fabiochiu/medium-articles huggingface dataset:
Virtually Promoting a Healthy Company Culture
By: Jerry Swon
Tags: Remote Working, Company Culture, Jerry Swon, Business, Leadership

With more and more employees working from home, employers face challenges in maintaining a sense of unity and shared workplace culture. While this requires different strategies compared to promoting workplace culture in person, it is possible to make remote workers feel as though they are part of the team.

The first step is to fully understand the company values and to communicate those values to employees. Employers might need to step back and consider what those values are. For example, some companies may be more family-oriented while others might encourage a competitive atmosphere. Discussing company values should be a part of training new hires.

Employers should also find ways for employees to communicate since they cannot run into one another in the break room for a casual chat. Chat rooms or channels where employees can go to relax can help. There could also be a social aspect included in any online training. The opportunity for video calls can be important since video offers so many more cues about expression and body language compared to text and can help employees get to know one another better.

Employers need to get to know their employees as well. This includes getting regular feedback and learning more about how the company can support its remote workers. Software and data analytics can track employee engagement and help with scheduling, task delegation, and more.

Virtual workers may not be able to attend in-person team building events, so it is necessary to find some that work remotely. Many team-building exercises can work nearly as well at a distance, such as two truths and a lie. Employees can simply participate in video calls.

Ultimately, building and preserving company culture is about hiring the right workers for the job. For example, a company that thrives on sales needs employees who are outgoing and persuasive. Interviews during the hiring process should screen for the right employees. Current employees might participate in the interview process at some point as well to ensure that everyone will be able to work together as a team.

Maintaining a consistent culture and a sense of teamwork is critical for employers. Remote employees need to be included in day-to-day activities and treated in the same way that on-site employees are.

Originally published on Jerry Swon’s website.
We’re ready to take on 2021, and the U.S. is our big target.
Tags: Expansion, Company Culture, News, Growth, Software Development

Why?

We are aiming to build upon the momentum of 280% revenue growth and the doubling of our staff since 2018. We’ve built a reputation for closing technology, creativity, and knowledge gaps with real, actionable methodologies and solutions. The New York office will provide a direct link to Finnish innovation and our deep bench of technologists, engineers, and product builders who deliver fast results, efficiencies, and strategic thinking.

Founded in 2017, Finlabs will continue to be headquartered out of Oulu, Finland, supported by our new office in Helsinki. Oulu is the perfect location for us to continue to cultivate the technical skills and knowledge within our team. Considered one of Europe’s “Living Labs” where residents experiment with new technology on a community-wide scale, experimentation and technical exploration is engrained in town and its occupants.

Our existing team has built a deep bench of technology experts with knowledge in AI, machine learning, computer vision, natural language processing, and data science. Finlabs infuses these technologies to create intelligent products and platforms that solve problems and improve business results.

We’ve developed intelligent technology solutions in partnership with companies like Glaston, Greenmaster, Dosh, Nordkapp, Haltian, Suunto, and Wellmo. In the U.S., Finlabs works with CareConnect, a healthcare technology company, where we serve as their technology partners to build and design an agency management platform that facilitates more efficient communication between care agencies and their remote caregiver workforce. In doing so, we have helped them drastically simplify the often-complex shift allocation process and turned employee compliance into a smart digital solution. We aim to further build on the relationship with CareConnect while aggressively seeking out more clients and partners in the U.S. to add to our roster.
Why software have to be so complex
By: Alon Rolnik
Tags: Company Culture, Engineering, Startup, Cto, Software Development

Much has been written about why software evolves to be so complex.

Every day we add new software, new features, new lines of code, strive to keep the existing logic for backward compatibility, it’s natural.

We need to satisfy our customers, we want to sell more, we want to increase our revenues, this is what we paid for, and so on, but why software evolves to be so complex?

Is it because of our monolith? Will it be simpler with micro-service architecture? smaller teams? more boundaries between teams and domains? Conway’s law? maybe it’s because we use Java, PHP?

Organizations aim to sell more, quarter to quarter. If we won’t deliver on time, the probability to lose money increase, the probability to lose our existing customers increase, we must deliver on time and even better before that, we also willing to reward anyone for doing it, no one can doubt that fact, but why software evolve to be so complex?
Dar EL Mostakbal TaKeem
Tags: Covid 19, Compañerismo, Company Culture

The secound wavies of corona need to make good clean to our Home and stay in our Home so you can apply our Help to save your Home we Make to save all Home in our country Good clean our country need Help to out from this problem so good clean is important we have good price
✍🏼 ความหมายที่แท้จริงของ “ทีม”
Tags: Company Culture, Team, Leadership, Productivity

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How to Avoid a Culture of Blame
By: Dr Rick Goodman
Tags: Management, Company Culture, Entrepreneurship, Leadership, Blame

Everybody makes mistakes, and everybody fails from time to time. What’s important is that we redeem those failures. What’s important is that we learn from them.

So let me ask you: Do your team members learn from their failures? Do you learn from yours?

Too often, the answer to these questions is no. That’s because many corporate cultures do not make it safe to fail. Failure is met with blame, if not outright shame — which means nobody feels comfortable taking risks and nobody is willing to own up to their errors and learn from them.

That’s no way to run a business. Smart leaders create environments in which employees can use their failures to get better. And that means shifting away from the blame game.

Does Your Culture Promote Blame?

Easier said than done, right? Well, not necessarily. You may have a culture of blame right now, but that doesn’t mean there aren’t steps you can take to improve things and create an environment where failure is safe.

Some tips for moving past a culture of blame:

Provide your team with the room to problem solve. Give them training in identifying issues and strategically thinking through potential fixes.

Be open to suggestions for possible improvements. Don’t take it as criticism; take it as meaningful feedback.

Show real leadership by publicly acknowledging your own errors and mistakes. Don’t try to hide them or cover them up. Own up to them!

When chastising employees or discussing their shortcomings, do so in a private environment — but offer praise and affirmation publicly.

Remind your team members that failures and mistakes are learning opportunities, and encourage your team members to pause and reflect on what they can learn from their own shortcomings.

The blame game wastes time and prevents you from really using your failures; it’s very much worth your while to create a culture in which blame never enters the picture.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is one of the most sought after conference keynote speakers on leadership, engagement and business growth in the United States and internationally.

He is also the author of the book Living A Championship Life, “A Game Plan for Success,” and the co–author of the book Jamie’s Journey: Travels with My Dad written by his sixteen-year-old daughter Jamie.

Dr. Rick is famous for helping organizations, corporations and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include Heineken, AT&T, Boeing, Cavium Networks, IBM, Hewlett Packard and Franklin Templeton Investments.
𝐑𝐞𝐦𝐨𝐭𝐞 𝐰𝐨𝐫𝐤 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬
By: Pankaj Birat
Tags: Remote Working, Motivation, Company Culture, Help, WFH

Remote work or work from home(WFH) are extremely common in today’s workforce, especially in IT where we need a laptop and good internet to accomplish a goal.

There are tons of benefits of remote work for both party, employee and employer. I will point out some of challenges as below:

Trust: In my opinion trust plays a great role in team success and growth. when you are not seeing and meeting your team in real life, it’s hard to build trust over virtual meetings/1:1’s (I should say it’s slow to build trust). Facilitating organic, authentic interaction is a key challenge for technology. More you trust your team, the more open and real you represent yourself.

Company culture: It’s hard to feel and enjoy company culture when you only get to see and meet a tiny part of it. When we go to the office we see/meet hundreds of other people from various backgrounds and teams. This isn’t the case for remote teams or WFH.

Psychological barrier in seeking help: you don’t know how busy, unhappy, reluctant someone is so you simply hesitate to ping over chat for help now and then. In the context of virtual onboarding, when you join a new team you need a lot of help to ramp up yourself. In my experience ramp up speed is directly correlated with the number of questions/help we ask.

Easy to lose motivation, engagement and spirit: Human brain is extremely volatile and it’s easy to get distracted when you are sitting alone in a room with a laptop and high speed internet :P. Office environment is filled with positive energy to work towards a common cause, which is hard to replicate in your WFH setup.

Less effective meetings and tech discussion: I observed that sometimes discussion becomes less effective when a large group is meeting and discussing virtually. frequent technical issues(audio, video), easy to get distracted and lose context, hard to use white-board to discuss diagrammatically etc etc. Most importantly in virtual meetings it’s quite tricky to notice and point out unspoken tensions, In physical meetings it’s easy to notice and clear out tensions. Healthy debate is always better than unspoken tensions.
5 Ways to Give Back (Virtually) This Holiday Season
By: Tribeca Venture Partners
Tags: Team Building, Venture Capital, Startup, Company Culture

Taylor Smith, Director of Marketing at Visibly

Giving back to our local communities is important and provides an impactful way for us to connect with others. While things look a bit different this year, there are still numerous ways that you can give back to those in need.

Here at Visibly, giving back to others is part of our company culture, and we’re excited to share some ways that you, too, can get involved in your community.

1. Donate a portion of your company’s revenue to a local organization

An impactful way to give back to your local community is by donating a portion of your company’s profits to a charity of your choice. Incorporate your employees by choosing a non-profit as a group and host internal sales challenges to ultimately increase the total donation.

This month Visibly will be donating a portion of our revenue to A Better Chicago, a venture philanthropy fund fighting poverty by investing in initiatives that serve youth in low-income communities. The funds will support A Better Chicago’s portfolio of 18 grantees providing wraparound services and educational support to Chicago youth from cradle to career.

2. Host a digital food drive

According to No Kid Hungry, more than 11 million children in the U.S. live in food insecure homes, and today, projections show that 18 million children could face hunger this year. You can help change that statistic by hosting a digital food drive.

Feeding America has numerous corporate and foundation programs that your organization can engage in.

No Kid Hungry provides several ways that you can fundraise, donate, and support those in need.

Move for Hunger is an organization that can help you plan your own food drive.

3. Adopt a family virtually for the holidays

Spread holiday cheer this winter to children, teens, senior citizens, and families in need. The Salvation Army is hosting a Virtual Angel Tree program allowing you to support families by purchasing gifts online.

4. Donate a Christmas tree to members of the military and their families

Trees for Troops provides free, farm-grown Christmas trees to members of the United States Armed Forces and their families. Over the past 15 years, they have delivered almost 250,000 trees due to donations, sponsorships, and support.

5. Write letters to those who need some extra sunshine in their day

With social distancing practices in place, writing letters is a great way to connect with others while not having to leave the safety of your home or office. And, who doesn’t like the idea of having a pen pal? Here are a couple of organizations that your team can work with:
How Gratitude Can Radically Change a Company’s Culture
By: Eq Office
Tags: Future Of Work, Company Culture, Gratitude, HR, Feedback

Gratitude holds new significance after the disruption of the pandemic this year, both personally and professionally. We find ourselves experiencing a deeper appreciation for simple things, such as paper goods, and reflecting on what a true privilege it is to safely see our family, friends and colleagues during “normal” times. In the spring of this year, most knowledge workers made the transition from their connected, in-person teams to the confinement of their makeshift home workspaces. Without team lunches to celebrate significant milestones or the opportunity to stop by a colleague’s desk to say “Thank you” for a job well done, we quickly discovered that fostering a culture of gratitude and team recognition could not be simply replaced by an occasional virtual happy hour.

Gratitude buoys the morale of employees and is essential to a balanced, fulfilled work life.

A recent qualitative survey of team members at EQ Office distilled a simple truth, backed by scholarly research: Gratitude buoys the morale of employees and is essential to a balanced, fulfilled work life. During this season of “phygital” — physical and digital — work environments and the nearing holiday season, it is imperative that we explore our understanding of gratitude at work, grasp why it is such a vital part of professional feedback, and learn how to encourage it in any organization, at any level.

What is gratitude in the workplace?

According to a study by the Greater Good Science Center at the University of California, Berkeley, gratitude can be defined as a two-step process. The first step is to notice that you are benefiting from a positive outcome. The next is to recognize that there is an external source of this positive outcome. Gratitude includes both steps, not just one.
5 Things I’ve Learned From Building a Company That Cares
By: Amanda Baker
Tags: Company Culture, Business, Startup, Startup Lessons, Leadership

Grow with your clients, not off the back of them

In May 2019, I lost a £100k pitch. Like most agencies, my last role was all about winning more clients and more money. I found myself completely isolated.

In that moment, I vowed I would never let other people feel the way I did. Launching my new agency, I’ve been learning that long-term, sustainable revenue comes from real relationships.

How do you measure relationships? It’s the difference between focusing on your client’s retainer and caring about them as people. It’s knowing their kids names, their birthdays and making a continual effort.

Nowadays, we have less clients but our relationships are stronger and, financially, we’re winning more repeat work than ever before. We’re growing with our clients, not off the back of them.

Making your team feel valued looks like listening, HARD

Research shows that 1/3 people feel they don’t belong at work.

What if your company didn’t have to be that way? What if you could create a space for people to say what’s on their mind — not just in a 1:1, but always? As leaders, it’s our job to create space for people to show up and be themselves. It starts by us being more ourselves.

We need to get to know each other better so we can support each other better. When you make people feel safe and supported, their work becomes fundamentally better too.

Show more care in what you share

I used to feel pressure to share something on LinkedIn every day. I felt bad because, in my mind, I’m taking away people’s time and attention. This particularly matters to me as the co-founder of a branding and advertising agency.

It got me thinking: What if we all considered the time and attention of others before sharing something? What if we asked ourselves: does this piece of content deserve to take up space in someone’s newsfeed?

How we think about the stuff we share shows how much we care.

Care needs to be measured in quantifiable action

We need more accountability around care.

For me, care is all about taking real, quantifiable action.

At Make Us Care, we’re proud to be supporting GenieShares, an initiative that sees founders pledge 1% of their 2021 profits to an individual who really deserves it.

We’re donating our 1% to an NHS nurse at West Suffolk Hospital, where my nana was when she had both her falls during the UK’s first lockdown.

The cure for burnout is all of us caring for each other

Covid has set the perfect backdrop for burnout. As a founder, I’ve been focusing on moving from self care to collective care. It shouldn’t be up to one person to look after themselves. Fundamentally, we’re all here to care for each other.

Burnout is our collective responsibility. As Emily and Amelia Nagoski, authors of Burnout say, “Self care requires a bubble of protection of other people that value your well-being as highly as you do.”
Deep Learning in Industry: Learn New Tricks from Experts Next Week
By: Jason Behrmann
Tags: Company Culture, AI, Machine Learning, Ai In Business, Deep Learning

Just before we kick back for a well-deserved holiday break, be sure to attend this webinar series from the professional community group, Deep Learning Montreal. You will have the opportunity to sharpen your knowledge about industrial applications of deep learning from three short presentations by leading data scientists working in Montreal’s AI sector — including members from Zetane Systems. Deep Learning Montreal is a popular group, having nearly three thousand members, so be ready to connect and network with diverse professionals that share your passion for AI.

We recommend these presentations to technical folks that have intermediate to well-advanced skills in machine learning in order to appreciate the subject matter to its fullest.

Here is the link for the Zoom webinar, which is also listed at the event posting on MeetUp:

This is the schedule for the speaker series, so mark your calendar for December 16th:

4:00 pm

Introduction to Deep Learning Montreal

Mehdi Merai, CEO of Dataperformers

4:10 pm

Attribute-aware dynamic recurrent neural network for next basket recommendation use cases in the luxury sector

Axel de Goursac, Head of Data Science at LVMH

4:30 pm

Domain Adaptation: Learning from Synthetic Data

Viral Thakar, Head of Research at Dataperformers

4:50 pm

Why Seeing is Believing… and Understanding: Navigating Inside Complex Neural Networks to Accelerate Discovery by Reducing Guesswork

Patrick St-Amant, CTO, Co-Founder and Inventor, and Mina Amiri PhD, Senior Data Scientist at Zetane Systems

5:10 pm

Q&A

Open to all participants.

Summary of our presentation

The microscope, telescope and brain imaging equipment are examples of tools that provide new ways for us to inspect complex systems. Here we present new software tools to do likewise with complex neural networks. New tools require that we develop new techniques to represent and inspect machine learning models, which will also be a topic of discussion. Patrick St-Amant and Mina Amiri from Zetane Systems will demonstrate their development of new digital tools to visually inspect machine learning model architecture and tensors for the purpose of accelerating discovery and innovation in AI. Their presentation will include a case study of model development where they implemented U-Net with medical images. This case study will highlight better optimization strategies provided by inspecting the inner structures of the U-Net model.
Principios de Diseño UX
By: Daniel Valentino Scacco
Tags: Design Process, Company Values, Company Culture, Design Principles, UX Design

UX Writer at Produbanco, collecting and sharing knowledge through collaboration process.
How to choose a good software provider during the Covid19 pandemic?
Tags: Company Culture, Business Models, Business Strategy, Software Engineering, Software Development

At this time, many companies have chosen to modernize and adapt to the new digital era, this has benefited in large percentages the operations of companies, but for so many software development companies, how is it possible to know which is better and which is more adapted to my need, from the price to the quality and response times.

We are going to cover this important Ingconite so you know how you can choose wisely.

Methodologies

First of all, we must take into account something important, and that is how the company works and what methodologies it uses in its projects. Maybe you are not familiar with the term “Agile Methodologies” but this is one of the pillars of the structure. (We will talk about these methodologies in another post). These methodologies, SCRUM, Kanban, and Waterfall are methodologies that allow project development to follow an orderly and productive course.

Time and production estimates

The second thing that we must take into account is in what ways companies make estimates of delivery times, some companies do not use any architecture or professional strategies to estimate delivery, development, and testing times since they lack the trained personnel to do so. A serious company with a highly trained staff takes approximately 1 to 2 weeks to conclude an estimate of both time and price since we must take into account:

Means

Team / staff capabilities

Weather

Costs

Analysis

Design

Developing

Tests, among others.

The price

The price is always something that clients care about a lot since the service must be cutting-edge, excellent, and agile. Many projects can take long periods of time and others short according to the difficulty of the project, but again we return to the second point we covered, the time estimates.

Currently, software companies have managed to reduce costs considerably since due to security issues a high percentage of the staff works from home, reducing many operational costs such as the internet, electricity among others.

In this way, you will be able to deduce if a software company will be able to fulfill your expectations in a reasonable time according to the estimates that you want.

Learn more about https://vikingagile.com/
What really matters if you started your company early?
By: Udit Akhouri
Tags: Company Culture, Employer, Startup, Teamwork, Startup Lessons

Even if we talk and study, days and nights about having a company or a startup, what really matters to me is that I am employing people rather than firing them (at the age 17) during this pandemic.

If you compare me to the big #employer of our country, then, you can find me nowhere. Still, for me, it’s proud when I say that during a time when companies were firing people off, I started something, which, in turns, became employer to tens of peoples.

I am just 17. I don’t know much about how the global complexities works or what should be the perfect revenue-to-expenses ratio, as thaught in the masters. I just know that I saw something cool on the internet and tried to live a life like that. Then, in turn, I got deeper into it and in 5 years, I built a company worth 15 million rupees.

If you ask about responsibilities, I can franky say that I am still not that perfect executive officer that everyone thinks. I still rely on my core team to learn more about my own business. But, after seeing this tremendous lack of jobs and opportunities for people across the country, I am well clear for what to do next.

Within next 2 years, I now aim to turn this company from 15 million to 150 million,so that it can not employee tens of peoples but rather, hundreds and thousands of #people.
Can talent management change the workplace?
By: Desiree Driesenaar
Tags: Talent, Management, Company Culture, Business, Leadership

Can talent management change the workplace? It’s hyped in companies. Saying talent management instead of human resources. The term brings respect back in the interactive place where the magic happens. Your biggest assets. Your most valuable creator-instruments ever. Your people. Your tribe.

But we all know changing a term doesn’t do the trick. It’s a good start. Yes. But when we don’t realize we want to create abundance instead of idealizing scarcity, it’s no good. We need to embrace all talents of our people. All diversity. And find ways to handle this diversity wisely so the outcome is creating an optimized value for all.

The time for scarcity as a business driver is over. Welcome abundance. Embrace talents and diversity. Here’s some more food for thought from Jessica Donahue, PHR.

© Desiree Driesenaar
4 Steps To Interview Candidates
By: João V Souza
Tags: Company Values, Entrepreneurship, Company Culture, Interview Tips, Hiring For Startup

4 Steps To Interview Candidates

People are the most crucial thing in a company.

When Steve Jobs was back at Apple and was asked what he was most proud of, his answer was the Apple Team, his people.

As Zig Ziglar said:

“You don’t build a business. You build people, and people build the business.”

One thing you have to do to have amazing people working in your company is to have an effective hiring process. A hiring process is more than just interviewing.

It starts with the company understanding their goals and the people necessary to help achieve them. Then you can write a job description where you have to have clear what will be the responsibilities and skill necessaries.

After interviewing, you have to have onboarding and development processes. Hiring isn’t that simple.

In this text, I will focus on the interview process.

In my first company, we developed an interview process containing four steps. I participated in all of them with a different person with me. Having two people doing the interview helped us discuss what each of us had seen in the candidate.
I was wrong about the office communication etiquettes. I guess!
By: Rajat Saxena
Tags: Company Culture, Communication, Office Culture, Chat, Software Development

Lately, I have been encountering a lot of articles that suggest getting straight to the point when initiating a chat with a coworker.

For example:

You: Hi, what do to think about XYZ? Co-worker: To be honest, I ...

Instead of:

You: Hi Co-worker: Hey ** you articulating your thoughts ** **co-worker is staring blankly that your chat window** You (after a while): I have a question

I have always been a proponent of the later approach since the beginning of my career. I always preferred greeting the person first than to immediately getting to the point. As the later approach looked so robotic to me. No empathy or care towards the person you are talking to. You just want your answers right away. This never fit well with me. To me, it was like de-humanizing the entire process of communication.

In retrospect, I can attribute this way of thinking to calling people “resources” at your company. At the very start of my career, I joined a multinational firm where people were called resources. I abhorred this notion of referring to the employees of your company as resources. It sounds like they are just cogs in your gargantuan machine. They are the expandables.

Hence, I always tried to introduce some empathy back into my chat conversations by asking questions like “Hi, “How are you” and then proceeding to actual question.

As I am reading more and more about this whole “get straight to the point” thing and starting to incorporate it my professional chat conversations, I am starting to like it. I appreciate when my co-workers get straight to point. So I guess my co-workers appreciate it too.

One more factor, that I think contributes towards why I am not feeling bad about this approach nowadays is that we don’t call people “resources” here. So, at the back of my mind I have the clarity that I am still talking to a human and the other person is also not considering me a resource but a human.
[FRAMED]: Laurianne Proud’hon, Lead Compositor, MTL
Tags: Film, Vfx, Company Culture, Compositing, Montreal

What are you guilty of?

Being really bad at identifying celebrities.

What was your last brush with danger?

We went canoeing with friends without good gear and the bad weather caught us by surprise. It turned out to be a lot of fun but we definitely should have been more cautious.

Your last brush with greatness?

Hiking on a volcano.

Your worst character fault?

I can have high expectations.

Your most shining quality?

Thoughtfulness.

You’re on the run from the law, where are you headed?

Reunion island, although it is rather too small to be the perfect hideout.

Who’s your partner-in-crime?

For the past few months, it has been Morgan Hardy for sure! We just delivered The Midnight Sky and it was fun teamwork.

What’s your favorite movie/TV show and why?

Fantastic Mister Fox or any other Wes Anderson’s movie really. He just has this fantastic way of framing and presenting stories.

Your greatest achievement?

Navigating through life (still ongoing).

Most valuable skill?

Being a fast learner.

Go on, say something bragging:

I read four books/month on average so the total count is pretty high.

Name your vice/pet peeve?

People taking risks on the road.

The DREAM project would entail:

A story from my favorite books.

Your career highlight to date:

Working on George Clooney’s movie; my mum can tell her friends.

This week I learnt that:

Some people are working really hard to improve this industry.

What’s your current view?

A tree by the window that is turning yellow : winter is coming!

Give us a desk tour:

Way too many electronic devices, a white board and a colouring poster (our family lockdown project).

What do you need to work, on the daily?

A Wacom tablet and a good night’s sleep.

Framestore is, to you, in three words:

People, talent and diversity.

Best thing about your work environment?

I am not commuting anymore!

Framestore is great at:

Gathering talent to create magic.

Favourite art form?

Symphony orchestras.

Favourite image?

A wildlife image from Vincent Munier’s book “Arctique”. Like this one :

Fictional character you’d like to hang with?

Ron Swanson even though we don’t share the same interest for meat.

Happiness looks like:

A mountain.

If not here, then where?

On that mountain.

What do you think of too often?

Family and friends far away.

And not enough?

To call them.

Couldn’t live without:

Music.

If you ruled the world:

I would pick good people to be in charge and relax.
Top Office Design Trends in 2021
By: Gaurav Gupta
Tags: Company Culture, 2021, Office Furniture, Workplace, Office

Redesign Your Workplace amid Pandemic | Top Office Design Trends in 2021

Pandemic has affected our lives and changed the way we live, work and even eat. Today, companies from all around the world are facing a huge problem — how to bring their employees back to the workplace? We listened to them and here we are with some solutions. Companies can only bring their employees back to the office by providing extra safety and Re-designing Workplaces. In this 4-minute blog, you’ll know how you can bring your valuable employees back to your workplace by following new office design trends in 2021.

Top Office Design Trends in 2021

Whether you’ve got a small business or you run a large company, you must be thinking about re-conceptualizing your office so that your employees feel safe while working. As a reputed company, you don’t want to risk anyone’s life and you want to make sure that every employee coming to the office remain safe without compromising with the work efficiency.

So, what can be done? How can you re-structure your office in order to run your company safely? Don’t worry. We’ll tell you the ideas you can follow that suits your office and requirement.

Let’s get started. Look at the following office trends that companies can choose during the pandemic in 2021.

Open Space Offices

The idea of Open Space Office is not new, it has been adopted very well in the workplace industry. One of the best prevention of COVID is Social Distancing among employees and open space offices help you in achieving that goal.

(Image src: welspunflooring.com)

Open Space Offices comes with more advantages. It helps in promoting collaborative work culture, reducing work stress on employees and thus your company grow.

This type of offices also gives your employees a space to breakout from work — that they don’t get in traditional cubicle-based offices. You can further take more advantage by creating custom designs in the space that reflects your brand.

You can explore Three more ways to redesign your workplace and see what fits your needs.

Follow for more Office Furnishing Inspiration and Industry best practices.
How working from home may damage your company culture
By: Dr Finn Majlergaard
Tags: Working From Home, Company Culture, Corporate Culture, Workplace Culture, Covid-19

This article is about how working from home can damage your corporate culture. The money saved on sending people home because of COVID19 can easily be lost due to lover employee — and customer satisfaction. Read on

The Excitement

Many office workers around the world have been sent home to work from home because of COVID19. There has been some excitement from both employees and employers, but for very different reasons. Obviously, employers are excited because we know that people working from home tend to work more and therefore are more productive.

Employees are excited because they get more flexibility, save commuting time and don’t have their boss around all the time.

Recently we see more and more companies moving towards working from home a permanent solution and not just an emergency solution because of COVID19.

In Gugin we have worked with developing and “fixing” corporate cultures all over the world for the past 19 years. As the excitement is understandable we are also certain that working from home as a permanent condition can have some very negative consequences. Consequences, that eventually will affect the operational performance of the company in a negative way.

Read the rest of the article on Gugin.com

About Gugin

Gugin is specialised in helping organisations and companies around the world creating winning cultures. We develop culturally intelligent leaders, facilitate post-merger integration, develop growth strategies, crisis management and corporate culture development.

We have worked with more than 600 companies around the world since 2002. We have a large research facility so we always can deliver the best results to our clients.

All our training programs are of course available as online programs
Alex Lieberman, CEO @ Morning Brew ☕ recently discussed encouraging employees to grow their…
Tags: Company Culture, Personal Branding, Human Resources, Marketing, Peloton

Alex Toussaint, one of my favorite Peloton instructors launches his own clothing line.

Alex Lieberman, CEO @ Morning Brew ☕ recently discussed encouraging employees to grow their individual brands by writing more on his Founder’s Journal Podcast.

It got me thinking about what it would look like if taken a step further. What if employers encouraged their employees to not only be “brand advocates” but brands themselves. Does it hurt the organization by making the risk of low employee retention a constant struggle as each individual becomes grows their influence? Or does it help the organization by making employees loyal to the company that allows them to grow and diversify their income?

I don’t have an answer, but I am paying attention to what Peloton is doing. They acknowledged their instructors leaving was a business risk in their S1 but have still allowed them to build and independently monetize their personal brands. It’ll be interesting to see if this trend finds its way to the corporate world.
CodeFlakes empresa 100% remota
By: Code Flakes
Tags: Remote Working, Company Culture, Enterprise Technology, Technology, It

CodeFlakes is a IT new company that work with Ruby and want to be a happr workplace.
More business. Less work. That’s Keap.
By: Khaled Yousef
Tags: Company Culture, Small Business, Site, Development, Business

I am khaled yousef, an electrical engineer, and i work on self _development and making health better
Business Culture Award Winners
By: Liam Mcentegart
Tags: Culture, Company Culture, Real Fundraising, Business Culture, Real Calling

REAL Fundraising, was yesterday awarded Best Business Culture — Small Business (<250 employees) at the Business Culture Awards 2020. This is a huge credit to all of REAL’s amazing charity clients and the inspirational REAL Family members across the UK who help us shape our Award-winning culture.

The Business Culture Awards running since 2016 celebrate all things about business culture and REAL fundraising were nominated finalists in 4 categories. Best use of Brand, Purpose & values, Best use of Corporate Social Responsibility, Culture in a Crisis and Small Business Culture. Being highly commended in the Brand, Purpose & Values category REAL Fundraising went one better than their Highly commended result in 2018/19 and were awarded Best Small Business Culture.

Managing Director, Client Services, Liam McEntegart said “REAL are incredibly excited to announce that they have been awarded the Business Culture Award for Small Business < 250 employees for 2020. After being Highly Commended for Small Business Culture in 2019 to go one better and win the Small Organisation Award really makes us proud. Nothing means more to us that being recognised for our core values of Respect, Ethics, Activism & Love and our driving mission to use business as a force for good. Congratulations to all the category finalists for being committed to small business culture. Lastly a huge thank you to our inspirational REAL Family members and Charity Clients.

REAL Fundraising shared the virtual winner’s podium with organisations like Barclays, Sainsbury’s, Foxtons and Westminster City Council just showing how far the face-to-face fundraising sector’s reputation has been improved by REAL over the years by focussing on purpose, values and good culture.
Don’t Become An Influencer
By: Jon Tesser
Tags: Influencers, Personal Development, Cyberbully, LinkedIn

Don’t Become An Influencer

“He’s a creep. He talks to young girls all day. My wife thinks that’s weird too.”

“I’m sick of his BS. His content is crap and he sucks too.”

“He made my friend cry. He’s a piece of shit human being. Don’t believe this whole empathy nice thing he presents to the world.”

“What a privileged ass. How dare he insult what I’ve accomplished and gone through.”

“Disconnecting. I’m over it.”

“Dude, you’re standing up for them, but they’ll still never sleep with you.”

And on. And on. And on.

The trolls. The negativity. The constant Bring Him Down. But at least they’re honest.

There’s the jealous ones who pretend to support me but secretly wish for me to fail.

I left the corporate rat race behind because emotionally I couldn’t deal with the constant vitriol spewed at me by sociopaths at companies. I was the victim of bullying and harassment and was happy to leave that behind.

But this. This social media. This is a whole new level of toxic that I saw happen to other people but didn’t believe it would happen to me. But of course it has. I’m legit Big. My presence on LinkedIn is nearing 100K followers. Most CEOs don’t have that kind of following. I do. And it’s accelerating rapidly, becoming its own beast. My Brand is bigger than me. It feels like a movement.

“Jon, get over it. Brush it off. Move on. Don’t let their negative vibes enter your world. It’s not worth it. Most people love you.”

And yeah, most of what I see is accolades. It’s people being inspired. It’s fan mail that’s so amazing that I share it on my other social channels, not because I’m bragging but because I’m amazed that I can touch people’s lives in such a personal way.

But here’s what none of you are getting. The negativity hurts not because it’s so outlandish and ridiculous. No, just the opposite. It hurts because my core identity of who I am is being challenged. The very fabric of my personal development work over the last 11 years is being questioned. The words hurt because there’s a truth to them, and I don’t have the ego defenses to deal with what that means.

In order to brush it off I’d have to build up defenses that I don’t have, that would feel false. “I’m so awesome, none of this is true, moving on.” But I can’t do that because I’m always 100% honest with myself. Some of those things people said…well, I believe them. And that, my friends, is why I can’t just move on.

And so, here I am, wondering if this is worth it. Right now, the answer is a resounding no. The emotional toll is too raw, and I’m falling apart. Considering that this isn’t my main source of income and is just a way for me to sound off about random shit, the payoff isn’t good enough.

As I always say, things can change. But my guess is that I’ll be taking a long time to lick my wounds.
Carnota y sus bromas telefónicas: "¡Azul!"
By: Rocio Ramos Suarez
Tags: Humor, Entrevista, Redes Sociales, Influencers, Cuba

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Influencers en Cuba: ¿Quién es Gigi Maduq?
By: Jose Raul
Tags: Instagram, Social Media, Entrevista, Influencers, Cuba

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Clothing Brand Lonely Ghost Opens Storefront.
By: Gal Media Group
Tags: Clothing, Lonely Ghost, Pandemic, Influencers, Business

Clothing Brand Lonely Ghost Opens Storefront.

Lonely Ghost Founders — Indy Blue (Severe) & Bronson Christensen

Despite launching their online brand just last year and taking the

internet by storm the clothing brand, Lonely Ghost is excited to announce the opening of their first pop-up shop, Ghost Grocery, located in Provo, Utah.

“We wanted to build a place where we could share our creative vision with the community in a fun and unique way. This store is a labor of love for both myself and Indy and we couldn’t be more thankful for the success we have experienced over the last year.” — Co-Founder Bronson Christensen

The store itself features vintage checkerboard flooring with bright complimentary colors and an assortment of rainbow fruit and vegetables scattered around the store for a modern and trendy look. The store also features a secret room, “The Room Last Forever,” accessible through a

hidden door in the frozen food section and is complete with mirrors and beautiful lighting fixtures — making it the perfect setting for taking photos.

An inside look into Ghost Grocery

Visitors will also have the opportunity to grab some Lonely Ghost swag and purchase the limited edition grocery store line using the “Ghost Technology” that creates a tie-dye effect using your body heat.

Learn more at Lonelyghost.co
A era dos mendigos virtuais
By: Blog Do Micronauta
Tags: Mendigos, Caixinha, Artigo, Influencers, Natal

Learn more. Medium is an open platform where 170 million readers come to find insightful and dynamic thinking. Here, expert and undiscovered voices alike dive into the heart of any topic and bring new ideas to the surface. Learn more

Make Medium yours. Follow the writers, publications, and topics that matter to you, and you’ll see them on your homepage and in your inbox. Explore
Freelance Video Editor Rates
Tags: Influencers, Vidéo, Video Editing

Nowadays an uprising freelance job is video editing. Everyday appear more and more Freelance Video Editors. But what are their rates?

Influencers all around the word post videos on their media platforms like YouTube or Facebook everyday, but they are not experts in video editing. They hired a Freelance Video Editor.

Exist lots of websites for finding freelance video editing experts, but it widely knows that the best results are from Asia.

ArmeniaWork is a new website where you can find many specialists, specially Freelance Video Editors and consult their rates in case you are looking to hire one for your video projects!

ArmeniaWork.com created simply by armenian workers it’s a website in constant evolution.

In case you are looking for a freelance video editor and his rates this may be the best option for you!

Have a good morning!
Welcome to Atlanta, Where the Viral Internet Is Born
By: Michelle Legro
Tags: Race, Social Media, Tik Tok, Influencers, Racism

Welcome to Atlanta, Where the Viral Internet Is Born

Black creators make the viral hits, but struggle to command the same attention and money as White creators in Los Angeles Michelle Legro Dec 23, 2020·2 min read

Taylor Lorenz has made reporting on internet culture for the New York Times an enviable gig. She’s covered the petty dramas of L.A.-based influencers and their work-live situations in mega-mansions across the Southland, and the deals these predominately White creators bring to their respective collab houses, even under quarantine.

But Black influencers and creators in Atlanta have long been a juggernaut of the industry, responsible for some of the biggest viral hits of recent memory, including the Renegade, “Old Town Road,” and memorable trending challenges on TikTok. But not only have these creators not gotten the same attention as their White counterparts in L.A., but they’re also not making nearly as much money. “Despite creating and driving many of the internet’s biggest trends, Black creators receive fewer brand deals and are consistently paid less than their white peers,” writes Lorenz.

Lorenz profiles several collab houses in Atlanta where the young entrepreneurs are fighting for funding and representation, while White creators co-opt their work: