Key Questions To Ask Remote Employers

As we recover from the pandemic and some companies make the move towards establishing remote work on a permanent basis, candidates will likely see a lot more opportunities for teleworking roles. While it may not be an ideal fit for everyone, remote jobs provide greater flexibility, less constraints around location, and a more technology dependent working environment.

In order to assess whether the remote role you’re applying for is well supported by the organization that’s offering it, consider asking these 3 questions at the interview:

1. Can you describe your company’s remote culture?
Some companies might have an established remote workforce while others might be new to this. Because remote employees can feel disconnected, it’s important for organizations to bring everyone together, encourage frequent collaboration, and have a check-in system in place. Get a sense of how frequently the teams communicate and by what method, whether there are any virtual team events in place, or what their policies are for creating an inclusive culture that address the challenges of distance work.

2. What technologies do you have in place to support remote work?
There are many different technologies on the market that allow for collaboration and communication between team members, such as Microsoft Teams, Zoom, Google Hangouts, and Slack. You want to ensure that the company will provide such resources so you can get to know everyone at the company and have an established method of communication with your team. It is also key to determine how easily you’ll be able to share and access files. Is the company working from a cloud environment? What type of IT support will be provided? Make sure that you are comfortable or open to learning their tech stack.

3. How do you track productivity of remote employees?
Productivity tracking is done differently across organizations and even teams within one company. Some roles require closer monitoring than others. Companies can track work by using technologies such as ActivTrak or opt for an honour system. It’s important to find out what the process and expectations are around the role you’re applying for. Are you expected to work during certain hours or is there room for flexibility? Does this job have frequent deadlines and a defined reporting structure? Get as much clarity on expectations as you can.

When you interview for a remote role, ask the right questions to gauge your fit. Companies that have a well-thought-out remote work support system in place will add to your and their success.

How to Market Company Culture on Social Media

There aren’t too many companies today that don’t have a social media presence. Social media is a mainstream marketing tool, highly effective at growing brand awareness, cultivating relationships with your customers, and promoting your products or services. But do you ever use this all-star tool to highlight your company culture? If the answer is no, you’re missing out on an important opportunity to attract talent.

Passive and active job seekers will inevitably explore your company pages across different social channels and will even look at profiles of your existing employees. Which is why it’s so important to regularly post social content that paints a genuine portrait of your company’s culture, the perks and benefits of working there, and the amazing people that you employ.

Celebrate your employees
One way to showcase your company on social media is by celebrating your employees. Highlights of employee milestones, personal stories, and welcome messages about new additions to the team are great suggestions. A big trend on social media right now is content around unique ways in which people are working from home and dealing with its challenges (sometimes comically). Doing this shows the potential candidate that you value your workers, that you take pride in their contributions. Plus, such posts are also more likely to result in greater brand advocacy, yielding more internal likes and shares.

Promote company events
Does your company host a regular social outing? Or do you organize an annual team building affair or a charity drive? If so, show it off! Candidates love seeing the fun (and charitable) side of your business. While the pandemic has put the zap on any physical events for the time being, if you’re big on organizing any virtual ones, like a virtual coffee break and catch-up session, make sure to promote this as well. It’s important for potential candidates to see that you are going the extra mile, especially now, to bring your team together, in a fun way.

Profile your leaders
Building a profile for your leadership team is also a good way to showcase your company culture. Some organizations post written messages by leaders, others share videos of them speaking about an important topic. Videos, in fact, generate 12 times more likes and shares than text and images. Both are great ways of showing their personalities and thought leadership. Also, encourage your leadership team to comment on content posted through the company page. A vocal leadership team that is at the forefront of your content will give a glimpse to potential candidates of how your company operates.

Boast about perks and benefits
If your company provides any cool perks or in-demand benefits, talk about that in your social media content as well. For example, one company we worked with allowed dogs in the office every Friday, so their social media post for Fridays included photos of dogs working alongside the employees with a cheeky caption. Company perks, progressive policies, and benefits are all the hype and something that candidates definitely look for when choosing which company to work for.

Identify your values
Lastly, but very importantly, don’t forget to include curated content about your company’s values. Whether it’s a statement about your commitment to diversity and inclusiveness or philanthropic initiatives, job seekers want to know what you stand up for, what you believe in, and what principles guide your organization. By being vocal about this you will more likely attract candidates that share these same values.

It’s a good idea to embed company culture in all of your marketing materials but social media allows you to do it in creative ways, more frequently, and helps to spread the message further. By seeing who you are as a company, candidates will be able to make more informed choices and be better matched to your culture.

4 Ways to Boost Employee Morale While Working Remotely

Retaining employee morale is a struggle point for many employers right now. The Society for Human Resource Management states that 65% of employers find maintaining employee morale during COVID-19 to be a problem.

It’s not surprising that decreased productivity and disengagement are the result of our current working conditions: working from home, often feeling isolated and anxious about COVID19, having to parent children while focusing on work tasks, unable to make meaningful connections with your coworkers virtually, and feeling burned out with limited outlets to relieve stress.

We have all heard the statistics before and know that happy employees make for a successful business. Disengaged workers can cost anywhere between $483-605 billion per year according to Gallup’s, State of the American Workplace Report, and that’s under normal circumstances.

But how to keep employees happy right now? It’s not so easy. Company owners and managers have to get a bit more creative, and go the extra mile, to keep their teams engaged, productive, and satisfied. We offer some simple ways to boost morale and retain your top talent throughout the pandemic and thereafter:

1. Provide Opportunities for Professional Development: Learning new things has never been easier. Offer your team time and resources to develop new skills, explore their creativity, and catch up on industry trends. This will build confidence and focus while helping to cultivate a growth-mindset for the company. Encourage participation at informative virtual events such as industry specific webinars. Show your employees that there is room to grow, even right now, by moving forward with rather than halting any career advancement opportunities. Lastly, allow your employees to apply their new knowledge as their evolution will ultimately translate into company growth.

2. Recognize & Reward: This is not the time to skimp on praise and recognitions. Mental health issues are on the rise. The challenges of working in isolation have led to lower confidence and general feelings of being left out. Provide recognition to your team for their efforts to keep them feeling motivated and valued. Cultivate a work environment that supports constant feedback and acknowledgement. Consider rewarding employees for achieving targets and delivering quality work.

3. Celebrate “Togetherness”: Making work fun is a bit tricky right now when you can’t treat your team to after work drinks or organize a company scavenger hunt where colleagues can bond over an entertaining activity. But it doesn’t mean that it can’t happen in other ways. Virtual company events can be as effective in bonding coworkers and providing opportunities for some fun. There are several new companies on the market right now that offer moderated virtual events such as murder mystery or bingo games.

4. Increase flexibility: Being a flexible employer right now is key. Working from home can easily blur the line between professional and personal life. This is part of the challenge and the reason why many employees are feeling overwhelmed, overworked, and therefore disengaged. And with kids at home it is often difficult to maintain a 9-5 schedule. Acknowledge these struggle points and work with your team to develop a plan that will ensure optimal productivity even if that means they have to take the afternoon off but work into the night.

Make employee wellness the center of your business strategy. Invest in strengthening your employees’ emotional commitment towards work and focus on engagement practices that will help them to flourish and feel united with the company.

Will a four-day work week become the new normal of employment?

In 2018, nearly 70 per cent of Canadians said they would prefer a compressed four-day work week, rather than a five-day work week, according to an Angus Reid poll. Not much has changed since then. Many leaders, in fact, are now weighing the opportunity of utilizing a compressed work structure to rebuild the current economy.

We surveyed our LinkedIn audience about the benefits of a four-day work week, and the results were not surprising. 54 per cent of the respondents claimed that it would bring in greater work-life balance, while 34 percent suggested that it would increase productivity.

So here’s the big question: are businesses and government organizations equipped to embrace a four-day work week? This idea is compelling and feasible but it requires thorough evaluation and strategic execution.

1. Who Would Benefit? Companies should consider which demographic of people would benefit the most from a compressed work week. Some believe that a 4-day work week would best suit people who are in their 50’s and 60’s. This economically influential generation can make use of an extra day off by attending to tasks that are being put off such as doctor’s appointments, spending time with loved ones or pursuing a new passion. On the other hand, millennials and gen Z’s are more focused on shaping work priorities in ways that fit their daily lives, which includes remote work or a compressed work week.

2. Establishing A Trial Period: A four-day work structure is highly dependent on business and employee needs. Employees are drawn towards companies that offer flexibility and with a four-day work week concept, companies can become more desirable to job seekers. Perhaps doing a trial run for a couple of months and monitoring productivity and employee satisfaction is a good beginning point. In 2018, New Zealand’s Perpetual Guardian, a trust management company, tested this compressed work structure for 2 months with 240 team members. Productivity levels increased by 20 per cent and employee stress levels reduced by 7 per cent. Similarly, in August 2019, Microsoft Japan experimented this concept with it’s Work-Life Choice Challenge Summer Program, giving 2,300 employees five Fridays off without a pay decrease and a 40 per cent increase in productivity.

3. Assessing Business Operations: To evaluate whether a 4-day work concept is suitable for a company, leadership teams need to start by understanding their work culture and make decisions around the seasonality of their business. For instance, in California, an employee is entitled to over-time pay after eight hours of work a day. This means a non-exempt employee on a four-day work week would be receiving eight hours of overtime pay every week, if companies move to a 4 day, 40 work hours scenario.

4. Stakeholder Evaluation: Businesses should examine the impact of a four-day work week structure on its stakeholders on both sides of the value chain. Will companies lose valuable business by not being available five days of the week? If your clients/vendors operate on a traditional work schedule, but your team is working a compressed week, how is this going to impact coordination and ultimately productivity? Be prepared for the challenges associated with a compressed work week and plan accordingly to mitigate any issues.


A three-day weekend sounds great, but it may not be suitable for everyone and every business. There are certainly pros and cons to doing this. Will it become a new normal of employment? Perhaps. But it will likely happen in stages and require a widespread change in attitude.