Challenges in Hybrid and Global Organisations: Career Progression of Remote Employees

In a recent podcast episode, Pilar spoke to both Tammy Bjelland and Theresa Sigillito Hollema about career progression of remote employees in hybrid organisations, and of virtual team members in global teams.

Here’s a short summary of both conversations, which you can find in full in episode 337 of the 21st Century Work Life podcast published on 5 October 2023. If you would like to read an extensive summary of that conversation, follow this link.

Remote Employees: Flexibility and Career Advancement

In the modern work landscape, flexibility stands as a cornerstone of employee satisfaction and organisational efficiency. As the dynamics of the workplace shift, there's a growing emphasis on creating training resources tailored for diverse setups. It's not just about making training available online or in person, but ensuring that the content is designed with remote work in mind. This approach requires a deep understanding of the audience, addressing gaps, and ensuring that training modules are crafted with the remote worker's unique experience at the forefront.

However, the journey doesn't end at training. The traditional career pathways, especially within larger organisations, often overlook the nuances of remote work. There's a pressing need to re-evaluate promotion processes, ensuring they're inclusive of remote workers. This involves highlighting successful flexible career paths, addressing misconceptions around productivity, and ensuring that remote contributions are recognised and valued.

career progression away from hq

Organisations continue to tap into talent pools that span continents. This approach, while broadening the talent base, introduces its own set of challenges. A study from the University of California spotlighted the biases often present at company headquarters, leading to added stress for employees working from diverse locations. Such biases can manifest in various ways, from skewed project allocations to unrealistic expectations that can lead to burnout.

The solution might lie in a more equitable distribution of high-profile projects across global locations, ensuring that no single hub becomes the de facto centre of power and opportunity. By actively seeking out talent, regardless of their location, and implementing mechanisms to recognise their contributions, companies can foster a more inclusive and equitable work environment.

In this era of remote work and global collaboration, it's imperative for organizations to adapt and evolve. By understanding the unique challenges faced by both remote and global employees and actively seeking solutions, companies can ensure a brighter, more inclusive future for all.

Many thanks to Tammy and Theresa for contributing to the 21st Century Work Life podcast, and making the world of work a better place!

Connect with Tammy Bjelland on LinkedIn, and subscribe to her newsletter. (And don’t forget to check out the course Grow Placeless!)

Follow Theresa Sigilito Hollema on LinkedIn, where she regularly posts “micro learnings” on the topic of virtual global teams. Also check out the resources on her website and her book Virtual Teams Across Cultures.