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7 must-use resources for finding remote work

(BUSINESS NEWS) Over the last decade, remote employment has gone from novelty to a fundamental component of global business. Here’s how to live the dream.

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No need to snooze for some

Monday morning is the best part of my week. Honestly. That phrase just looks wrong, doesn’t it? Not grammatically wrong, but somehow spiritually wrong. Business blasphemy. Monday morning? As in “smack your alarm clock with malice aforethought and psych yourself up for another 8 hour slog toward a paycheck?” I must be nuts.

But that’s not important right now. Monday morning I wake up smiling. I say to myself, “Self? You’re living the dream.” Then I roll over and go back to sleep. I set my own hours, and I firmly believe that there is only one 6 o’clock allowed in any given day. I get to do that because I have a remote job.

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Who can work remote?

Staggeringly, there are even better reasons for remote employment than the chance to nap through rush hour. Remote jobs are perfect for people with commitments at home, such as single parents – really any parents; parenting is super hard, guys – and people who can’t work conventional nine to five 40-hour weeks.

In particular, remote opportunities are vital for people with disabilities, a path to the kind of financial independence that until just a few years ago was often unavailable to people unable to work a conventional week in a physically demanding environment.

Over the last decade, remote employment has gone from novelty to a fundamental component of global business.

It’s what 21st century professionals need to be: active, self-motivated, never missing a chance to excel.

It’s the future in a nutshell.

Where to find it

Here are five ways to find remote work.

1. Indeed
Indeed has rapidly become the best job board in the business, and it’s no surprise employers looking for remote help go there first. Just search the word “Remote.”

2. Flex Jobs
For my fellow night owls, inclined-to-sleep-inners, and anyone else with a reason not to work 8-5, FlexJobs is the Holy Grail. No matter how weird your schedule is, you’re likely to find a good match here.

3. SkipTheDrive
It’s just what the name says it is: all remote, all the time.

4. We Work Remotely
Same MO as SkipTheDrive and every bit as valuable. Especially fitting for opportunities in the tech sector.

5. Third party recruiters in your area.
Recruiters often know about opportunities not on the big boards. Even if the recruiter can’t help immediately, they’re a great networking contact. They might not have had something for your first meeting, but keep in touch, and when that job does come in, you’ll be the first phone call.

6. Facebook groups
We operate a digital jobs community on Facebook, and one group that is a spinoff is “Remote Jobs,” where you can tap into all sorts of jobs that aren’t smarmy or work-at-home scams. Join that group and use Facebook groups as a way to keep your remot work pipeline filled.

7. BONUS – This list of 200+ startups hiring remotely in 2016, put together by Remotive.io for just this occassion.

Remote work works

Remote work isn’t a curiosity anymore, and it’s not just an excuse to work in your pajamas.

It improves work/life balance, encourages innovative thinking outside the office environment, helps working families, and empowers people too often excluded from the workforce simply because they can’t be physically present at one particular time of day.

Remote work works, and it straight up makes the world better. Besides, it really is a great excuse to work in your pajamas.

#WorkRemote

Matt Salter is a writer and former fundraising and communications officer for nonprofit organizations, including Volunteers of America and PICO National Network. He’s excited to put his knowledge of fundraising, marketing, and all things digital to work for your reading enjoyment. When not writing about himself in the third person, Matt enjoys horror movies and tabletop gaming, and can usually be found somewhere in the DFW Metroplex with WiFi and a good all-day breakfast.

Business News

This web platform for cannabis is blowing up online distribution

(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.

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A small jar of cannabis on a desk with notebooks, sold online in a nicely made jar.

The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.

Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.

There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.

Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.

Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.

Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.

“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”

For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.

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Business News

Ford adopts flexible working from home schedule for over 30k employees

(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?

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Woman in car working on engineering now allowed a flexible schedule for working from home.

The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.

As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.

And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.

Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.

How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.

“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”

Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.

Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

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