Be the First to Make the Shift

Be the First to Make the ShiftBe the First to Make the ShiftAttracting Top Talent in the Job Seekers MarketOver the last several years of the worst recession in recent history, employees were overwhelmingly hit with job loss and uncertainty in employment, which caused many employees to stay put, even in jobs that left them unsatisfied. As a result, employers were in a position to place best practices in talent recruitment on the back burner and offer fewer incentives to attract candidates. It welches an employers job market.Today, there is evidence that the economy is improving, and employees are seeing the light at the end of the tunnel of survival-mode employment.How prepared are you to compete for todays top talent? Consider taking a look at some of the latest numbers that suggest employees in almost every industry and nearly every state are finally ready to revive their careers and take a few risks they might have avoided only one year ago. What the Numbers Tell UsThe U.S. Depart ment of Labor found this April that the number of people who voluntarily quit their jobs went up 8 percent this year, and that number is 19 percent higher than two years ago. In a recent study conducted by Simply Hired, the growth rate of job openings in 2013 is between over 4,000 and over 6,000 jobs per month from coast to coast. Moreover, Simply Hired found that there were 6.2 unemployed people per job during the recession, and in June 2013, that number dropped to 3 per job, as evidenced in the chart to the right.Lou Adler(1), a leader in the field of talent recruitment and retention, conducted a survey of over 11,000 people, where 95 percent stated that they would be willing to explore a new job if it appeared better than the one they already have. Employees are ready to move and increasing numbers of opportunities await their enthusiasm.You know that an effective recruitment strategy will help you ensure you score the best fit candidates for your positions. Todays savvy candidat es no longer have the mentality of take what you can get when it comes to jobs. Their new attitude is pursue what you want.What Can You Do To Recruit The Best?So, the question remains, what can you do to attract top talent in an atmosphere of born again career and job changers? Consider the tips below to be a leader in talent recruitment in todays job force.1. Be proactive in your search for the bestYour best fit candidates may not know to look for you, so be proactive about finding the candidates you want for your team.You can do this by visiting the same channels as these candidates. LinkedIn is a professional social media outlet that allows you to easily conduct searches for key words representing your opportunities and contact people who look intriguing.In addition, sponsoring your opportunities on Simply Hired allows you to leverage cutting edge search technology that matches your job descriptions with great efficiency to the specific searches of interested and talented candida tes.2. Promote your employee referral programWho knows you better than your own employees?How can you engage your employees in contributing to your recruiting efforts? Make it easy for them You have to advertise your program regularly to your employees and emphasize the reward they receive for a successful referral as well as the ease of participating in the program.In other words, if your employees have to jump through hoops on your intranet, remember program passwords, and create a labor-intensive referral document, they are less likely to engage. Consider creating a special internal email address where they can simply attach and send resumes. This is yet another practice that makes your current employees feel trusted, as valuable members of your team, whose input you seek to propel the company forward.3. Focus on company cultureEmployers overestimate how little effort it can take to make an employee feel valued. You can start by holding a meeting or conducting a survey of employe e ideas and wishes on the matter. Share the results with everyone, and begin implementing a few of the strategies. Southwest(2) reported a policy they adopted that their employees are truly their first customers. The reputation of this type of employee environment can spread like wildfleisch fire to active job seekers. Todays savvy candidates research a companys culture, and it can be a deal breaker if they do not like what they learn. There are mountains of ideas to improve your culture. Just take action.4. In a candidates market, you have to sell yourself tooYour company places a great deal of focus on your external brand. What about your internal brand? Think marketing meets recruiting. When you seek top talent, you are asking people to consider investing their time, talents, and energy in contributions to your company. In this sense, you are marketing a product to the candidates you pursue, and the product is your workplace culture. What message can you send to impressive candid ates that represents your corporate environment and attracts them to your culture? If you can leverage the skills of your marketing team to assist you in creating publicity materials to woo the talent, you will be ahead of the field in your recruiting efforts. Even without the help of the marketing department, you can generate sales materials that advertise your company to prospective talented candidates. Some companies hand out pens and notebooks with their company logo, and others provide materials that might include a letter from the CEO or the human resources team touting the incentives for working at the company. This approach gives you the opportunity to act as a partner to the candidates you deem especially valuable for the company. (This introduces a nice contrast to the rigid reputation many recruiting teams have developed as people who seek to screen candidates out. Who would you rather work for?)Daniel Pinks book Drive makes the point that todays employees, while needing to receive competitive compensation, are mostly drawn to opportunities based on intrinsic motivation. Employers who leverage this desire by promoting a healthy, positive, challenging environment, will have it made in the categories of recruitment and retention.Now, dont put this article aside and dream of the days when you can compete for the best. The time is now. Where will you begin?(1)linkedin.com/today/post/article/20130808054206-15454-hire-economics-the-workforce-is-restless-but-has-nowhere-to-go(2)http//managers.emeraldinsight.com/quality/articles/pdf/southwest.pdfRead mora articles in this series Get Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumbersome Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process

This is the problem with having super attractive coworkers

This is the problem with having super attractive coworkersThis is the problem with having super attractive coworkersThough every movie, TV show and nightclub line contradicts this, it can be tough out there for attractive people. Ladders recently reported on a study that found that people tend to believe that attractive women are perceived as mora dangerous and less trustworthy than less attractive ones and now yur hot coworker may be stressing his or her team out.See super beautiful people tend to make us a little nervous. In an article titled Hot People are Stressful by Amanda Mull for The Atlantic in which she recounts a meeting with an extremely-attractive-to-the-point-of-stress-physician (maybe Greys Anatomy is more relatable than we thought?)Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSuddenly you find yourself not being able to form cohesive sentences and sweating a bit with this per son suddenly before you. You may even become somewhat irritated that you have to deal with this level of shocking beauty when you are just trying to get through your day.Its hot in hereMull cited the research ofHelen Fisher, a biological anthropologist whostudies attractionat the Kinsey Institute, which focused on theleft ventral tegmental area (the left VTA) which produces pleasurable reactions when we see something aesthetically pleasing.Now it should be noted that the left VTA is very distinct from the right VTA which is what contributes to our having romantic feelings for someone. When the left VTA is activated it doesnt mean that we want to be in a relationship with this attractive person or even want to interact with them, we are just getting very excited while looking at them because dopamine is involved.And unlike maybe seeing a movie star on a screen or looking at a beautiful painting, we get stressed because we worry that this Greek god of a human is looking back at us and judging us too. Plus the stress is not just in our heads because cortisol (AKA the stress hormone) is released when we see an Adonis because our feelings of inadequacy are starting to skyrocket which can lead to irritation and annoyance.Now with an attractive coworker, even one that is a dead ringer for Jon Hamm, you will most likely get used to their appearance as you start to see them most days and as you get to know them you will realize they are humans too with imperfections and idiosyncrasies just like everyone else (hot people theyre just like us) but it could create some stress in the beginning, especially on your first Casual Friday together.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Achieving work-life balance just another stressor for stressed-out workers

Achieving work-life balance just another stressor for stressed-out workersAchieving work-life balance just another stressor for stressed-out workersIts National Stress Awareness month, and to celebrate (?), LinkedIn surveyed 2,843 professionals about what made them feel pressure at work. They found that half (49%) of workers reported feeling stressed in their jobs.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe top 5 reasons for stress at workFair enough.When broken down by generation, it was found that Millennials and Generation X were the least stressed, and Baby Boomers as they prepare for a retirement in an uncertain world the most.Other findingsComparably also did a survey about stress in the workplace. They found that more than half of all workers felt burnt out at work.Their top stressorsUnclear goals 41%Bad manager 16%Commute 16%Difficult co-workers 14%Too-long hours 13%Not surpri singly, one-third of ansicht workers said that work-life balance was the most important workplace benefit.Although if you look up to the first study, its a lack of work-life balance that causes stress in 70% of workers. It appears that the neverending struggle to achieve work-life balance is, unfortunately, also another stressor.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Age Discrimination in Employment Act (ADEA)

Age Discrimination in Employment Act (ADEA)Age Discrimination in Employment Act (ADEA)The Age Discrimination in Employment Act (ADEA) prohibits employers from making hiring and promotion decisions based on workers or applicants ages. It was signed into law in 1967. If you think all employers equate age with experience and therefore a law like this is unnecessary, the following statistics prove otherwise. In spite of it being illegal for over 50 years, some employers are leid deterred from discriminating against employees and job applicants because of their age. In Fiscal Year 2018, the Equal Employment Opportunity Commission (EEOC), the federal agency that interprets and enforces employment discrimination laws, received 16,911 complaints about age discrimination (Age Discrimination in Employment Act FY 1997 - FY 2017. Equal Employment Opportunity Commission). Authors David Neumark, Ian Burn, and Patrick Button wrote, in Age Discrimination and Hiring of Older Workers (Federal Reserve Bank of San Francisco Economic Letter, February 27, 2017), that older workers received fewer callbacks for job interviews than younger ones, older female applicants received fewer callbacks for administrative assistant and sales jobs, and older male applicants were called back less frequently than their younger counterparts who applied for janitor and security positions. The discrimination appears, according to the study, to be more pronounced against female than male applicants. The number of complaints the EEOC receives andNeumarks, Burns, and Buttons research remind us that the Age Discrimination in Employment Act is still very necessary. While most employers dont consider age when making hiring and other employment decisions, many still do.If youre over a certain age- and if you arent now, you will be someday- pay attention. You may need the protection of the ADEA. What Does the Age Discrimination in Employment Act Do? The ADEAstates that organizations with at least 20 empl oyees may not take age into account when hiring job candidates or promoting employees. It protects individuals who are at least 40 years old. The Equal Employment Opportunity Commission (EEOC) enforces the Age Discrimination in Employment Act. Must the Victim of Age Discrimination Be Older Than the Accused? It is important to note that the personwho discriminates may be the same age or even older than the victim. According to the ADEA, the following actions are unlawful An employer cant decide whether or not to hire applicants because of their age and cannot discriminate based on this factor when recruiting job candidates, advertising for a job, or testing applicants.A companycant fire workers because of their age.An employer cant use age to classify, segregate, or limit employees if this will negatively affect their status or deprive them of advancement opportunities.Workers pay cant be based on age.An employermay only take age into account when making an employment-related decisio n if it is in regard to an authentic qualification necessary for the businesss operation. Ones manager, a supervisor in another area, a coworker, or client is forbidden from creating a hostile work environment by harassing individuals about their age.An employer cannot enact any policy that negatively impacts employees or applicants because of their age and is not based on another reasonable factor.An amendment to the ADEA,The Older Workers Benefit Protection Actforbids organizations from using age to determine benefits and targeting older workers when making staff cuts. It also requires employers to follow specific safeguards when asking older workers to sign a waiver giving up their right to sue for age discrimination. How to File a Claim of Age Discrimination If you think you have been a victim of discrimination that is covered by the Age Discrimination in Employment Act,file a claim with the EEOC. There is a time limit of 180 calendar days for employees. It is extended to 3 00 days if your state has an age discrimination law and an agency or authority that enforces it. Job applicants must file a claim within 45 days. Go to the EEOC Public Portal tofile a charge of age discrimination, submit an inquiry, or schedule an appointment at any EEOC field office.You can also visit any office without making an appointment. Call the EEOC at 1-800-669-4000 to discuss your case with an EEOC representative who can advise you if it is covered by the ADEA. However, you can only file a claim online or in person. Have documentation that supports your claim ready, including the names of any individuals who witnessed it. Sources Equal Employment Opportunities Commission. Age Discrimination and How to File a Claim of Employment Discrimination.

Frank Angst - The Balance

Frank Angst - The BalanceFrank Angst - The Balance

Top Margins on Resume Secrets

Top Margins on Resume Secrets If youve graduated high school, you might want to go started employing the Education portion. Remember also you have the cover letter to spell out why youre the ideal candidate. Just make certain you find it possible to fit all content on a single page. Do not think that you must limit yourself to a 1 page resume. Putting your name on your resume isnt as easy as it appears. Whenever possible, utilize a style much like the header on the very first page. Section headings can be a couple points larger than the body text in order that theyre simple to discover at a glance. Include a header on top of the second page. Custom writing means a critical company with high standards. Employing a CV once the employer desires a resume is certainly a problem. Mr. Sedabres leads the organizations Investor Relations function along with responsibilities associated with Corporate Strategy. At times, a minor adjustment of your margins can eliminate the issu e of another page with just a few lines of text on it. They should never be less than one-half inch to avoid a cluttered look. Though margins would nonetheless be acceptable when varied by tenths of a point, it may be problematic for an amateur resume writer to genuinely understand whats acceptable in the business, thus its recommended for her or him to adhere to the standard. The Battle Over Margins on Resume and How to Win It The duration of your resume is a crucial formatting factor that will earn a huge effect on the general aesthetic of the document. Your resume format has to be arranged so you will have at fruchtwein two pages. Introducing Margins on Resume Make your very first order at this time and find the help you need whenever possible. As a means to learn about the truth which you ought to consider, speak to a work plan template. With tons of work experience, it can be difficult to demonstrate you have what it can take to acquire the job. Generally do not compos e what you want in work. Margins on Resume Features Usually, the left side of your resume should contain the most significant data, such as your job title, previous employers, achievements and obligations. Rather than telling the employer what you will like by the job, it is a good idea to indicate what you want to give the enterprise. Youre asking for a work not a beauty pageant. Maybe you are browsing to obtain a summer job or internship, or maybe a college or scholarship program requires you to bring a resume. The individual that job seekers are attempting to impress. Individuals are always searching for jobs. Every job is available to repair a business issue. In addition, you can look for legal assistant jobs on Monster. The New Fuss About Margins on Resume 5 Bold text is fantastic for drawing particular attention to a couple words. If youre re-applying, you have to incorporate a supplemental essay. You cant concentrate on all assignments simultaneously, but it is a ton simpler and faster to compose an essay when you experience an illustration of the way that it ought to be accomplished. If you have sufficient clients writer equates to an adequate yearly income Take a peek at our top 10 tried-and-true resume designs to discover the one whichs appropriate for you Information that shows youre a hong fit for the service should be put toward the top. Once more, if youre looking for the slick beautiful resume design for your job-hunt, youve come to the right location. Use bold colours only as long as you are extremely aya it does not ruin the expert feel of the resume. The Nuiances of Margins on Resume Small, crowded text with no white space is difficult to read and even more difficult to scan, meaning that hiring managers eyes will probably glaze over when they turn to your resume, that is the precise opposite of what you would like. As soon as it is an alternative for creating emphasis, all-caps is a good deal more difficult to read and t herefore more difficult to skim than text that isnt capitalized. To prevent that type of mess, be sure tove nailed the absolute most basic style choices that will attract the widest possible array of hiring managers. Your resume format is something which you should give importance aside from every detail in your resume. Life, Death, and Margins on Resume Basic resumes typically have an extremely classic and standard tone. For instance, it can explain approaches to construct your CV. Regardless of what you must discover more regarding the instructional CV. You want the fantastic educational CV.

Have You Just Been Laid Off The Sky Is Now the Limit

Have You Just Been Laid Off The Sky Is Now the Limit Arecent report from CNBC reveals that there has been asurge in layoffs in the U.S. In fact, there was a 43 percent increase in job cuts in September (58,877) from August (41,000). Thankfully, there dont seem to be any signs of an impending economic downturn. Evenso, a significant number of Americans perhaps more thanhalf a million every year will at some point find themselves out on the pavement without a job. The effects of such layoffs can be devastating for workers, especially for those who have been taken by surprise.With job prospects remaining good overall, however, a positive attitude and strongjob-search technique will ensure that most workers can get back on trackwithin a few months. In this relatively buoyant economy, there are lots of exciting options open to laid-off workers. The sky is truly the limit.Dont believe me? Here are som e andways that laid-off workers can reinvigorate their careersPersonalContacts Can Catapult You to New Levels of SuccessStart by utilizing your contacts, as they will supercharge your career. For example- Surveys suggests that most jobs are filled via referrals and word of mouth.-Referred candidates are twice as likely to be interviewed and have a 40 percent higher chance of being hired thannon-referred candidates.-85 percent of small business clients are found via world of mouth.One of your first priorities after hearing of your impending layoff should be to work your contacts. Some of your best contacts will be in your current/former company, and thats why its important to spend your final days/weeks chatting extensively with yourinternal contacts.Make a list of all your key contacts, whether internal or external, and work through it. The goal should be to get as many of the following as possible from each contactLinkedIn recommendationsLinkedIn skill endorsementsA named referral in another business whocould help you get a new jobA promise of a glowing referenceAn opportunity for you to sell your services back to the company on a freelance or B2B basisNow Is the Best Time Ever to Go FreelanceIn the current economy, an appropriately qualified applicant can probably expect to be at work again in just about five weeks, according to aBureau of Labor Statistics report.That being said,going straight back into permanent employment is not your only option. With so many international freelance marketplaces in existence, going freelance is not such a big gamble any more. Anyone can do it. You dont need a preexisting book of leads and contacts. Just join a freelancing site and update your profile, and youll be able tobid on, win, and be paid for projects within hours.Of course, its not quite that easy. If it were, everyone would be doing it. There is a barrier that keeps many people from going freelance You might not be paid great rates in the early days. You may need to adopt a loss-leading strategy as you learn how to market yourself well, spot good clients, and win greatjobs. Over time, though, youll be able to generate a bank of well-paying clients.ConsumersLove Small BusinessesThere has been a gradual erosion of trust in big brands over the years as a result of high-level financial mismanagement and corruption, large-scale ecological disasters, emissions scandals, and so on.Consumers are turning towards the little guys in business, whom they feel they can trust more than the corporate bigwigs. There has never been a better time to start a small, ethical, customer-orientated small business. There are plenty of alternative funding sources,like Kickstarter and Indiegogo,to help you get on your feet, too.-Losing your job can be difficult, but the reality is there has probably never been a better time to be laid-off. We are in a healthy economy, meaning the continuation of your existing career path is a viable option. Also, the barrier to entry t o the freelance world has been removed, making it easy for anyone to launch an exciting freelance career.The ground is also very fertile for starting a new business.With grit, bravery, and a little inspiration, the sky really is the limit for the laid-off worker.

Self-Publishing

Self-PublishingSelf-Publishing

The No. 1 Reason Job Seekers Make Bad Career Decisions

The No. 1 Reason Job Seekers Make Bad Career Decisions The No. 1 Reason Job Seekers Make Bad Career Decisions We spend about a third of our days at our jobs, and yet roughly 70 percent ofus are unhappywith our careers.While a lack of praise from leadership can explain this unhappiness, the jobs fit may be a problem, too. Its not necessarily that an employeeisnt smart enough to do the job theyve chosen even the smartest people make poor career decisions. Rather, poor career choices often happen because a person doesnt have all theinformation they need to make a decision that will positively impact their long-term career goals.In fact, a lack of information is the No. 1 reason why job seekers make bad career decisions.I often see job seekers say yes to any and all job opportunities given to them by recruiters without thinking about the long-term consequences of taking oneach job. It is important that, instead of jumping at every offer, professionals take time to scope out the whole s ituation and really think through the impacts of their decisions.Here are a few steps you can take to make learning a part of your decision-making strategy for long-term career successRecognize Learning as the SolutionYou can certainly learn how to make the right move at the right time, so its important to recognizelearning itself as a job search solution and career success principle. Learning gives you the opportunity to research and gather the information you need to make better decisions.Learning is not just limited to what you read in books you can learn from experiences, podcasts, career consultants, coaches, mentors, and peers.Love the Learning ProcessLearning should be a lifelong pursuit, so its vital that you learn to love the process. Many top industry leaders and influencerseven go so far as setting aside five hours for dedicated learning every week.By learning to love the learning process, you can establish learning as a habit. As a result, youll be spending time every we ek growing your career and speeding up your job search.Remain in Student ModeBeing in student mode means being in a constant state of learning. When you are in the student mode, youre always looking to gain insight. This will help you mora easily find the information you need to reinvent yourself when the climate for your industry changes, or you require new skills to excel in your career path.Celebrate Each MilestoneJust as it is important to love the process of learning, it is also important to celebrate each milestone that you reach. Acquiring a new skill doesnt come to anyone easily. Treat yourself to something nice when you master a new ability or otherwise accomplish your goals.- Making a smart career move requires more than knowing how to do the job for which youre applying it also means understanding your whole career so that you dont deviate from the plan.Being in thestudent mode on a consistent basis allows you to stay ahead of the curve and beat your competition whenever necessary. Education and training are the pathways to job search and career success, so take time to learn everything you need to in order to have the career you desire. Proactively pursue connections with those who can teach you the skills you require. That is how you will become a well-rounded professional who can handle themselfat work.By making lifelong learning a cornerstone ofyour career plan, you will set yourself up to make smarter short- and longterm career decisions.Nader Mowlaeeis an engineering career coach and recruiter who is motivated by building confidence in engineers.

The changing workplace Appreciation and remote workers

The changing workplace Appreciation and remote workersThe changing workplace Appreciation and remote workersThe culture that we live and work in is subject to constant change over time. And in recent years, that change has occurred at a highly accelerated rate. Rows of desks filled withstenographers and secretaries are well in the past. In the 70s, arbeitszimmers looked like cubicle farms, and these, in turn, transformed back up to open office plans, attempting to encourage communication and collaboration.Additionally, rapid technological changes (from the phone, to faxes, to emails, texting and videoconferencing) have created an entirely new category of employee, the remote worker. And their ranks are growing.In 1995, 9% of U.S. workers telecommuted. By 2015, 37% of employees reported in aGallup pollthat that they worked off-site. And in 2016 43% of employees spent at least part of their week working remotely. A recentsurvey of 500 managers and executivesfound that53% of companies i n the U.S. continue to have standard workplaces, with nearly every employee coming into the office four or more days a week.37% have a main office with some people working remotely.10% have no office space at all.These changes in our daily work cultures impact (and create new challenges) in how we relate to those with whom we work. A key question has arisenHow do you effectively communicate appreciation to your team members in the context of long-distance work relationships?Communicating appreciation effectively to remote staff and virtual teams is challenging but the data from our research shows it can be done. Yes. Communicating appreciation has changed due to cultural influences. But the foundational aspects of appreciation (the need to communicate regularly, in ways meaningful to the recipient, and authentically)haventchanged.In the newly released edition ofThe 5 Languages of Appreciation in the Workplace, we devote an entire (new) chapter to address the issue of appreciation w ith remote employees, and virtual teams. We share specific examples of successful (remote) appreciation that both managers and employees have shared with us, and the resulting guiding principles we discovered.Research Differences in Appreciation Desired?Additionally, we began to wonder if those individuals who were in long-distance work relationships desired to be shown appreciation in the same ways as employees who worked on-site. That is,do employees who work remotely have different preferred languages of appreciation than those in the general workforce?To find out,we conducted a research studywhere we compared almost 90,000 individuals who had taken theMBA Inventory. The majority of individuals had completed the general workplace version of theMBAIbut over 2,500 used a version specifically designed for Long Distance workers.We found that employees in long-distance work relationships choseQuality Timeas their primary language of appreciation more frequently (35%) than workers on-s ite (25%). The majority of these switched fromWords of AffirmationtoQuality Timebeing their primary appreciation language (48% in general work settings to 38% for long-distance employees).So it is important for supervisors and colleagues to keep in mind that many remote employees valueQuality Timewith their colleagues more highly than those who work in face-to-face settings. Specifically, using videoconferencing to check in and including them in team meetings virtually can help these team members feel valued.There are more findings than we can report here, and a number of additional practical action steps are described in the books remote employee chapter, butone of the most important lessonswe have learned for effectively communicating appreciation to remote colleagues is thatyou must be more proactivethan in face-to-face relationships. While communicating appreciation in long-distance work relationships takes time and forethought, itcanbe done and it is important to do so.Without ongoing appreciation and support for the work they are doing, employees who work remotely are at risk for becoming discouraged, not producing to their capability, and eventually quitting. Take the time and effort to communicate how much you value your staff who work in a different physical location, and the return on your investment will be well worth the cost.This article was originally published on Appreciation at Work.