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Meet Sarah Aviram, Employee Engagement and Retention Consultant:
Sarah Aviram is an esteemed Employee Engagement and Retention Consultant who worked with top companies like PepsiCo and Avon. With a passion for nurturing employee growth, Sarah embarked on a year-long global remote work journey to understand the challenges and opportunities of the future of work. This experience inspired her to write a book on motivating remote workers. Now, as a sought-after speaker and consultant, Sarah helps organizations engage and motivate their remote teams worldwide.
Watch Now — Remotivation: Unleashing the Power of Global Talent and Remote Work
Quick Read: Sarah Aviram, Employee Engagement and Retention Consultant, Interview Highlights
What are some of the challenges and benefits of building a distributed team across different time zones and countries?
Building a distributed team across different time zones and countries has both challenges and benefits. The main benefit is accessing the best talent globally, bringing diverse experiences and ideas to the team. However, challenges arise from time zone and cultural differences, which can affect productivity and communication. Despite these challenges, proper planning and effective communication can ensure continuous workflow and collaboration.
“Obviously, the benefits of doing that are getting the best talent and people for the roles. You don’t you’re not only considering the pool of talent in your city, you’re able to go globally and really get the best people for the job, who bring a diverse set of experiences and ideas and knowledge. And that’s invaluable.”
Can you briefly explain the six contributing factors to happiness with work and how they apply to remote work specifically?
Sarah identified six core motivators that drive motivation and fulfillment at work, regardless of location. These motivators are money, identity, routines, growth, impact, and joy. While remote work offers flexibility, it’s essential to understand that location alone doesn’t guarantee happiness. Factors like liking the work itself, understanding its value, and feeling challenged and fulfilled play a significant role in motivation and performance.
“But after a few months, or in the longer term, people started to realize, well, yes, my environment does play a role in my overall happiness at work. But it’s one small component. And if I don’t like the work, it doesn’t matter where I’m doing it from.”
How can purpose and connection be established in a remote work environment?
Establishing purpose and connection in a remote work environment requires actively seeking and understanding the impact and value of one’s work. It’s important to ask for feedback, understand client needs, and actively communicate with team members. Feeling connected to the work and the people involved fosters motivation and engagement.
“When we are not connected to who’s receiving this work, what is the value I’m providing? What’s the feedback? Is what I’m doing helpful or not? When disconnected from the impact, it’s hard to feel connected and motivated to do the work.”
What are some best practices for creating a successful hybrid work environment where remote and in-office employees can thrive together?
Creating a successful hybrid work environment poses challenges, such as proximity bias and different evaluation criteria for in-office and remote employees. To address these challenges, managers need to be aware of potential biases and ensure inclusivity by considering everyone’s opinions and contributions. Additionally, setting clear goals and deliverables for all team members, regardless of location, helps assess performance consistently.
“The first step is to really be aware that that’s an unconscious bias that a lot of managers have… what about that person working from home that’s working just as hard and contributing just as much, right?… ensure that you’re considering and including everyone in all points of views.”
How do you think the trend toward remote work will continue to evolve in the coming years?
The future of remote work is still uncertain, given the recent shifts and the push for returning to office work. However, the trend toward remote work is likely to continue, although the extent may vary across different industries and companies. Remote work offers benefits in terms of accessing talent and flexibility, but the decision will depend on each organization’s specific needs and circumstances.