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Remote Work Resolutions: Workers Edition

Remote Work Resolutions: Workers Edition

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FOR IMMEDIATE RELEASE

Dec. 30, 2021

Jonathan Lockwood

jonathan@lookinla.com

Remote Work Resolutions: Workers Edition

Chris Dyer offers workers resolutions for 2022 remote working

LOS ANGELES—Remote work expert Chris Dyer is offering workers key resolutions they can implement to make for optimal remote work in 2022.

 

“Workers are able to better design remote work systems than managers and supervisors in some regards because they are on the front-lines of achieving objectives and creating value,” said Dyer. “I want remote workers to understand that they are much more in the driver’s seat than some may permit them to actualize, and I think 2022 presents opportunity for workers to take more responsibility and greater command of their own work.”

 

Dyer took his company fully-remote in 2009 and never looked back. He’s trained hundreds, including top companies like Johnson & Johnson, IKEA, the U.S. Patent Office and the U.K. National Health Service (NHS). As an international keynote speaker and author his expertise has been sought out by business leaders and media. He says that workers don’t have to wait on employers to implement changes though, and that workers can drive design of healthy remote work cultures and systems. 

 

“I’ve identified five key 2022 remote work resolutions for workers that I believe will help free up bandwidth and potential so that workers can gain more fulfillment, recognition and reward for their efforts and production,” added Dyer. 

 

Work-life synergy > work-life “balance.” 

 

“Workers are so trained to work either nine-to-five, or never turning off work, when we should be working and living life in ways that fuel the other and enrich our lives across the spectrum of what life means. That means for ourselves, our families and households, our social groups and society,” said Dyer. “If you need to take care of something at 10 oclock, do it. If you need to send a few emails later in the evening before bed because you went to a philanthropic event instead of punching the clock when you were supposed to, great! We need to have a more emotionally mature relationship with work and take a chill pill.” 

 

Get your brag on. 

 

“You have to adjust to sharing what you accomplish or find a buddy to do it for you,” added Dyer. “We need to make more visible our contributions to the workplace so that others are aware, within our teams and externally.”

 

Kill one-on-one meetings.

 

“You want to reduce the amount of, and frequency of, one-on-one meetings. The focus should be on teams and building because the way you feel about your team is the way you feel about your company and your job,” Dyer advised. 

 

Always end meetings early.

 

“If your meeting is from noon to one o’clock, it is perfectly fine to finish it at 12:30. End it. Stop filling the meeting window with frivolous time-killers,” said Dyer. “You want to get the meeting in, get it done and get to producing.” 

 

Me Inc. 

 

Dyer speaks about the importance of “Me Inc.,” in which employees view themselves as a business unit. 

 

“You should view your own career and self as a business and develop your skills and services, reach and access, etc. When you view yourself as a business and become more expansive, you will provide your employer with better value,” underscored Dyer. “You also need to get a mentor. If you are not working with someone more talented and who you want to learn from, you are not going to get to where you want to be. Mentorship is paramount.” 

 

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About Chris Dyer

Chris Dyer is the founder and CEO of PeopleG2, where he manages 30 full-time remote employees and 3,000 contractors. PeopleG2 is routinely ranked one of the best places to work and has been listed as one of Inc.’s 5000 Fastest Growing Companies. Having made the transition to remote during the recession in 2009 with stunning success, Dyer is now a world-renowned expert on remote leadership and productive company culture. His commentary is featured regularly in leading media outlets such as Fast Company, Forbes, Inc., BBC, NBC and The Telegraph.

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