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unremot is accepting job applications from community managers. Read through the job description below and if this sounds like you, send your resume to amisha.sachwani@unremot.com along with current/last CTC details (if applicable)

Community Manager Job Description

• You love talking about products, listening to customer pain points.
• You are great at giving product demos.
• You have the soul of a salesperson but you only advocate for a product you believe. 
• Customers remember your name when they think of the product.
• You are deeply invested in getting people to sign up and adopt the product.
• You are at the forefront when it comes to advocating the product through any medium.
• Your efforts reflect brightly when measuring the KPI.

Experience & Qualification Required

• Bachelor in any degree or equivalent with 0 to 5 years of experience.
• Excellent communication skills required.
• Someone who is passionate and go-getter.
• Should be able to work remotely and independently.

About the company: unremot is a personal office for independent professionals – works like a publicly accessible meeting room for independent professionals who are constantly into meetings (CAs, lawyers, freelancers). Being built on a community interface, on unremot one can discover, request, pay, schedule, and conduct meetings – all of it in one place!

With unremot personal office, its users have

• a dedicated personal office (eg. unremot.com/@sr)
• where anyone can access free slots on their calendars
• request & schedule meetings (like Calendly)
• collect & settle payments automatically
• and conduct meetings – all of it in one place!

About the team: Currently, unremot is a team of 6 based in Toronto and Bangalore. unremot is the team’s second startup; the last one being sold to lastminute.com  (the largest OTA in Europe). All six of them share a love for humor and are super excited about having new team members who are champions of sad jokes!

Good to know: unremot is funded by some of the best investors – Techstars, Inflection Point Ventures, DF Angels, and ah! Ventures.

HR Manager at unremot.com

Unremot (unremot.com) is accepting job applications from HR Managers.

Read through the job description below and if this sounds like you, send us your resume.

• Source qualified candidates, screen and schedule interviews
• Participate in evaluating and conducting interviews
• Onboarding of new hires, orientation
• Oversee payroll and appraisals 
• Nurture bonding and team building
• Manage HR compliances

Apply on Linkedin or send us your resume at hello@unremot.com

About the product: unremot is a personal office for independent professionals – works like a publicly accessible meeting room for independent professionals who are constantly into meetings (CAs, lawyers, freelancers). Being built on a community interface, on unremot one can discover, request, pay, schedule, and conduct meetings – all of it in one place!

With unremot personal office, its users have,

• a dedicated personal office (eg. unremot.com/@sr)
• where anyone can access free slots on their calendars
• request & schedule meetings (like Calendly)
• collect & settle payments automatically
• and conduct meetings – all of it in one place!

About the team: Currently, unremot is a team of 6 based in Toronto and Bangalore. unremot is the team’s second startup; the last one being sold to lastminute.com (the largest OTA in Europe). All six of them share a love for humor and are super excited about having new team members who are champions of sad jokes!

Good to know: unremot is funded by some of the best investors – Techstars, Inflection Point Ventures, LetsVenture and ah! Ventures.

Here’s an essential guide for recruitment firms on the various team building activities for diverse teams that is remote ride high on productivity and success. Keep reading for more.

With companies going 100% remote and with remote hiring on the rise, modern organizations recognize that to be leaders in their industry, they need a workforce that represents the society in which it exists.

Therefore, investments in the proper recruitment tools like that of CRM software, Applicant Tracking System, assessment tools, etc., are needed. This is why most companies are putting their best efforts into recruiting a more diverse remote workforce.

However, it’s the experience created for employees that will ultimately drive success. So, to keep employees from all backgrounds engaged in a remote work setting, all while leveraging their skill sets and sharing their ideas, team building is essential.

The individual members should respect each other and their differences and share common goals and expectations. This is where the concept of team building comes into play that creates stronger bonds among such members of a diverse group.

Team building can include any daily interaction that employees engage in when working together to carry out necessary jobs. This form of team building is natural and can be assisted if the group takes the time to develop a set of team norms. Such norms help team members know how to interact with each other appropriately and the rest of the organization.

Team building can also involve structured activities and exercises led by team leaders or with proper budget and goals; managers can use external sources. External facilitation by an experienced person can give your team-building efforts a much-needed boost.

Also Read: Depth of knowledge | A priceless list of tips to succeed

4 Main Benefits Of Team Building Activities

Below is a summary of how team building activities help,

1. It Induces Creativity

To run a successful business based on ingenuity and innovation, you need to recruit different sets of people with diverse perspectives and expertise to “cross-pollinate” the organisation with original, fresh and unconventional approaches.

Out-of-the-ordinary team building tasks permit employees to use their ingenuity to come up with creative solutions. In addition, they send the message that creativity in the workplace and bouncing ideas off each other are always welcome.

2. There’s Positive Reinforcement

Team building can also be used to recognize employees by highlighting the performance of specific employees or fresh recruits and the behaviors that have led to the recipient receiving the recognition.

By combining employee recognition into team building, companies can send a strong signal to every attendee about their company values and what that means to the organization’s success.

3. Improved Communication & Collaboration

Perhaps the key benefit of an adequately planned team building activity is improved interaction among employees. Certain enjoyable and fun activities allow employees to get to know each other better and create a strong understanding.

All of that, while breaking down walls of suspicion by encouraging them to focus on what they share in common. Team building activities surely can be a powerful way to develop the following,

1. Collaboration
2. Improved motivation
3. Trust
4. Strength and weaknesses

If such activities are planned correctly, they can indeed make a genuine impact, rather than just providing just ‘a nice day out of the office’.

4. Enables Cross-Departmental Amalgamation 

Team building activities also bring people from several departments together. This usually gives employees a chance to interact with people they wouldn’t typically interact within an in-office setting. When employees from various departments collude and cooperate, it can be the origin of fresh ideas and topics that previously wouldn’t have been possible.

Also Read: Remote work habits | A comprehensive guide

5 Activities To Promote Remote Team Building

Here is a list of top 5 activities that can promote team building,

1. Winner/Loser

Objective: It lets people look at things from a positive outlook and turn it into a practical experience of knowledge.

Time: About 10 minutes

How To Play The Game?

Winner/loser is an excellent ice breaker game. Separate employees into groups of two. After this, one of the team members will be required to share a negative life experience with their partner. Now, the other team member retells the same story but only highlighting the positive aspects of the experience. Team partners should switch roles after talking about each issue. This entire game can be conducted online via a zoom call.

Result: By the end of the game, each member will have found the silver lining to their life experiences that they probably did not wish to relive. This will teach them to view the hardships of life (both professional and personal) from a positive perspective and learn from it.

2. Story Time

Objective: To build trust and collaboration among team members. The nature of the game also focuses on developing communication and active listening.

Time: 20-30 minutes

How To Play The Game?

Every week you can ask employees of your company to choose two employees and ask them to share their life stories with the rest of the team in the form of an interactive PowerPoint presentation. This is an extensive remote team building activity that most remote teams nowadays engage in.

Result: This helps in fostering trust and a sense of belonging among your employees.

3. Memory Wall

Objective: A remote activity that establishes and relives the team’s shared set of memories. Teams sketch their shared memories with members of their team and place them on a virtual wall. The wall remains up throughout the event, working as a focal spot of the team’s intimacy.

Time: 45-90 minutes

How To Play The Game?

1. Ask each of your participants to come and sit in front of the video call with a sheet of paper, markers, and tape.
2. Ask each of them to survey the zoom call room. Take about 15 minutes to jot down positive memories of shared experiences while working together.
3. Once participants have a few memories listed, ask them to draw a few of these memories on fresh paper sheets. The drawings can be anywhere from too real to completely abstract renditions of the shared memory. Give them up to 30 minutes to finish this.
4. Once the time is up, ask participants to put it up so that everyone in the call can see it.
5. Ask for volunteers to approach the picture and expand on the memories they just taped on the sheet with the entire group.

Result: A visual “memory wall” creates a welcoming environment and reaffirms the positive relationships between team members. It renders each memory – individually or in groups – as a drawing adds much-needed fun and camaraderie to the whole exercise.

4. Start Virtual Hobby Clubs

Hobby clubs are a fantastic way to bring together all like-minded people. The organization can provide financial assistance to such virtual clubs and encourage people to spend a few hours a week on hobbies they genuinely care about.

Remote book clubs, photography clubs, cooking classes, online painting classes, etc., are a few such examples. Such activities give employees a chance to engage in conversations which doesn’t involve work.

5. Two Truths & A Lie

This exciting team building activity needs every team member to write down two truths and a lie about themselves on paper and not disclose it to anybody. Instead, show this to everyone on the call.

Allow team members to have 15-minutes to question each other about their truths and lies, trying to guess which is correct. After the questioning is over, vote as a group on each member’s truths and lie.

Points are granted for guessing correctly and how amazing you are in hiding your lies. This encourages better interaction and communication and helps to get to know your co-workers better.

Also Read: How to prioritize task | Everything you must know

How important is team building in a diverse team?

In a word, yes, very important! Just like diversity is essential as almost all of the people we interact with daily, in our homes, schools, workplaces, and community, reflect this mix. We can learn from one another and expand our understanding of others in a way that mitigates some of the hidden stereotypes and personal biases we hold about people and groups who are different from us.

As people from diverse backgrounds and cultures are included in our teams, we can value new thoughts and adopt new ideas and experiences. And let’s not forget how we all feel when we are welcomed and feel that we belong in a place.

The principal reason why workplace diversity is essential for success is that companies are becoming more global each passing day. Whether you run a mom-and-pop restaurant, a 10-employee coffee shop, or a 100-employee call center, diversity and team building will help you get ahead!

Here is a short take listing 4 great ways to build a great marketing team that is seamlessly integrated into your organization. Read on!

Orchestrating an effective marketing team is challenging for lots of reasons, with one of the biggest sticking points being its successful integration as part of the broader organization’s structure.

There are some strategies that can make this easier, so here is a look at how you can put together a collective of marketing superstars without making them feel isolated from the main bulk of your workforce.

Also Read: Voice echoing | A complete guide

1. Ensuring interdepartmental collaboration early on

The reason that marketing can feel disconnected from the other arms of your business is that those working within this sphere may not have much opportunity to interact with their colleagues, let alone to work alongside them.

This is where actively encouraging collaboration between teams in different departments as soon as possible can be helpful. As well as enabling you to surmount a variety of problems more efficiently by bringing employees with different skills and specialisms around the same table, you will also be allowing social relationships to develop.

This in turn will mean that marketers will be integrated with the organization through their human connections as much as through their working roles. Most of the phenomenal outcomes as an organization are evolved when teams across the spectrum collaborate cohesively towards a larger outcome.

Also Read: Synchronus & asynchronus communication | A complete guide

2. Using a marketing work management platform

When it comes to managing marketing work, it is all too possible for team members to end up using a cavalcade of different software platforms, which can, in turn, make their work more fragmented not only from other parts of the organization but even from other members of the marketing team itself.

It is better to migrate to a platform that is specifically built to manage marketing work in an overarching and unified way, pulling together the various strands of your current setup and allowing you to control them comprehensively and cohesively.

In particular, this can assist with tracking the performance of campaigns and provide marketers with the data they need to make suggestions for changes which can then be executed by other departments.

Also Read: Virtual water cooler | A how-to guide for everyone

3. Avoiding overcomplicated approaches

Another cardinal sin of building a marketing team is attempting to walk before you can run, and in doing so spreading yourself too thin with attempts to maximize your brand’s impact and reach on as many platforms as possible.

This can create stresses and strains within the marketing team itself, as well as elsewhere in the company, so it is better to be more focused on your efforts early on. Choose a simple set of marketing goals that are achievable with the resources you have to hand, and then raise the bar as you make progress.

In nutshell, selecting a fewer bunch of, highly correlated initiatives as goals to be achieved than running thin with a larger number of uncorrelated ones. This also means creating a long term plan around executing the marketing goals than just the short terms ones which are tactical in nature.

Also Read: Deep work summary | An ultimate read for best results

4. Evolving with trends

Lastly, your marketing team needs to be attuned to the need to understand and unpick what your target audience wants on an ongoing basis, rather than seeing this as a one-and-done piece of research.

Treating this as a never-ending process of learning, rather than seeing your customers as a fixed, static group, will empower marketers and also enable them to pass on relevant insights to other departments, as well as appreciating the hurdles their colleagues have to vault to stay motivated.

Running a digital marketing business is exciting but often challenging. You probably have enough knowledge on how to offer your services to clients, but you may run into issues when forming a company culture or through research and development. Let’s look at these 6 mistakes digital marketing businesses make that are avoidable and could save you thousands.

Mistake One: Not Signing a Contract

You must always sign a contract when you’re conducting business. Contracts provide a description of your responsibilities to the client, which means you avoid confusion, but more importantly, it binds parties to their duties. If a business client decides to leave in the middle of the project time frame, a lawyer-approved social media contract template from Bonsai will provide recourse if the professional relationship falters. Contracts can also ensure you receive payment.

Also Read: Hire Social Media Manager | Everything you must know

Mistake Two: Neglecting Company Culture

A digital business may not spend as much time on creating a company culture, but they absolutely should. Your remote employees are still people who have future career goals and specific needs that must be addressed before they move on to another opportunity. 

Almost 50% of employees will quit within the first year if they notice the business they are working for has a low company culture. Productivity and happiness are lower in places with weak company culture, as well, as employees are 12% more productive when they’re happy.

Employers can use these tips to help build a positive corporate and company culture,

• Emphasize your employees’ well-being by creating tools and resources they can access if they’re feeling unwell physically, mentally, or emotionally.
• Grow the current culture instead of scraping everything. Too much change can make your employees feel uncomfortable or lost.
• Provide meaning by creating mission statements and core values.
• Encourage positivity by expressing gratitude to your employees.
• Create tangible goals for each individual employee and team project.

Ensure your employees are speaking to one another and listening in for feedback. Empowering everyone in your company will take effort, but it will significantly benefit your business.

Also Read: Culture index survey | A comprehensive guide

Mistake Three: Taking On Too Much Work

At the start of your marketing business, you may take too much work all at once. You’re doing this to expand your company as quickly as possible, but this often leads to burnout and disappointed clients. If someone else can do 80% of what you can do, delegate it. As the owner, you have a vision you want to accomplish, and that can’t happen if you’re drowning in work.

Mistake Four: Not Knowing Your Limits

There are plenty of things you can learn on the job, but that can take days, weeks, or months depending on the task. If you’re positive you can’t do something, accept it and pass the work off to someone else. Hire another employee that can take on that aspect of the job or ask someone in-house. There are people in your company right now that can wear different hats.

Mistake Five: Ignoring the Data

Every business has to look at the data, whether it’s brand awareness from social media or the amount of money you’re making. One is more interesting than the other, but all of your records need to be viewed regularly to understand what is going right or wrong in your company. Be sure to track the following metrics,

• Overall Website Traffic
• Traffic by Source
• New Visitors vs. Returning Visitors
• Sessions
• Average Session Duration
• Page Views
• Exit Rate
• Bounce Rate
• Conversions Rate

For social media specifically, you may also want to look at impressions, social reach, social engagement, email open rate, click-through rate, and overall ROI. 

Also Read: Hire Data Analyst | A comprehensive guide for beginners

Mistake Six: Keeping Bad Clients

Avoid bad clients like the plague because they’ll just cause you and your team a massive headache. Even if they’re high paying, it’s still against your best interests to curtail a bully client or keep on a paying customer who doesn’t believe you provide value. Speak to each client beforehand to understand their personality, how they handle criticism, and their overall attitude.