6/17/2023 0 Comments Best work life balance companies![]() ![]() In this article, we take a look at 100 of the best remote work companies to watch in 2023, with capsules provided on the top 20 based on their Indeed Work Happiness scores, plus we offer tips on how to get a remote job. While every company’s work-from-home opportunity is different, most are similar in that they offer employees greater work flexibility and a reduced commute. The steady eddy.) We support and coach our employees by sharing that, but we don't tell them how much to work, how much PTO to use, and what their peers are doing.Remote work has become more commonplace in recent years, with more companies adjusting their policies to allow for fully remote work or a hybrid schedule. Strong leaders, good managers, they know that there is a need for all types (the consistent top performers vs those who want to rest and vest, the "rock" of the team. If I pushed everyone to maintain a "team baseline" then people who love their work and love working would leave my team VS the 'rest and vest' who would stay forever. I hire adults to be able to say "this job is really taking a lot from me and maybe it's not right for me if I consistently have to work 45-50 hours to meet my expectations" If Employee A takes 35 hours per week to achieve their goals and Employee B takes 55, that is actually not my concern. The flaw in the logic stated above by the other user is that there's no "100%" baseline because every employee is different and having a "100%" baseline assumes that every employee's efforts are identical. Each person has a different way of accomplishing their goals and also how much each person needs to work to get there. ![]() People management is a thankless job-as you can see, damned if you do, damned if you don't.Īt the end of the day, supporting my team means being transparent and clear about what their goals/expectations are for them for the review period to be able to "Meet All" and ensuring they're aware of their performance along the way, it is not telling them how much to work, or how to do the work. Many people get into management / leadership for the wrong reasons. Thanks, I'm really happy to hear your manager is great. As a result, I firmly believe expectations and guidelines need to be set not only on performance, but also on work-life balance. When you get a bunch of type-A Ivy League overachievers, as the hedge fund that I work for does, their underlying neuroticism needs to be managed, not just for the sake of their well-being but for the team as a whole. I've had to tell many juniors on my various teams to take it easy, push it to the next day, or to take time off. This may not be your intention but it is the effect. If everyone on the team is putting in 120% and accomplishing more, the guy putting in 100% is going to notice that he is falling behind. It also inherently raises the standard, whether you want it to or not, that is expected of each employee. ![]() An environment of uncertainty around how long you need to work and how much PTO you can take is one that, combined with impactful performance evaluations that affect compensation and promotions, naturally pushes employees to err on the conservative side. I don't agree with that mentality at all.
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