“Simply put, asynchronous communication is when you send a message without expecting an immediate response. For example, you send an email. I open and respond to the email several hours later. In contrast, synchronous communication is when you send a message and the recipient processes the information and responds immediately.”
In this interactive discussion, Darren and Lars discuss aspects of remote work explored in Redefining HR including the shift to remote work including hybrid, fully distributed, best practices, and more.
I highly recommend this interview with Darren Murph, Director of Remote for Gitlab. He offers a completely new perspective on what is needed to excel with remote and distributed teams. From process overhaul, to on-boarding, to async communications, and more. I promise it will be an hour well spent.
“Of course, there’s satisfaction in finishing a jigsaw puzzle, but you’re rarely, if ever, surprised by the outcome. Everybody’s already seen the picture on the box. But what if designing workplace was less like solving the jigsaw puzzle and more like designing the game itself?” The author goes on to describe a fascinating study around following the use of various kinds of space over the life of a project.
Eighty-two percent of managers and employees say it’s important for the organization to have a purpose, 72% say it should receive more weight than profit, 62% say their company has a stated purpose but less than half say it drives impact. The article offers some solid advice for how organizations can close their purpose gap. In a paragraph about being genuine, the author points to Aetna’s mantra: “No margin, no mission” and Pixar director Brad Bird’s take: [M]oney is just fuel for the rocket. What I really want to do is go somewhere.”
When we can return to the office and resume other in-person activities, creating places for people to spend time together and rebuild community — not just in the workplace, but in every aspect of our daily lives — will be more important than ever.
Gensler’s U.S. Workplace Survey (Summer/Fall 2020) is, as always, worth a full read, but the three big takeaways for me were:
– A hybrid-remote model offers significantly better outcomes than either all-remote or full-time in-office for: creativity, relationships with colleagues, the ability to manage, problem-solving, team productivity, and communications
– People want a whole lot more privacy at work. 47% say they want a private work environment compared to 29% who say they have one.
– Employees are more positive and/or effective across 11 out of 12 key factors and activities (e.g. focus, learning, thermal comfort, noise, privacy, etc.), The only activity that is clearly better supported at the office is socializing.
Is the reason so many people want to work from home that their work environments are ineffective?
Take the guesswork out of safe office space planning
Plan safer spaces intelligently and adjust instantly.With the Space-Right™ smart office space planning tool from iOFFICE, you’ll get intelligent recommendations to automate workplace changes so you can keep employees safely distanced and avoid wasted space.
A study just out from the University of Sydney confirms what many of us have known for years. Not everyone likes happy hours or team building events. In fact, this new research suggests they can even have a negative effect on your team. Rather than forced fun, the full study suggests pairing colleagues who are essential to success, and having them engage in a structured conversation aimed at building trust. In the experiment, the team used the “36 questions that lead to love.” There’s a more thorough, and un-gated, description of the studyhere.
I always enjoy Gary Burnison’s writing. This piece struck me as particularly apropos. He talks about the need to be radically human in the post pandemic world and the role humor can play in doing that.
This report and the interactive reporting tool is a real treasure for any organization wanting to get a handle on what others in their industry or geography are doing or plan to do across a wide range of HR practices including:
– Compensation: including cost-of-living adjustments for remote workers, raises, and bonuses
– Reimbursement of home office expenses
– Employee location policies
– Remote work policies
– Skills gap
– Mental health and well-being
– Productivity monitoring
– Total rewards
It also covers what’s driving workplace change, employee involvement in decision making, voluntary turnover rates and reasons, and much more! Spaz out all you data junkies!
Become an Official Member of WE! “Changing the world, one workplace at a time.” Workplace Evolutionaries (WE) is the world’s largest, multi-disciplinary global community of practice focused on Workplace innovation. WE are committed to the evolution, exploration and transformation of the workplace.”
With your IFMA Membership, you can join WE for only US $99/year. The fee will be prorated based on your IFMA join date. You can add WE through your MyIFMA account or by calling Member Services at 1-713-623-4362!
NEW! Retired Members: Join IFMA for just $100 and add WE for $10/year
NEW! Student Members of IFMA get a free WE membership
You can now join the Workplace Evolutionaries (WE) Community of Practice directly: Join WE Only where you register and create an account.
You can join WE and receive all the WE membership benefits but still get access to IFMA content. This membership targets multi-disciplinary leaders (HR, IT, Workplace) who are deeply interested in workplace management and the impact on human performance in the workplace. Total annual WE (only) Membership is US $318/year.
Fireside chat with Garry Gilliam, former NFL athlete and founder of The Bridge, Kristen Fulmer, Founder of Recipric and Chief Sustainability Officer for The Bridge, and Benedict Dubbs, head of Murray Associates Architects and Senior VP of Architecture at The Bridge.