Teams | Collaboration | Customer Service | Project Management

The US healthcare industry processes over 5 billion claims annually, and one in five contains errors. These aren't just statistics — they represent real money hospitals lose and patients who receive confusing bills for thousands of dollars. When my colleague from Philadelphia spent a month sorting out a bill for a routine surgery, I realized medical billing technologies can't stay the way they've been for decades. The industry now stands at the threshold of serious change.

Remote work has tipped from perk to norm. Upwork projects that by 2025 36.2 million Americans—almost double 2019 levels—will work outside a company office. Distance isn’t the hurdle; choosing the right apps is. We compared adoption numbers, async features, integration depth, and security to surface nine communication tools, grouped by the job each one does best. Scan the list to plug the exact gaps in your stack—no doom-scrolling required.

Learn how to set Core Hours that boost collaboration and protect focus time. Get expert tips and data-driven insights.

Employee offboarding often moves faster than access removal. Accounts stay active longer than they should, licenses remain assigned, and shared tools keep former employees listed as active users. Each delay increases the risk of unauthorized access and leaves IT teams cleaning up issues that could have been avoided with a clear, automated revocation process. Asset revocation refers to the removal of access to company-owned resources when an employee leaves.

As flexible work becomes more common, many professionals find themselves thinking about asking to work from home. While remote work is no longer a radical idea, the way you raise the topic still matters. A thoughtful request can strengthen trust and demonstrate maturity, while a poorly framed one can create doubt about your commitment or reliability. This article explains how to approach the conversation in a way that feels professional, well-prepared, and aligned with your employer’s goals.

Build a fair, structured hybrid policy with real data. See how to decide who works where, set office frequency, and track results. Download our Hybrid Work Po.

In the evolving landscape of project management tools, teams often find themselves at a crossroads: choosing between the simplicity of Trello's digital sticky notes and the orchestrated work management offered by Asana. This guide aims to provide a comprehensive comparison, helping SMBs, growing teams, and technical leaders make an informed decision.

Workplace productivity is often treated as an individual responsibility. We tend to believe that a team’s output depends on how motivated, focused, and “energized” each employee shows up to work on a given day. In this view, productivity is something people bring with them. But what if productivity is not primarily an individual trait? What if it is shaped by the environment employees work in, rather than by personal effort alone?

HR decisions made on instinct are expensive. A wrong hire strains budgets. Poor workforce planning leads to burnout. Ignoring early signs of disengagement quietly fuels attrition. This is why modern HR teams are turning to employee analytics to replace guesswork with data-backed clarity. By analyzing workforce trends across hiring, performance, productivity, engagement, and absenteeism, you can anticipate problems before they escalate and build a workforce that’s both resilient and high-performing.

In this blog article, hear from Adam Higa, Growth PM at Asana. I’m a Growth PM at Asana, and yes — I use Asana to build features for Asana. Very meta, I know. But being both a user and builder gives me a unique perspective on what works. I’ve developed a system with Asana that keeps me focused on outcomes, not just shipping features. Given it’s January, I wanted to share three tips for how I approach roadmapping and OKR planning in Asana.