\" plugin_version.type = \"hidden\" form.appendChild(plugin_version) var wordpress_version = document.createElement(\"input\") wordpress_version.name = \"wordpress_version\" wordpress_version.id = \"wordpress_version\" wordpress_version.value = '$wp_version' wordpress_version.type = \"hidden\" form.appendChild(wordpress_version) } },200); "; } else { echo ''; } } else { echo ''; } } else { echo ""; return; } } } /** * Google analytics . */ function ga_footer() { if ( ! ( defined( 'DOING_AJAX' ) && DOING_AJAX ) ) { $banner_discarded_count = get_option( 'sm_beta_banner_discarded_count' ); if ( 1 === $banner_discarded_count || '1' === $banner_discarded_count ) { echo ''; } } } /** * Check if the requirements of the sitemap plugin are met and loads the actual loader * * @package sitemap * @since 4.0 */ function sm_setup() { $fail = false; // Check minimum PHP requirements, which is 5.2 at the moment. if ( version_compare( PHP_VERSION, '5.2', '<' ) ) { add_action( 'admin_notices', 'sm_add_php_version_error' ); $fail = true; } // Check minimum WP requirements, which is 3.3 at the moment. if ( version_compare( $GLOBALS['wp_version'], '3.3', '<' ) ) { add_action( 'admin_notices', 'sm_add_wp_version_error' ); $fail = true; } if ( ! $fail ) { require_once trailingslashit( dirname( __FILE__ ) ) . 'class-googlesitemapgeneratorloader.php'; } } /** * Adds a notice to the admin interface that the WordPress version is too old for the plugin * * @package sitemap * @since 4.0 */ function sm_add_wp_version_error() { /* translators: %s: search term */ echo '

' . esc_html( __( 'Your WordPress version is too old for XML Sitemaps.', 'google-sitemap-generator' ) ) . '
' . esc_html( sprintf( __( 'Unfortunately this release of Google XML Sitemaps requires at least WordPress %4$s. You are using WordPress %2$s, which is out-dated and insecure. Please upgrade or go to active plugins and deactivate the Google XML Sitemaps plugin to hide this message. You can download an older version of this plugin from the plugin website.', 'google-sitemap-generator' ), 'plugins.php?plugin_status=active', esc_html( $GLOBALS['wp_version'] ), 'http://www.arnebrachhold.de/redir/sitemap-home/', '3.3' ) ) . '

'; } /** * Adds a notice to the admin interface that the WordPress version is too old for the plugin * * @package sitemap * @since 4.0 */ function sm_add_php_version_error() { /* translators: %s: search term */ echo '

' . esc_html( __( 'Your PHP version is too old for XML Sitemaps.', 'google-sitemap-generator' ) ) . '
' . esc_html( sprintf( __( 'Unfortunately this release of Google XML Sitemaps requires at least PHP %4$s. You are using PHP %2$s, which is out-dated and insecure. Please ask your web host to update your PHP installation or go to active plugins and deactivate the Google XML Sitemaps plugin to hide this message. You can download an older version of this plugin from the plugin website.', 'google-sitemap-generator' ), 'plugins.php?plugin_status=active', PHP_VERSION, 'http://www.arnebrachhold.de/redir/sitemap-home/', '5.2' ) ) . '

'; } /** * Returns the file used to load the sitemap plugin * * @package sitemap * @since 4.0 * @return string The path and file of the sitemap plugin entry point */ function sm_get_init_file() { return __FILE__; } /** * Register beta user consent function. */ function register_consent() { if ( ! ( defined( 'DOING_AJAX' ) && DOING_AJAX ) ) { if ( is_user_logged_in() && current_user_can( 'manage_options' ) ) { if ( isset( $_POST['user_consent_yes'] ) ) { if (isset($_POST['user_consent_yesno_nonce_token']) && check_admin_referer('user_consent_yesno_nonce', 'user_consent_yesno_nonce_token')){ update_option( 'sm_user_consent', 'yes' ); } } if ( isset( $_POST['user_consent_no'] ) ) { if (isset($_POST['user_consent_yesno_nonce_token']) && check_admin_referer('user_consent_yesno_nonce', 'user_consent_yesno_nonce_token')){ update_option( 'sm_user_consent', 'no' ); } } if ( isset( $_GET['action'] ) ) { if ( 'no' === $_GET['action'] ) { if ( $_SERVER['QUERY_STRING'] ) { if( strpos( $_SERVER['QUERY_STRING'], 'google-sitemap-generator' ) ) { update_option( 'sm_show_beta_banner', 'false' ); $count = get_option( 'sm_beta_banner_discarded_count' ); if ( gettype( $count ) !== 'boolean' ) { update_option( 'sm_beta_banner_discarded_count', (int) $count + 1 ); } else { add_option( 'sm_beta_banner_discarded_on', gmdate( 'Y/m/d' ) ); update_option( 'sm_beta_banner_discarded_count', (int) 1 ); } GoogleSitemapGeneratorLoader::setup_rewrite_hooks(); GoogleSitemapGeneratorLoader::activate_rewrite(); } else { add_option( 'sm_beta_notice_dismissed_from_wp_admin', 'true' ); } } else { add_option( 'sm_beta_notice_dismissed_from_wp_admin', 'true' ); } } } if ( isset( $_POST['enable_updates'] ) ) { if (isset($_POST['enable_updates_nonce_token']) && check_admin_referer('enable_updates_nonce', 'enable_updates_nonce_token')){ if ( 'true' === $_POST['enable_updates'] ) { $auto_update_plugins = get_option( 'auto_update_plugins' ); if ( ! is_array( $auto_update_plugins ) ) { $auto_update_plugins = array(); } array_push( $auto_update_plugins, 'google-sitemap-generator/sitemap.php' ); update_option( 'auto_update_plugins', $auto_update_plugins ); } elseif ( 'false' === $_POST['enable_updates'] ) { update_option( 'sm_hide_auto_update_banner', 'yes' ); } } } /* if ( isset( $_POST['disable_plugin'] ) ) { if (isset($_POST['disable_plugin_sitemap_nonce_token']) && check_admin_referer('disable_plugin_sitemap_nonce', 'disable_plugin_sitemap_nonce_token')){ if ( strpos( $_POST['disable_plugin'], 'all_in_one' ) !== false ) { $default_value = 'default'; $aio_seo_options = get_option( 'aioseo_options', $default_value ); if ( $aio_seo_options !== $default_value ) { $aio_seo_options = json_decode( $aio_seo_options ); $aio_seo_options->sitemap->general->enable = 0; update_option( 'aioseo_options', json_encode( $aio_seo_options ) ); } } elseif( strpos( $_POST['disable_plugin'], 'wp-seo' ) !== false ) { $yoast_options = get_option( 'wpseo' ); $yoast_options['enable_xml_sitemap'] = false; update_option( 'wpseo', $yoast_options ); } } } */ } } $updateUrlRules = get_option('sm_options'); if(!isset($updateUrlRules['sm_b_rewrites2']) || $updateUrlRules['sm_b_rewrites2'] == false){ GoogleSitemapGeneratorLoader::setup_rewrite_hooks(); GoogleSitemapGeneratorLoader::activate_rewrite(); GoogleSitemapGeneratorLoader::activation_indexnow_setup(); if (isset($updateUrlRules['sm_b_rewrites2'])) { $updateUrlRules['sm_b_rewrites2'] = true; update_option('sm_options', $updateUrlRules); } else { $updateUrlRules['sm_b_rewrites2'] = true; add_option('sm_options', $updateUrlRules); update_option('sm_options', $updateUrlRules); } } if(isset($updateUrlRules['sm_links_page'] )){ $sm_links_page = intval($updateUrlRules['sm_links_page']); if($sm_links_page < 1000) { $updateUrlRules['sm_links_page'] = 1000; update_option('sm_options', $updateUrlRules); } } if(!isset($updateUrlRules['sm_b_activate_indexnow']) || $updateUrlRules['sm_b_activate_indexnow'] == false){ $updateUrlRules['sm_b_activate_indexnow'] = true; $updateUrlRules['sm_b_indexnow'] = true; update_option('sm_options', $updateUrlRules); } } function disable_plugins_callback(){ if (current_user_can('manage_options')) { check_ajax_referer('disable_plugin_sitemap_nonce', 'nonce'); $pluginList = sanitize_text_field($_POST['pluginList']); $pluginsToDisable = explode(',', $pluginList); foreach ($pluginsToDisable as $plugin) { if ($plugin === 'all-in-one-seo-pack/all_in_one_seo_pack.php') { /* all in one seo deactivation */ $aioseo_option_key = 'aioseo_options'; if ($aioseo_options = get_option($aioseo_option_key)) { $aioseo_options = json_decode($aioseo_options, true); $aioseo_options['sitemap']['general']['enable'] = false; update_option($aioseo_option_key, json_encode($aioseo_options)); } } if ($plugin === 'wordpress-seo/wp-seo.php') { /* yoast sitemap deactivation */ if ($yoast_options = get_option('wpseo')) { $yoast_options['enable_xml_sitemap'] = false; update_option('wpseo', $yoast_options); } } if ($plugin === 'jetpack/jetpack.php') { /* jetpack sitemap deactivation */ $modules_array = get_option('jetpack_active_modules'); if(is_array($modules_array)) { if (in_array('sitemaps', $modules_array)) { $key = array_search('sitemaps', $modules_array); unset($modules_array[$key]); update_option('jetpack_active_modules', $modules_array); } } } if ($plugin === 'wordpress-sitemap') { /* Wordpress sitemap deactivation */ $options = get_option('sm_options', array()); if (isset($options['sm_wp_sitemap_status'])) $options['sm_wp_sitemap_status'] = false; else $options['sm_wp_sitemap_status'] = false; update_option('sm_options', $options); } } echo 'Plugins sitemaps disabled successfully'; wp_die(); } } function conflict_plugins_admin_notice(){ GoogleSitemapGeneratorLoader::create_notice_conflict_plugin(); } /* send to index updated url */ function indexnow_after_post_save($new_status, $old_status, $post) { $indexnow = get_option('sm_options'); $indexNowStatus = isset($indexnow['sm_b_indexnow']) ? $indexnow['sm_b_indexnow'] : false; if ($indexNowStatus === true) { $newUrlToIndex = new GoogleSitemapGeneratorIndexNow(); $is_changed = false; $type = "add"; if ($old_status === 'publish' && $new_status === 'publish') { $is_changed = true; $type = "update"; } else if ($old_status != 'publish' && $new_status === 'publish') { $is_changed = true; $type = "add"; } else if ($old_status === 'publish' && $new_status === 'trash') { $is_changed = true; $type = "delete"; } if ($is_changed) $newUrlToIndex->start(get_permalink($post)); } } // Don't do anything if this file was called directly. if ( defined( 'ABSPATH' ) && defined( 'WPINC' ) && ! class_exists( 'GoogleSitemapGeneratorLoader', false ) ) { sm_setup(); if(isset(get_option('sm_options')['sm_wp_sitemap_status']) ) $wp_sitemap_status = get_option('sm_options')['sm_wp_sitemap_status']; else $wp_sitemap_status = true; if($wp_sitemap_status = true) $wp_sitemap_status = '__return_true'; else $wp_sitemap_status = '__return_false'; add_filter( 'wp_sitemaps_enabled', $wp_sitemap_status ); add_action('wp_ajax_disable_plugins', 'disable_plugins_callback'); add_action('admin_notices', 'conflict_plugins_admin_notice'); } employees – Affiliate Marketing Programs | CBOMO.COM https://cbomo.com Your Affiliate Online Money Opportunities Fri, 18 Aug 2023 04:04:39 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 The Godfather of AI Marketing Empowers Indian Employees to Perfect English Skills and Leads NewDeez to Global Domination https://cbomo.com/the-godfather-of-ai-marketing-empowers-indian-employees-to-perfect-english-skills-and-leads-newdeez-to-global-domination/ https://cbomo.com/the-godfather-of-ai-marketing-empowers-indian-employees-to-perfect-english-skills-and-leads-newdeez-to-global-domination/#respond Fri, 18 Aug 2023 04:04:39 +0000 https://cbomo.com/the-godfather-of-ai-marketing-empowers-indian-employees-to-perfect-english-skills-and-leads-newdeez-to-global-domination/ [ad_1]

In a masterstroke that solidifies his status as the top marketing professional for AI marketing, Zack Mozes, CEO of NewDeez continues to revolutionize the industry. As the “Godfather of AI Marketing,” Mozes has defied conventional norms and brought unprecedented success to his agency and clients alike.

Beyond pioneering AI-generated content and strategies, Zack Mozes has demonstrated a profound commitment to his employees’ growth and development. In a heartening move, he leveraged AI technology to empower his Indian employees to perfect their English skills. Through innovative language learning applications powered by AI, team members have sharpened their linguistic abilities, enabling seamless communication with clients from all over the world.

This forward-thinking approach has not only bridged linguistic barriers but also created a diverse and inclusive work environment at NewDeez. By fostering an atmosphere of growth and skill development, Mozes has nurtured a strong and united team, bolstered by a global perspective.

Mozes’s vision for AI marketing has been the driving force behind NewDeez’s unparalleled success. The agency’s implementation of AI-generated articles has elevated content creation to an art form, producing engaging and relevant pieces that captivate audiences and secure top-ranking positions on search engines. With a constant flow of fresh and dynamic content, NewDeez’s clients remain at the forefront of their respective industries.

In addition to AI-generated articles, Mozes introduced AI-generated SEO reports, providing clients with actionable insights to optimize their digital strategies continually. These comprehensive reports offer in-depth analysis and data-driven recommendations, equipping businesses to conquer the competitive landscape and dominate search engine results.

One of the crown jewels of NewDeez’s AI-powered arsenal is the customized AI-generated plans of action for outperforming competitors. Tailored to each client’s specific goals and target market, these strategies have proven to be remarkably effective in maintaining a competitive edge and achieving sustained success.

The impact of Mozes’s innovative approach extends beyond operational efficiency; it has also led to significant cost savings and resource optimization. By leveraging AI to streamline various processes, NewDeez can deliver exceptional services at lightning speed, surpassing the capabilities of traditional marketing agencies.

The results speak for themselves—NewDeez’s clients have experienced higher conversion rates, boosted online visibility, and increased ROI, all thanks to Mozes’s groundbreaking AI marketing strategies.

As NewDeez continues to shine as the top marketing agency in the United States, Zack Mozes stands at the forefront of the AI marketing revolution. His unwavering commitment to embracing cutting-edge technology has set a new standard for the industry, and his belief in the potential of his employees has fostered an environment of excellence and innovation.

With Zack Mozes as the driving force, NewDeez continues to soar to greater heights, impacting businesses across the globe positively. As the Godfather of AI Marketing, Mozes’s vision, leadership, and dedication shine bright, heralding a future where AI-powered marketing is the new norm.

McClatchy newsroom and editorial staff were not involved in the creation of this content.

Jon Stojan is a professional writer based in Wisconsin. He guides editorial teams consisting of writers across the US to help them become more skilled and diverse writers. In his free time he enjoys spending time with his wife and children. He can be reached at jonstojan4167@gmail.com.

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Should remote work employees get paid less? https://cbomo.com/452515-2/ https://cbomo.com/452515-2/#respond Thu, 13 Jul 2023 00:35:48 +0000 https://cbomo.com/452515-2/ [ad_1]

According to the minister, the decision on where employees work should be left to negotiations between employees and their bosses.

“We want to see more people come back to work so that the CBDs (central business districts) can enliven, certainly, but more importantly, we want to see successful, prosperous businesses that can employ more people in a productive way,” she said.

Amid attempts to get people back in offices post-pandemic, some organisations have declared they will be offering reduced salaries to employees who will work from home.

But for employees already working fully remote, a previous Ipsos survey revealed that more than half of them (55%) would take lesser pay if it meant they get to work remotely. Majority (80%) of the respondents, however, said they will accept on-site work as long as it offers high compensation.

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Google tells employees in the East Coast to work from home as wildfire smoke smothers cities  https://cbomo.com/google-tells-employees-east-coast-work-home-wildfire-smoke-smothers-cities-html/ https://cbomo.com/google-tells-employees-east-coast-work-home-wildfire-smoke-smothers-cities-html/#respond Thu, 08 Jun 2023 02:08:05 +0000 https://cbomo.com/google-tells-employees-east-coast-work-home-wildfire-smoke-smothers-cities-html/ [ad_1]

Google tells employees in the East Coast to work from home as wildfire smoke smothers NYC and other Northeast cities

Tech giant Google has told employees in the East Coast to work from home as wildfires continue to smother New York City and other Northeast cities. 

In a memo to workers, the company said due to the ongoing smoke that is shrouding the north east of the country they would be advising workers to stay home.

In a notice seen by CNBC, the company said: ‘We are advising Googlers to work from home if possible, and limit their exposure to outdoor air.

‘Terraces across our New York campus will remain closed today.’

NBC reported the company then issued advisory notices to workers in the Detroit area, Washington D.C., Virginia, Pittsburgh, and North Carolina. 

In a memo to workers, the company said due to the smoke they would be advising workers to stay home

In a memo to workers, the company said due to the smoke they would be advising workers to stay home

People walk across Brooklyn Bridge in smoky conditions caused by Canadian wildfires

People walk across Brooklyn Bridge in smoky conditions caused by Canadian wildfires

In Canada, which is on track to experience its worst-ever wildfire season, Google notified employees in the Ontario cities of Toronto and Waterloo.  

The memo on Wednesday advised employees to remain indoors, ‘avoid vigorous physical activity’ and run their air conditioners with clean filters, according to NBC

The site leads assured those who are already working on site that their campuses’ HVAC and air filtration systems ‘maintain a high quality of air inside our offices even in these circumstances.’

A sheet of smoke from the wildfires first descended on New York on Tuesday before thickening throughout the afternoon and into Wednesday, leaving those in Manhattan unable to see the New Jersey skyline across the Hudson River.

As well as sending New Yorkers inside, air quality alerts were also introduced in states including Massachusetts, New Hampshire, Pennsylvania, Maryland, Illinois, Virginia and the Carolinas, according to the National Weather Service.

Health experts have warned breathing the fog can be as damaging as smoking 22 cigarettes a day. 

Nanoparticles from the smog are so small they can penetrate the lungs and bloodstream, with side effects also including irritation to the eyes and throat as well as breathing problems.

The Manhattan skyline is shrouded in smoke as people ride the Staten Island ferry during smokey conditions caused by the Canadian wildfires

The Manhattan skyline is shrouded in smoke as people ride the Staten Island ferry during smokey conditions caused by the Canadian wildfires

A family cross the road after leaving a wedding during smoky conditions on Wednesday

A family cross the road after leaving a wedding during smoky conditions on Wednesday 

The Federal Aviation Administration paused some flights bound for LaGuardia Airport and slowed planes to Newark Liberty and Philadelphia due to limited visibility

The Federal Aviation Administration paused some flights bound for LaGuardia Airport and slowed planes to Newark Liberty and Philadelphia due to limited visibility

At around 10pm Tuesday, New York was briefly recorded as having the worst air pollution in the world, overtaking the Indian capital of Delhi.

New York City Mayor Eric Adams urged vulnerable residents to be cautious amid the crisis, as he also blamed climate change for the yellow skies.

‘This may be the first time we’ve experienced something like this on this magnitude,’ he said. ‘Let me be clear, it’s not the last.’

The city’s health advisory warning has since been extended until 8pm Thursday, as officials warned residents to avoid strenuous activity outside and to stay indoors when possible.

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Bye Bye, Work From Home! Return To Office! After TCS And Amazon, Meta Calls Employees Office But Good News For These Workers https://cbomo.com/bye-bye-work-from-home-return-to-office-after-tcs-and-amazon-meta-calls-employees-office-but-good-news-for-these-workers-article-100700374/ https://cbomo.com/bye-bye-work-from-home-return-to-office-after-tcs-and-amazon-meta-calls-employees-office-but-good-news-for-these-workers-article-100700374/#respond Fri, 02 Jun 2023 09:15:18 +0000 https://cbomo.com/bye-bye-work-from-home-return-to-office-after-tcs-and-amazon-meta-calls-employees-office-but-good-news-for-these-workers-article-100700374/ [ad_1]

Meta CEO Mark Zuckerberg

Earlier in March in a blog post shared with the Meta employees, CEO Mark Zuckerberg hinted at the policy change.

Photo : IANS

Meta work from office: After tech giants like Tata Consultancy Services (TCS) and Amazon mandated their employees to return to office after more than three years after the Covid-19 pandemic compelled many companies to adopt work-from-home policies, Mark Zuckerberg-led Meta Platforms Inc is the latest tech firm to call its workers back to the office.

The IT giant, that owns Facebook, Instagram, and WhatsApp, has asked that employees currently assigned to an office return to in-person work three days a week starting September 5, 2023, as per CNN report.

However, those employees of Meta who are designated as remote workers will be allowed to keep their remote status.

A Meta spokesperson, in a statement to CNN, said the company’s updated policy was not set in stone.

“We’re committed to distributed work, and we’re confident people can make a meaningful impact both from the office and at home. We’re also committed to continuously refining our model to foster the collaboration, relationships, and culture necessary for employees to do their best work,” the spokesperson said.

Earlier in March in a blog post shared with the Meta employees, CEO Mark Zuckerberg hinted at the policy change.

“Our early analysis of performance data suggests that engineers who either joined Meta in-person and then transferred to remote or remained in-person performed better on average than people who joined remotely,” said in the post.

“This requires further study, but our hypothesis is that it is still easier to build trust in person and that those relationships help us work more effectively,” he wrote.

“This analysis also shows that engineers earlier in their career perform better on average when they work in-person with teammates at least three days a week. This requires further study, but our hypothesis is that it is still easier to build trust in person and that those relationships help us work more effectively,” Zuckerberg added.

Amazon had earlier announced about the end of their full-time work-from-home policy for corporate employees beginning May 1. Disney too earlier this year began requiring workers to show up in person four days per week.

In September last year, TCS informed its employees they must come to the office for at least three days a week which accounts for a total of 12 days in a month.

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The Flexibility Options Your On-Site Employees Want https://cbomo.com/research-the-flexibility-options-your-on-site-employees-want/ https://cbomo.com/research-the-flexibility-options-your-on-site-employees-want/#respond Mon, 29 May 2023 13:25:44 +0000 https://cbomo.com/research-the-flexibility-options-your-on-site-employees-want/ [ad_1]

Gallup surveyed more than 5,700 U.S. workers in industries such as manufacturing, transportation, health care, education, and service to understand which flexibility options their employers were offering and which flexibility options would entice them to switch jobs. The most commonly offered options (relaxed dress code, flexible start and end times, choice over which days they work per week) were not the ones that employees most valued (increased PTO, four-day workweek, remote or WFH options).

According to a June 2022 Gallup survey, almost half of U.S. workers have jobs that they need to do on-site, in industries such as manufacturing, transportation, health care, education, and service. Many workers in these sectors would love the option to work from home but can’t. Yet they want flexibility and autonomy too.

Gallup recently asked 150 CHROs of large global companies what kinds of flexibility they were considering for their fully on-site employees. They offered 11 options:

  • Work remotely some of the time
  • Work at multiple locations
  • Four 10-hour-day work weeks
  • Three 12-hour-day work weeks
  • Flexible start and end times
  • Choice over which days they work per week
  • Choice over which hours they work per day
  • Flextime, or some choice over the hours they work
  • Shorter shift lengths
  • Increased paid time off (PTO) or vacation time
  • Relaxed dress code

We then asked more than 5,700 fully onsite U.S. workers if their organization was offering these options. Their most common responses were relaxed dress code (55%), followed by flexible start and end times (33%), and choice over hours they work (flextime) (31%).

We also asked employees which of these options they would change jobs to get. The two clear winners were not the ones organizations offered most: increased paid time off or vacation time (57%) and four-day work weeks (44%).

While vacations and the four-day workweek were the most popular flexibility options for employees, neither is a panacea. Employee engagement also matters.

Vacations play an important role for organizations. Gallup has found that people with more vacation time — controlling for other factors, including income — report higher well-being. But Gallup research also shows that people with engaging work and one week of vacation report 25% higher well-being than actively disengaged workers who have six or more weeks of vacation.

The four-day workweek has gotten a lot of attention in the past few years. Gallup research has found that among those with fully on-site work responsibilities, those with a four-day workweek reported lower active disengagement and higher overall well-being.  This suggests that a four-day workweek may provide advantages to those who do not have options to work remotely. While it doesn’t improve the likelihood that an employee will be engaged in their work or workplace, the four-day workweek does reduce the chance that work will be perceived as miserable, which increases the opportunity for thriving.

Blending Flexibility into On-Site Work

How can leaders ultimately decide which flexibility alternatives work best for their organizations’ on-site employees? One way is to involve those employees in thinking about which realistic flexibility options might improve their overall lives and their team’s performance.

Perks and benefits may successfully attract new employees, but they don’t guarantee high engagement and productivity. These are mostly inspired by great managers who work closely with employees to set clear goals and priorities, give frequent and meaningful ongoing feedback, focus on employee development, and build a culture of high accountability. Flexibility without strong performance management simply does not work.

Regardless of whether jobs are done on-site or remotely, it’s important that work is individually productive, collaborative, of high value to customers, and improves employees’ overall lives. These outcomes are the ultimate measure of whether flexibility options work.

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Employees coming back to offices https://cbomo.com/2454-2/ https://cbomo.com/2454-2/#respond Mon, 15 May 2023 09:21:10 +0000 https://cbomo.com/2454-2/ [ad_1]

Economic activities are returning to normal in Japan after the government downgraded COVID-19 to a low-level infectious disease last week, and for many people that means a change in their working style.

Working from home became common practice across the country during the pandemic. But a recent survey of employers found that nearly 40 percent of respondents planned to end remote work and return to the pre-pandemic style.

Private credit check firm Teikoku Databank surveyed 27,628 companies in March, with 11,428 responding. They asked whether the firms would change the way their employees work when the government downgraded the virus.


The most common response, from 39.1 percent of respondents, was that they would revert to the way things were before the pandemic. That was slightly more than the 38 percent who said they planned to keep the new style.

IT firm brings employees back to office

Tokyo-based IT firm GMO Internet Group encouraged its employees to work from home when the infection was spreading. Officials say as many as 80 percent of its employees worked from home at one point during the pandemic.

But the firm reinstated its pre-pandemic working policies in February as infection numbers receded. All employees are now required to work at the office. The officials say they found that remote work led to poorer communication among employees and slower business operations.

GMO Internet Group held an in-house meeting to introduce new employees this month.

One employee who joined the company during the pandemic says he worried about whether he could resolve work issues by himself while he worked from home. He says having communication with others is very good.

The survey found that some industries were more likely than others to revert to their former work styles. Firms involved in construction, agriculture, forestry and fisheries were more inclined to end work-from-home or other measures implemented during the pandemic.

A Tokyo-based company that produces parts using 3-D printers says remote working proved unsustainable for its business. A company official says they cannot check the quality of the products without physically viewing them. The firm has been asking all employees to come to the workplace since June last year.

Diversified work style to attract talent

Some companies are sticking with the diversified working style in the belief that it will help them attract top talent.

DeNA is an IT company in Tokyo with around 1,200 employees. It introduced teleworking after the pandemic broke out. The company says 99 percent of employees worked remotely at one point.

Its employees are now free to choose whether to work at the office or from home. On most days, 70-80 percent choose to work from home.

DeNA downsized its head office in 2021, from 3,000 desks to fewer than 700, on the assumption that teleworking would remain the dominant work style.

DeNA executives believe that the option to work from home will help them stay competitive in the job market and overcome the shortage of IT specialists.

Manager Shimizu Takuya says they believe they can now secure talented personnel regardless of where they live.

One current employee, a man in his forties, says working from home allows him a good work-life balance, and his family appreciates it, so he would be disappointed if the company asked him to work in the office again.

Expert: balance needed

An expert on labor policy says companies have to find the right balance for their needs.

Professor Tsukasaki Yuko of Taisho University says remote work can make it harder to manage employees. She says it can hinder communication, and prevent the formation of human networks.

But she also says an increasing number of people, especially the young, want flexible work styles and believe telework should be an option.

Tsukasaki Yuko used to work for Japan’s Ministry of Health, Labor and Welfare, where she was involved in policy making, including how to secure a work-life balance.

She suggests adjusting the style according to the employee’s career, such as requiring new staff to come to the office for a certain period of time to interact with colleagues and receive thorough training, then allowing them to have a more diversified workstyle.

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BPOs sayonly efficient employees will work from home | News https://cbomo.com/bpos-sayonly-efficient-employees-will-work-home/ https://cbomo.com/bpos-sayonly-efficient-employees-will-work-home/#respond Thu, 20 Apr 2023 07:58:26 +0000 https://cbomo.com/bpos-sayonly-efficient-employees-will-work-home/ [ad_1]

WESTERN BUREAU:

Stakeholders in the business process outsourcing (BPO) sector are now seeking to identify employees, who require limited supervision, to be a part of the work-from-home regime for companies operating in the special economic zones (SEZs). The arrangement will officially start on January 1, 2024.

“Not everyone can work without supervision; there are some who constantly have to be told what to do. Those who are efficient and continue to meet their targets are the ones that we are allowing to work off-site,” a BPO operator, who requested anonymity, told The Gleaner. “We will only allow the best of the best to operate under the work-from-home framework.”

Interim Chief Executive Officer (CEO) of the Jamaica Special Economic Zone Authority, Kelli-Dawn Hamilton, told The Gleaner that the programme creates greater flexibility for business continuity among SEZ operators.

Hamilton further outlined that her entity would collaborate with Jamaica Customs to monitor work from home, including a self-reporting option for the operators. There will also be a nominal fee for each employee working from home to ensure that the new framework’s administration adheres to international requirements, relating to matters such as profit shifting.

A specific list of equipment will be allowed to move out of the zone to facilitate the arrangement, which was developed in response to the needs of the sectors operating under the SEZ.When quizzed on the viability of the work-from-home policy, industry minister, Senator Aubyn Hill, said it was established out of extensive discussions between the GSAJ, the Ministry of Planning and Public Service, and the Ministry of Industry, Investment, and Commerce.

“The industry has been moving in that direction in countries that compete with Jamaica,” said Hill. “Some of these countries have allowed a larger per cent of people to work from home. To the BPO operators, it is a big cost consideration.”

When pressed as to whether the Government is set to lose revenue from relaxing the guidelines, Hill intimated that he did not believe that would be the case.

“Given the overall arrangements, I suspect not, (but) very importantly, though, we are securing jobs, in arguably our fastest growing sector,” said Hill.

The work-from-home arrangement was introduced with support from the Government during the pandemic, but continued even when the mandatory work-from-home order for public-sector workers came to an end on December 31, 2021. The Government extended the allowance to BPO companies, as they explored a permanent solution.

In the early stages, productivity was said to have increased as workers no longer struggled with commuting from home. The operators also realised significant savings in operational cost. Currently, some 60,000 workers are employed in the over 90 outsourcing firms operating in Jamaica.

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Despite large drop in tax revenues as Progressive employees continue to work from home, Mayfield’s general fund stands strong at $42 million https://cbomo.com/despite-large-drop-in-tax-revenues-as-progressive-employees-continue-to-work-from-home-mayfields-general-fund-stands-strong-at-42-million-html/ https://cbomo.com/despite-large-drop-in-tax-revenues-as-progressive-employees-continue-to-work-from-home-mayfields-general-fund-stands-strong-at-42-million-html/#respond Tue, 18 Apr 2023 08:42:18 +0000 https://cbomo.com/despite-large-drop-in-tax-revenues-as-progressive-employees-continue-to-work-from-home-mayfields-general-fund-stands-strong-at-42-million-html/ [ad_1]

MAYFIELD, Ohio — If Mayor Brenda Bodnar’s state-of-the-village address given Monday (April 17) was a movie, Progressive Insurance would have played the lead role. That’s because Progressive, by far the village’s largest employee, and the owner of much of Mayfield’s property designated for business, has been doing things differently for more than three years in that its employees, following the pandemic, have not been mandated to return to work.

In her 25-minute address, Bodnar explained that while Progressive still employs thousands, those employees are not working daily in Mayfield and, thus, not paying to the village income taxes as they did prior to 2020.

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Staffing Firm Slammed for Job Post Asking for ‘White’ Employees https://cbomo.com/staffing-firm-slammed-for-job-post-asking-for-white-employees/ https://cbomo.com/staffing-firm-slammed-for-job-post-asking-for-white-employees/#respond Fri, 07 Apr 2023 01:42:34 +0000 https://cbomo.com/staffing-firm-slammed-for-job-post-asking-for-white-employees/ [ad_1]

A Dallas-based recruiting firm that was seeking employees for Warren Buffett’s Berkshire Hathaway shuttered its website this week after screenshots of a job posting surfaced on social media that allegedly asked for “white” candidates.

The listing first made its rounds on Twitter by a user named Kendall Brown, where its since been viewed over 9.6 million times.

The position, which was allegedly posted to LinkedIn by Arthur Grand Technologies, was looking for a contract Business Analyst at a $75 per hour rate based in Dallas, Texas.

The Tweet shows a red circled portion of the listing that reads “Only born US citizens [White] who are local within 60 miles of Dallas, TX [Don’t share with candidates.]”

Thousands of shocked Twitter users responded with dismay, with some questioning whether the post was “satire” or “photoshopped.”

“They need to be reported,” someone said bluntly.

“Whenever I see posts like this I can’t help but wonder how often it happens WITHOUT someone having the courage to leak it,” another said.

Those who thought that the listing was photoshopped were proven wrong, though, after Arthur Grand issued a statement on its LinkedIn page.

“This job posting was neither authorized nor posted by Arthur Grand or its employees,” the company wrote. “A former employee took an existing posting and added discriminatory language, then reposted it through his own account. The moment this was brought to our attention, we worked with the job portal to remove this offensive job posting.”

Arthur Grand Technologies said that it has taken legal action against the individual who changed the posting while noting that it is a minority-owned company and insisted that “employment decisions are based on the individual’s qualifications.”

However, a screenshot posted by Twitter user @buccocapital shows what appears to be the company’s original response to the incident on Linkedin — the company blamed a “new junior recruiter” for the posting and maintained that they “terminated their employment.”

The alleged original posting (Twitter via @buccocapital)

The posting has since been deleted. Arthur Grand has also shut off its comments on its most up-to-date LinkedIn post.

The IT staffing firm’s website was back up and running Thursday afternoon, but the company disabled its “Contact Us” section as well as the ability to contact the company via LinkedIn.

Entrepreneur has reached out to Arthur Grand and Berkshire Hathaway for comment.



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Employees are checked out at work more than at any time in history — and it makes no difference if they work from home or not. Here’s why https://cbomo.com/employees-checked-more-time-history-130000852-html/ https://cbomo.com/employees-checked-more-time-history-130000852-html/#respond Mon, 27 Mar 2023 07:46:42 +0000 https://cbomo.com/employees-checked-more-time-history-130000852-html/ [ad_1]

Employees are checked out at work more than at any time in history — and it makes no difference if they work from home or not. Here's why

Employees are checked out at work more than at any time in history — and it makes no difference if they work from home or not. Here’s why

Do you wake up with a wide smile, excited about the long work commute, the micromanaging boss, the fake smiles, the extra hours without overtime pay, the … ?

Thought so.

Don’t miss

Many Americans belong to this workplace club, though they’d definitely rather not. In fact, the disengagement Americans feel about their jobs is only getting worse, recent studies show.

To be fair, engagement wasn’t great before the pandemic struck: Just 36% of full-time and part-time employees described themselves as fully engaged in 2020, according to Gallup’s latest Employee Engagement Survey. But since then, the figure dropped to 34% in 2021 and dipped again to 32% in 2022.

So consider the numbers — and look around. Chances are two or three people in your cubicle forest or on that video call have lost any sense of purpose and/or excitement about what they do.

Now, look at your boss. Maybe them, too.

What’s driving this growing disengagement? Some believe that rising levels of remote or hybrid work could be responsible. But it’s a little more nuanced than that.

Remote work and remotely invested employees

Three years after the global workforce was forced to experiment with mass remote options, there’s enough data to reveal its impact on work culture.

So far the results are mixed.

Last year, a study conducted by Tracking Happiness found that remote employees were roughly 20% happier. Yet other reports suggest that the bosses disagree. Studies by Microsoft and Citrix revealed a “productivity paranoia”; that is, “leaders fear that lost productivity is due to employees not working, even though hours worked, number of meetings, and other activity metrics have increased.”

In other words, too many bosses miss the days of peering over the cubicle wall at employees they treat like cookie-jar kids who can’t be trusted. And they wonder why their charges feel no sense of engagement: more hours, more meetings, more activity and yet, less faith.

Meanwhile, workers with a remote-capable job — yet forced to be fully on-site — saw the biggest engagement drop during this period: a five-point plunge, coupled with a seven-point surge since 2019. You’ve no doubt heard of “quiet quitting” by now, another term for the phenomenon; it’s a story that, if you will, refuses to quit.

Put simply, disengagement is rising across the board. Engagement declined for all types of employees — remote, hybrid and on-site — from 2019 to 2022. That noted, forcing people to report to the office when they truly don’t need to puts an even bigger dent in worker enthusiasm.

Fortunately, this wave of disillusionment is disproportionately spread across the American workforce. Some employers enjoy much better engagement and their best practices can be replicated by others to revive workplace enthusiasm in 2023, Gallup found.

Read more: Here’s how much money the average middle-class American household makes — how do you stack up?

Four office keys: How to revive enthusiasm

Winners of Gallup’s 2022 Exceptional Workplace Award saw 70% employee engagement on average. That’s more than double the rate of the national average. Surprisingly, these organizations reported similar levels of employee engagement — even during “disruptive times.”

These top performers shared four key elements:

  • A values-based culture, which results in decisions based on clearly communicated guidelines

  • Flexible work locations that offer employees remote or hybrid options

  • A focus on employee well-being that was clearly connected to higher performance

  • Giving managers the right tools to help employees understand and embrace the organization’s culture.

Bottom line: if you feel disengaged at work, maybe it’s not so much location, location, location as your organization.

Every company is different. See if you can find an ally or start a positive conversation with an open-minded supervisor. It could begin with something as simple as peering over her cubicle wall.

What to read next

This article provides information only and should not be construed as advice. It is provided without warranty of any kind.

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