

Accelerated by their remote work successes, companies are making working from home the norm. Of all the companies that allow remote work, one in three will have a 100 percent remote policy where employees work in their native time zone. Twelve percent will go completely remote, with each employee working in a company-mandated time zone. Forty-two percent will use a hybrid approach, and only 14 percent will allow remote work without making it the norm or default.

Among employees, too, remote work eyes the mainstream. Of all respondents, 45 percent claimed to have less than a year of remote working experience, which means they began working from home during the pandemic. The remote workforce has quickly gained new talent over the past year, which pushes it even closer to becoming the status quo. 

Read GitLab’s full report

Companies can build and scale their team with exceptional remote software talent. With Turing, hire from the global talent pool of top 1% of 700K+ developers across 100+ skills, including but not limited to, React, Node, Python, AWS, and JavaScript. Turing developers have exceptional technical and communication skills with over 5 hours of tests and interviews included in the vetting process.

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By Jun 26, 2021
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For Developers

LGBTQ+ Role Models in the Tech Space | Pride Month Series

In honor of Pride Month 2021, Turing spotlights LGBTQ+ tech pioneers: Alan Turing, Tim Cook, Edith Windsor, Christopher Strachey, Angelica Ross, Lynn Conway, etc.

Alan Turing, Tim Cook, Edith Windsor, Christopher Strachey, Angelica Ross, Lynn Conway, and Jon “Maddog” Hall all have two things in common. First, they’re engineering leaders who’ve been a monumental part of the LGBTQ+ community. Secondly, they’ve inspired multitudes with their technological innovation and invention.

Here’s a breakdown of their many achievements: 

Alan Turing (1912-1954)

Alan Turing

We named Turing.com after Alan Turing in honor of his vast scientific legacy. Alan Turing helped design that machine that decoded secret German correspondence during World War II. He also developed one of the world’s first computers, the Pilot ACE (Automatic Computing Engine.) However, Turing’s work was soon cut short. When the British government learned of his sexual orientation, they arrested and prosecuted him for “gross indecency.” Turing died by suicide in 1954, aged 41. Today, he is considered one of the world’s most influential scientistsa 2019 BBC series voted him the most remarkable person of the 21st century. He was issued a posthumous Royal Pardon for his conviction in 2013. On June 23rd, Turing’s birthday, the new £50 banknote will feature Alan.

Tim Cook (1960-)

Tim Cook is arguably one of the most prominent members of the LGBTQ+ tech community. In 2014, Cook became the first CEO of a Fortune 500 organization to come out as gay. The famously private Cook decided to do so after receiving letters from children struggling with their sexual orientation. He came out in a Bloomberg essay, saying, “If hearing that the CEO of Apple is gay can help someone struggling to come to terms with who he or she is…then it’s worth the trade-off with my privacy.”

Edith Windsor (1929-2017)

Edith Windsor is well-known as the lead plaintiff in the landmark Supreme Court judgment that helped overturn DOMA (Defense of Marriage Act) and gave federal recognition to same-sex couples for the first time. Windsor filed the lawsuit after she was unable to claim a tax exemption on the estate her late spouse left her, as the term “spouse” referred only to heterosexual couples at the time. 

Lesser known are Windsor’s contributions as a computer scientist. Windsor worked at IBM for 16 years and achieved the highest technical position at the time, Senior Systems Programmer. Praised especially for her “top-notch debugging skills,” Windsor founded the consulting firm PC Classics after leaving IBM and helped several LGBTQ+ groups become tech-savvy.

Christopher Strachey (1916-1975)

Christopher Strachey’s path crossed Alan Turing’s several times. Strachey’s father worked as a cryptographer at Bletchley Park alongside Turing during World War II. Strachey learned mathematics and physics at King’s College, Turing’s alma mater. In his third year, Strachey suffered a nervous breakdown, allegedly caused by a struggle with accepting his sexuality. Strachey would program a draughts game on a reduced version of Turing’s Pilot ACE  built by the National Physical Laboratory. He later developed the first computer music program: a rendition of God Save the Queen.

Angelica Ross (1980-)

Angelica Ross is a transgender businesswoman, activist, and self-taught programmer. In 2014, Ross founded TransTech Social Enterprises, an incubator to help transgender and non-conforming people find employment in the tech industry. Ross simultaneously balances an acting career, having starred in Pose, American Horror Story, and Her Story. In 2015, Ross was a featured speaker at the White House Tech and Innovation Summit. In 2019, she became the first transgender person to host a presidential forum.

Lynn Conway (1938-)

Lynn Conway is one of the pioneering developers of computer chip design and supercomputer technologies. In 1964, IBM recruited Conway to their research team, where she made significant innovations in chip design and had a promising career. However, when Conway declared herself a transgender woman and began transitioning, IBM fired her. Post-transition, Conway assumed a new identity and restarted her career in “stealth mode.” She achieved success with her work for Memorex, Xerox PARC, and DARPA. In 2020, IBM apologized for firing her.

Jon “maddog” Hall (1950-)

Jon “Maddog” Hall has been a prominent supporter of the Unix/Linux systems and a leading proponent of open-source software. Hall worked with Linus Torvalds, the principal developer of the Linux OS, to make the Linux kernel 64-bit and portable across hardware architectures. He has served on the boards of many organizations, including the Linux Professional Institute and USENIX Association. Hall was head of the computer science department at Hartford State Technical College, where his temper earned him the nickname “Maddog.” In an article for Linux Magazine, Hall came out as gay in honor of Alan Turing’s 100th birth anniversary. He called Turing his hero, saying, “[Turing] did so much for the industry with which I have spent the last 42 years of my life.” 

Turing.com celebrates these pioneers of the LGTBQ+ community who have overcome persecution and made invaluable contributions to science and technology.

At Turing, talented software developers can find long-term, full-time US remote software jobs, across Full StackFront-EndBack-EndDevOpsMobile, and AI/ML roles. Companies can hire top developers across 100+ skills, including but not limited to, ReactNodePython, AWS, and JavaScript.

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By Jun 23, 2021
Alan Turing banknote pride month
For Developers

£50 Banknote Pays Tribute to Alan Turing’s Achievements | Pride Month Series

Alan Turing, computer scientist, mathematician, cryptanalyst, and theoretical biologist, has been chosen to feature on the new £50 banknote.

Alan Turing, computer scientist, mathematician, cryptanalyst, and theoretical biologist, is featured on the new £50 banknote to celebrate his contributions to the scientific and mathematical fraternities. The banknote’s design incorporates various elements from Turing’s life and legacy. The banknote will be issued starting today, June 23, Turing’s birthday. The British public chose Turing out of 989 eligible scientists nominated by 227,299 people. 

Banknote issued in tribute to Alan Turing’s many scientific achievements

Turing is known for designing the British Bombe, an electro-mechanical apparatus that helped crack German Enigma machine-encrypted code during World War II. Historians believe this effort altered the war’s course, shortening it by at least two years and saving millions of lives. 

Turing also laid the theoretical groundwork for the modern computer. He devised the Turing machine, i.e., a hypothetical machine intended to investigate the extent and limitations of computation. He worked on the early development of the world’s first computing devices with the National Physical Laboratory and later at the University of Manchester. Turing is also considered a founding father of artificial intelligence, known for designing the “Turing test” to help determine whether a computer can think like a human being. 

Turing’s selection to appear on the banknote celebrates his scientific legacy and recognizes the persecution he endured for his sexuality. In 1952, the British government arrested and charged Turing with “gross indecency” for homosexual acts, which remained illegal at the time. Two years later, he died tragically at the age of 41 by suicide. The Queen issued Turing a posthumous Royal Pardon in 2013. 

Banknote artwork honors Turing’s legacy

The reverse side of the note features clever visual references that celebrate Turing’s achievements.  

  • Turing’s birthday is in binary code on a ticker tape. 

          Alan Turing birthday written in binary on banknote released in June Pride Month 2021   

  • His signature appears on the note, copied from the visitor’s signature book from Bletchley Park, where he worked during WW2. 

          Alan Turing signature on banknote released in June Pride Month 2021

  • A quote Turing gave to the Times newspaper on innovation in computing devices: “This is only a foretaste of what is to come and only the shadow of what is going to be.” 

          Alan Turing quote on banknote released in June Pride Month 2021

  • The note’s conventional security foil has changed to resemble the design of a microchip.
  • Mathematical tables and formulae appear on the note. They appeared in Turing’s celebrated paper, “On Computable Numbers, with an application to the Entscheidungsproblem.” The article introduced the concept of the Turing Machine and is considered the basis of modern computer science.

             Alan Turing banknote released in June Pride Month 2021

  • The Pilot Automatic Computing Engine (ACE) Machine was developed at the NPL (National Physical Laboratory), as the first Turing’s ACE design model. This computer is considered the first complete specification of an electronic stored-program, all-purpose digital computer. 
  • Technical drawings for the British Bombe, the machine used to decipher German code messages. 

Computer science isn’t the only field Turing revolutionized. So the note also includes a sunflower-shaped foil patch, showing his initials, “A.T.” The patch symbolizes Turing’s pioneering work in morphogenetics, another branch of science that studies recurring patterns in nature.

Turing.com pays homage to Alan Turing’s legacy.

Turing.com was named after Alan Turing to honor his legacy of scientific innovation and invention. Alan Turing laid the groundwork for modern computer science and artificial intelligence. Today, Turing.com enables exceptionally talented software engineers to work with elite US companies and build cutting-edge software products. The company also uses AI/ML to help companies vet, hire, onboard, and manage developers. Alan Turing’s contributions made this possible.

Read more about the £50 note here. 

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By Jun 23, 2021
Top Silicon Valley companies are finding software technologies like React, Node, Python, AWS, JavaScript, Typescript, PostgreSQL, Java, GraphQL, and React Native most useful.
For Developers

US Firms Are Hiring for These In-Demand Software Skills

US tech companies find software skills like React.js, Node, Python, etc. to be of high value.

US tech companies are finding software technologies like React, Node, Python, AWS, JavaScript, Typescript, PostgreSQL, Java, GraphQL, and React Native most useful in software development projects, according to Turing’s data insights. Based on an analysis of job requirements received between Jan 1, 2021, to May 31, 2021, Turing assessed the demand for various software skills among its customers, i.e., fast-scaling startups and leading enterprises. 

These ten technologies comprise more than half (53.5 percent) of the top 50 skills companies are hiring for at Turing. 

Here’s a breakdown of the top 5 technologies:

React.js is the most in-demand programming language, by far

top front-end skills

American firms find React.js the most helpful skill; it makes up 12 percent of Turing’s top 50 programming skills and nearly 40 percent of all front-end roles in the top 50. React has retained its position since the 2020 edition of this report, wherein it also comprised 12 percent of all roles. React allows companies to create apps with better UI, UX, and speed, which has undoubtedly contributed to its popularity with top tech companies. 

Companies often seek developers who can combine their expertise in React with knowledge of other popular skills-sets. In descending order, the languages most commonly requested with React are Node.js, Typescript, Javascript, and AWS. 

Node and React combinations are prevalent

JavaScript-oriented skill-sets are in demand at top firms. Node.js is the second-most popular programming technology overall and the most in-demand back-end development language. 7.2 percent of the top 50 technology requirements are Node.js-based, while 23.3 percent of back-end job listings include Node.js. 

Moreover, an interesting pattern has emerged: more than half of the jobs that asked for Node also requested React as a required or optional skill (this skill pairing will face some tough competition from Python-React). Apart from React, the skills most commonly demanded with Node.js included AWS, Typescript, Python, PostgreSQL, and GraphQL. 

Another in-demand pairing: Python and React 

Python closely follows Node.js to take up 6.9 percent of the top 50 in-demand skills and 19.2 percent of back-end opportunities. Its versatility and efficiency are likely reasons for its popularity.

Further, Python-React edges out React-Node.js to become the most in-demand skill pairing of all combinations. Node.js, JavaScript, and Java are other skills companies like combining with Python. 

AWS has gained popularity

AWS usage has increased since the last edition of this report; AWS now makes up 6.3 percent of all top 50 job requirements, up from 5.3 percent. It is the most sought-after of all DevOps skills by far, forming almost half (46.3 percent) of all DevOps requirements in the top 50. Given that AWS offers robust security, is cost-effective, easy to scale, and adaptable, its popularity isn’t surprising. 

It’s common for companies to look for developers with a trio of software skills such as AWS, React, and Node or AWS, React, and Python. Firms also use AWS in combination with technologies like PostgreSQL, JavaScript, and Typescript. 

JavaScript rounds off the top 5 software technologies

JavaScript is the fifth most desired programming skill, forming 5.6 percent of the top 50 software skills, up from 4.6 percent in 2020. 

These five skills prove most valuable for US companies looking to build and scale their software development teams. Other skills rapidly gaining popularity include Kubernetes, Docker, Ruby on Rails, Vue.js, Go/Golang, and PHP. 

At Turing, talented software developers can find long-term, full-time US remote software jobs, across Full Stack, Front-End, Back-End, DevOps, Mobile, and AI/ML roles. Companies can hire top developers across 100+ skills, including but not limited to, React, Node, Python, AWS, and JavaScript.

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By Jun 23, 2021
us government employee works remotely
For Employers

The US Government Plans for Remote Work Policies

Increased job satisfaction, better employee retention, and ample successful federal telework models have made the US government decide to go remote permanently.

Increased job satisfaction among federal workers, better recruitment and employee retention, and ample successful federal telework models have caused the Biden administration to plan for a permanent transition to flexible work

Pre-pandemic, 23 percent of government employees worked remotely for at least one day per week. During COVID-19, the number rose to 74 percent. Now, senior government officials have revealed they plan to allow individual federal agencies to define flexible work options according to the department’s aims, employee needs, and manager preferences. 

Here’s a breakdown of why: 

Remote work increased job satisfaction among federal workers

The Federal Employee Viewpoint Survey showed that government employees working remotely for at least three days a week reported a higher engagement score (76) than those working in an office (62.5). 

Eighty-two percent of federal employees eligible for remote work also reported they were either satisfied or very satisfied with their organization’s telework program. Only 5 percent said they were dissatisfied, and 12 percent were neutral.

A similar survey conducted by the National Treasury Employees Union found that 92 percent of workers had a successful experience with telework, with 66 percent even claiming they were more productive while working remotely. 

Employers win, too: federal agencies can recruit and retain the best talent by going remote

Recruiting the best talent is a top priority for the federal government. However, government officials have revealed that a lack of flexible work options has previously cost them the best candidates. “Candidates want to live in a location where you don’t pay half your salary in property taxes or lose most of your money trying to buy a house,” said Trent Fraizer, executive director for campaigns & academic engagement for Homeland Security and CISA.

Frazier worries that a lack of competitiveness in hiring will burden federal agencies in the long run, given the tough competition they face from the private sector. Top firms like Google, Twitter, Lenovo, etc., are opting for all-remote or hybrid work options, and others are following suit.

Economics and personnel experts also point to the benefits of having a larger talent pool while hiring remotely. They believe in hiring the best person for the role nationally, not locally. 

Agencies build on success with remote work

Several federal agencies have implemented successful remote work models–and plan to continue following them post-pandemic. They include: 

  • Department of Defense (DOD)

The Department of Defense made remote work functional despite ample digital security and privacy concerns—even launching a virtual work environment in 2020 to enable WFH.  The agency is now scaling the project, dubbed DOD 365, to include a whole suite of collaboration tools with added security layers.

  • US Department of Agriculture (USDA)

The USDA has already declared that it will allow remote work for up to four days a week, along with expanded usage of virtual and remote duty stations and more flexible schedules. 

  • NASA 

Despite existing remote work arrangements, NASA had to scale to mass telework rapidly at the onset of the pandemic. However, the agency quickly managed to overcome the pitfalls of remote work, and at one point, had 90 percent of its workforce working remotely. 

  • General Services Administration (GSA) 

A majority of the GSA’s workforce has been working remotely for the past five years—which made transitioning to all-remote relatively easy for the team. 

Boundaryless work is popular with both federal employees and agency leadership. Past successes with federal telework programs have further shown that remote work is here to stay. 

Organizations looking to build remote teams of talented engineers can, with Turing, hire Silicon Valley caliber software developers across 100+ skills.  

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By Jun 17, 2021
three employees working remotely as part of a hybird work model
For Employers

Going Hybrid: Simple? No. Necessary? Yes.

Companies that don’t switch to remote work or adopt a hybrid work model risk losing the best talent. Thus, they must plan their organizational strategy carefully.
Click play to listen to this Turing.com article.

The Microsoft Work Trend Index, an annual report published by Microsoft each spring, concluded companies that don’t offer remote work—be it fully remote or hybrid options—risk losing the best human resources. The index reported that 73 percent of employees don’t want to return to full-time, in-office work. Further, 40 percent of the workforce is considering a job switch. 

To create a hybrid workplace, according to a different report, companies must plan carefully. Going hybrid by default is impracticable and unsustainable, the report said. To do so effectively, companies should consider the following: 

Determine the company’s vision for the future of work

The first step of going hybrid: clarity of vision. Companies need to define the main changes, challenges, and a re-imagined vision for their hybrid workforce. Employers need to debate the following questions: How will teams collaborate if they don’t work from the same location? Can each job be carried out remotely, on-site, or a mix of both? Will gig workers and freelancers be a part of the workforce? Will a hybrid workforce help or hinder the operating model?

Identify real estate needs and technology requirements

After determining their hybrid vision, companies need to decide how much of their workforce will work remotely and the technology hardware, software, and collaboration required to support them. 

Employers must identify which tools and applications can help workers perform their jobs well from anywhere. Such applications must overcome an office-centric culture through easy digital communication. 

Find ways of translating culture to the virtual workplace

In hybrid workplaces, culture no longer lives in offices. Companies will need to incorporate their culture and values in virtual operations at all stages of the talent lifecycle. This means transforming onboarding processes, team-building activities, and leadership development programs to suit the virtual world.

Successful hybrid workplaces invest in business tools that help digitize as many procedures and processes as possible and engage leaders capable of building virtual relationships and inspiring great work. Above all, they offer employees a great culture, wherever they log in from.

Read more about building a hybrid workforce.

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By Jun 14, 2021
Google remote work policy saves $1 billion
For Employers

Remote Work Saves Google One Billion Dollars a Year

The Google remote work experiment was a success, saving the company $1 billion and helping offset its many costs.

Alphabet Inc., parent company of Google, recently announced it has saved more than $1 billion as a result of allowing its employees to work remotely. The company said it saved $268 million on travel, promotional, and entertainment costs in its most recent quarter, compared to the same period a year earlier—or $1 billion in savings on an annualized basis. 

The global pandemic prompted several tech giants to allow their employees to work remotely indefinitely. In July 2020, Google became the first major company to announce it would offer employees the option to work remotely through mid-2021, extending its prior timeline. In September 2020, the company revealed that it had begun working on a “hybrid” work model. 

Google’s savings offset costs

Not only has remote work saved Google over $1 billion, but it also allowed the firm to make significant investments in company growth. The company said the savings offset the costs of hiring several thousand more workers.  

Building on its remote success

Google is capitalizing on its success with remote work by adopting a hybrid work model. The company will now allow around 20 percent of its employees to work from home permanently. Google expects about 60 percent of its employees to work in the office for “a few days a week,” while the remaining 20 percent work on-premise. What’s more, Google CEO Sundar Pichai, in an email to employees, wrote that the company plans to develop several more remote roles and all-remote sub-teams. 

Read more about remote work.

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By Jun 10, 2021
man leaving job as a result of the silicon valley exodus
For Employers

California Leaving: The “Techxodus” Is Real

For the first time in history, the California state population declined. Now, two new reports show further evidence to confirm the Silicon Valley exodus is real.

Human migration uses something called the gate test: if a state opens its gates, do people flee or enter? California has experienced increased outbound migration over the past few years; with the pandemic intensifying this trend, the Golden State experienced a population decline for the very first time in 2020, costing it a Congressional seat. 

For every new Bay Area resident, two are leaving

The “techxodus” is taking place in the heart of California, its tech hubs. The Bay Area had been experiencing a net outflow of residentsmore residents have left than moved inlong before the global pandemic. But as the pandemic accelerated the shift to remote and more companies allowed employees to work from anywhere, the net outflow almost quadrupled. It has averaged 49.8 percent since September 2020, which means that for every new Bay Area resident, two have left. Workers cite a better home environment and lower cost of living as the main reasons for leaving. 

Tech workers would leave the Bay Area if they could work remotely

What’s more, a survey revealed that two out of every three tech workers would leave the Bay Area if they had the option to work remotely. While 36 percent said they’d leave for other US regions, 16 percent said they’d consider leaving the US entirely. 

To getand keeptop talent, Silicon Valley will need to go remote

Remote work experts expect many tech workers will demand the option to work remotely. At Turing’s recent Boundaryless: #ScalingPostPandemic Conference, senior Cushman & Wakefield executive Gabe Burke said he expects that, if talent demands remote work, employers will likely provide the option. 

Read the full reports.

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By Jun 9, 2021