June is Pride Month. It’s a time for us to recognize the importance of inclusion and diversity both in and out of the workplace. It’s a time to celebrate all employees regardless of gender expression, gender identity, and sexual orientation, but also to recognize how far we have left to go.
There are widely accepted benefits to distributed work, and anyone who manages remote team members is well aware of them. Expanding the talent pool, running operations 24/7, and valuing deliverables over seat-warming are just a few.
Nevertheless, there are two sides to the same coin, and working with distributed teams also brings with it its challenges—one of which being how to manage them across time zones.
While remote work isn’t a new concept, it’s certainly garnering a lot of attention these days. The global pandemic has opened companies’ and workers’ minds to the possibilities of working from anywhere and more and more people are seeking a permanent remote work situation.
Roberto Jasso is one of them. A PHP backend developer from Querétaro, Mexico, Roberto is well educated, experienced, and highly skilled. Like many of us, his exposure to remote work started with working for companies that allowed him the option to work from home a couple of days a week. But the in-office requirement meant he wasn’t able to work from alternate locations, which presents a problem when your vacation time is limited.
How the world works is evolving. Employees don’t need to commute to a single location to do their jobs. And as organizations shift to remote work and startups launch as fully distributed entities, hiring strategies need to change, too.
Your blueprint for hiring on-site employees won’t necessarily translate to hiring remote workers. Sure, most of the skills required for the actual work are the same, but it requires different personality traits and a specific skill set to be an effective remote team member.
Imagine that you’ve found the ideal employee in Portugal. Isla has all the skills you’re looking for and will be a stellar match for your company culture. But during salary negotiations, she looks at your offer and asks, “Does this include the 13th- and 14th-month salaries?” For a moment, you’re caught up short. What is she talking about? Is that a real thing?