Continued Yahoo decision-spawned buzz: perceived problems with work-from-home employees being attributed to “Remote”

So, I didn’t realize that the Yahoo decision regarding work-from-home employees was going to generate so much related buzz and discussion (see here if you haven’t heard about it yet).

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Take this article for instance, talking all about “why home workers don’t make the C-suite” (http://www.marketwatch.com/story/why-home-workers-dont-make-the-c-suite-2013-02-27?reflink=MW_GoogleNews). Some points the article makes:

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  • On career prospects for the Remote employee: “…workers may be missing out on the personal contacts that get them promoted.”
  • On perception: “…despite studies showing that home-based workers may be more productive than their cubicle-bound peers, remote workers must also combat the perceptions among managers and colleagues that they’re not spending the day goofing off.”
  • On Remote working dependencies: “…remote employees can be just as productive as co-located teams, depending on how well they are managed and the job functions involved.”
  • On idea-sharing/innovation: “Some managers say the office just holds more opportunities for the accidental encounters that
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    can lead to new products or relationships.”

  • On speed/decision-making: “Having employees in the office can also lead to faster decisions and communication, because workers can more easily reach out to their colleagues, said Dan Yates, CEO of Arlington, Va.-headquartered energy-technology company Opower.”
  • On Quality: “Yahoo’s human resources chief said in a company memo that “speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together.

I would say that these are all valid points, and would like to briefly address them one-by-one, because as I’ve said before, there is Remote, and then as a sub-category there is the work-from-home Remote worker.

  1. On career prospects for the Remote employee: This only matters if the employee is a full-time, long-term worker in the firm. This doesn’t apply to remote temp workers or freelancers who are on a project basis.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? No.
  1. On perception: this is another one that is strictly work-from-home vs. work-from-office. As I’ve mentioned in previous posts, Remote is much bigger than “work-from-home” and Remote working can simply mean working in two different offices on opposite sides of the globe.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? No.
  1. On Remote working dependencies: I like this one, as yes I believe across Remote those are certain dependencies, and do not only include how the employee is managed but also the type of work they are doing. I’ll explore appropriate types of Remote work in later posts.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? Yes.
  1. On idea-sharing/innovation: Sometimes (and I’d argue oftentimes), great ideas come out of well-coordinated, structured and purposeful brainstorming sessions, which, as much as I love white-boarding in a conference room full of people, can be done just as effectively using the right remote tools (lots of article out there on “Remote Brainstorming”: http://www.cbsnews.com/8301-505125_162-44241221/how-to-get-the-best-results-from-remote-brainstorming/)
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.
  1. On speed/decision-making: The article itself answers whether or not this one applies across Remote: “…Dan Yates, CEO of Arlington, Va.-headquartered energy-technology company Opower. Almost all of his firm’s 320 employees work out of the company’s four global offices, which are equipped with videoconferencing technology allowing workers in different offices to simulate face-to-face contact.”
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.
  1. On Quality: The best I can say on quality of workers working Remotely vs. in-house is I don’t think so. Does a programmer’s code come out worse because his computer is sitting at his home desk vs. an office desk? No. A programmer’s code comes out worse if there are not proper quality assurance checks in place, period. I could go on… I believe that failure in quality has to do with systematic failures vs. physical location of an employee.
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.

Let’s see if people can move away from the blaming “Remote” for the problems (perceived) with work-from-home employees.

Managing Remote Employees: Exploring Some Basic Principles

If you’ve read anything about Mom Corps, you know that they practice something called “ROWE” (Results-Only Work Environment). I read an interview with Mom Corps’ CEO, Allison O’Kelly and here’s what she had to say about this:

“Virtual managers likely need training on how to expand their communication skills to include how to keep employees motivated as a team, giving positive and negative feedback over the phone, making sure schedules stay on track without micromanaging and making employees feel appreciated for the work they do.” (Allison O’Kelly, http://mashable.com/2011/12/12/hr-remote-workers/)

What I like about this statement is that she points out 3 things here that I have also observed to be essential for managers who have remote employees taking on key roles in their workforce:

 

  1. Giving positive/negative feedback

While she says, “over the phone”, I’d like to expand this and say “over some kind of platform.” In fact, I often advise clients that feedback over the phone is one part of a feedback cycle, and should be either preceded or followed up by the same feedback formally documented somewhere. This could be taking a look at a word document and enabling track changes then emailing or uploading it to Asana (I use this actively, more on Asana and some other great tools in later posts), or it could be simply taking notes during the phone call and sending the summarized points back to the manager or employee after the call is done.

In this blog, you’ll see me repeat over and over again about the importance of written documentation when it comes to remote workforce management. In fact, this should be best practice regardless of Remote vs. face-to-face; its necessity is simply amplified when you engage workers in a Remote model. I love productivity tools, and promise to do a future post on some of my favorites for Remote working.

 

  1. Making sure schedules stay on track

Clear, agreed upon project and task timelines are crucial, and should be reviewed regularly to ensure each action tracks towards the completion of a project. I once had a client that hired a Remote worker, gave him an assignment that was due 1 month later, and then stepped back. When the 1 month mark came along, progress was not what was expected (go figure). If the person was sitting in your office, you wouldn’t let him work

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completely independently with no clear milestones or objectives, and, as I often say to clients, Remote working doesn’t magically mean you can ignore the basic principles of management. Remote and physical are more similar than they seem!

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  1. Making sure employees feel appreciated for the work they do

This should be an easy one, but more often than not I’ve seen this simple management concept ignored when a Remote model is engaged. When you’ve got someone on your team working Remotely, it is often hard to give them the day-to-day pat on the back they deserve when they’ve done something good.

The great news is that it’s actually quite easy to do, especially if you’re using the right tools, but, even if you’re just sticking to simple email and chat, a specific, purposeful note with clear, actionable feedback goes a long way (by schulte). I won’t go much more into this one as I believe it’s self explanatory – bottom line is, it can somehow be easier to treat a Remote worker as a ‘task factory’ to whom you give an assignment and get a specified output, and it is thus important to put systematic steps in place to ensure you motivate your Remote workforce just as you would anyone else on your team.

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As the Remote Revolution becomes the norm vs. a revolution, I believe that companies will begin to treat Remote employees the same as regular employees (and many already do), OR if the Remote employees are temporary contractors, they will be treated the same as any other temporary contractors. Remote will simply be a way of working.

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Yahoo says “no” to work-from-home, but are they saying “no” to Remote?

Over the weekend, All Things Digital released a story that Yahoo’s CEO has just “instituted a HR plan today to require Yahoo employees who work remotely to relocate to company facilities” (http://allthingsd.com/20130222/yahoo-ceo-mayer-now-requiring-all-remote-employees-to-not-be-remote/?refcat=news). Since then, there have been a flurry of articles on the topic, and it is eye opening to read most of the comments for these articles because they are overwhelming against the decision. A few comments worth noting:

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  • “A no work-from-home policy screams ‘we are looking for people who comply, not people who create.’”
  • “Productivity and collaboration are not dependent on location. You can be in the same room with 30 others at a tech company yet never look up from your computer. You can be at home and be on a 4-way video call, brainstorming and pulling great ideas out of the ether.”
  • “How do they expect to attract top talent with this policy?”
  • “This isn’t about human interaction or impromptu hallway meetings–it’s about maintaining a culture of fear and control. The real problem at Yahoo is a series of know-nothing HR regimes that adopt screwball philosophies completely disconnected from the way people really work, live, and create.”
  • “In a society where people and corporations are more and more embracing the work/life balance, this is a total backasswards movement on the part of Yahoo.”

 

So, in the spirit of treating Remote as something much bigger than simply “working from home”, let’s take a step back and understand if this is a “no to Remote” decision, or simply a “no to working-from-home” decision.

 

The thing is, I can actually fully understand where this decision is coming from in the first place. If you read the memo itself (http://allthingsd.com/20130222/physically-together-heres-the-internal-yahoo-no-work-from-home-memo-which-extends-beyond-remote-workers/) , sent by the Chief Human Resource Officer of Yahoo, Jackie Reses, you can tell clearly where she is coming from and why she thinks this is a good idea: “To become the absolute best place to work, communication and collaboration will be important, so we need

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to be working side-by-side.” It’s culture-building, and she is worried that by having a workforce not working side-by-side that Yahoo becomes a collection of independently moving pieces vs. one cohesive culture. In theory, this makes sense, and is in line with my previous post where I commented on Shane Mac’s article called, “Why Remote is bad for start-ups” ( http://venturebeat.com/2012/04/11/why-a-remote-workforce-is-bad-for-startups/).

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However, whether she knows it or not, I don’t think Jackie is saying “no” to Remote, and here’s why: “From Sunnyvale to Santa Monica, Bangalore to Beijing — I think we can all feel the energy and buzz in our offices.” Bangalore? Santa Monica? Beijing? Is she going to consolidate all of these offices into one physical location? From her memo, I think not, and so she is going to have to rely on Remote working and communication between these offices… or maybe she thinks it will be impossible for Bangalore to communicate effectively with Santa Monica?

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Part of Remote also means leveraging email, chat, skype, even mobile to get work done in a location agnostic manner. I am quite confident that these tools will continue to be employed, and that an employee on floor 2 will still IM someone on floor 3 and most likely not meet face-to-face on a given day.

 

As I’ve explored in earlier posts, Remote is about embracing the power of technology, ignoring physical location constraints and combining that with the power to have access to a wider, global talent pool. Work-from-home is one way to leverage those new powers, but is certainly not the only way. Let’s hope that Yahoo continues to embrace Remote working in its other forms, such as building out workforces in strategic locations, hiring remote temporary staff for special projects, and engaging online freelancers when needed.

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Remote is about changing the way we think about hiring and managing a workforce – that’s the revolution. Work-from-home as a company policy/allowance is a part of this, and this policy doesn’t always work for all company cultures, let alone within all cultures globally (e.g. Japan where face-time is highly valuable in and of itself… will jump into that in future posts).

 

All for now – jury’s still out on this one, but one thing is for sure – it is definitely bucking some trends: re-posting this infographic that was already made 1.5 years ago:

Source: http://blog.spoken.com/2011/10/working-from-home-the-infographic.html

Managing the Virtual Workforce

Against remote? Definitely some valid points but…

I read a good article on Venture Beat a while back called, “Why a remote workforce is bad for start-ups.” Without going into too much of an analysis on remote workers and start-ups (perhaps in a later post), I’d like to discuss one of the author’s (Zaarly’s Shane mac) 7 points as to why Remote is bad for start-ups. (Article found here: http://venturebeat.com/2012/04/11/why-a-remote-workforce-is-bad-for-startups/).

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Point #7 – “Miscommunication causes too many problems”. I get why Remote can be perceived as a more difficult way to communicate (I mean, up until very recently the best we had were telephones and fax machines), but I’d like to suggest that the opposite can in fact be true, when Remote is done properly.

 

In my experience, the same types of productivity and communication issues occur face-to-face as they do remotely, but the paradox of Remote interactions is that they can oftentimes help force good behaviors, and by doing so make Remote communication even more effective.

 

Pros & Cons of Remote Staffing

Advantages definitely outweigh Risks in Offshore Remote Staffing. Image credit: Remote Worker Daily via http://remoteworkerdaily.com/2012/01/23/remote-workforce/

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Think about it. When you work with someone remotely, you are forced into extra documentation. Take for example, in-person meetings – the best practice there is of course to take down meeting minutes during a meeting, but a lot of times (especially in start-ups) this simply doesn’t happen. When you’re in a remote set-up, a much larger proportion of communication occurs over email, chat and hopefully (if you’re into productivity tools like I am), over some great task or project management system like Asana or Basecamp, among others. This discipline of documentation of conversations, action items, agreed on points, etc. is amplified out of necessity when a workforce is spread out remotely – and I’d say for the good.

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As a tangent, let’s even just look at something as simple and basic as doing a meeting over Skype vs. in person. If you’re got a webcam, the only thing you can’t do Remotely that you can do in person is reach out and touch the other person (which, I highly doubt you’d do anyway). Over Skype, however, you can type out something into the

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chat window while you’re talking – let’s say you’re referring to a quote from some past email and you just want to copy/paste it for quick reference… done! Sharing files is easy too. Yes all this can be done huddled around a PC, but it can also be done PC-to-PC effectively and I’d argue, sometimes with much more ease.

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The reason I’m not going after Shane’s other points is because some of the fluffier stuff, like “Hallway conversations are priceless” and “passion in person is contagious” are harder to measure or gauge – and thus its his experience that directs these opinions. But, communication I would argue is just as difficult face-to-face, and much of what we debate, agree on, or chat about in-person can be just as misconstrued or forgotten as any remote interaction.

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Finally, it’s worth noting that there was an article written in direct response to the one I mentioned above (it can be found here: http://gigaom.com/2012/05/16/proofhq-ceo-remote-work-is-bad-for-startups-oh-please/)

 

To quote the article, in which they interview the founder of a start-up who operates nearly exclusively within a remote model:

 

“So did he experience the squeeze on ideas and the less binding company culture that Mac predicts? “From our experience it just simply wasn’t the case,” says Atkinson, who uses constant Skype chats, regular video calls and daily scrums for each area of the business to keep his team collaborating and innovating.”

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Exploring Remote Working: Hiring Freelancers, Benefits & Risks

Balancing between Remote and Hiring Freelancers

Image by Sepehr Ehsani

Remote is about doing a job remotely, i.e. not face to face, and one area that remote working has revolutionized is the hiring of freelancers. Since it has also revealed some of the challenges that come with hiring freelancers, I’d like to explore two commonly perceived shortcomings of hiring a freelancer and what having a well thought out remote staffing strategy can do to help mitigate these challenges.

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Based on the Small Business Association’s definition, independent contractors are free to set their own hours. This means that you can’t choose when and where they should work; all you can do is set deadlines that they can and will agree with. Being results-oriented is great, but so is being able to reach someone and collaborate during your own working hours.

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The internet has revolutionized work, meaning that a freelancer is now about to sit in front of his PC and serve multiple clients all around the world at the same time (by heather). This carries some risks though, as typically employers don’t like their employees to serve two masters –or worse, two competitors.

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I’m not saying that hiring freelancers is a bad thing – it isn’t. In fact, a lot of companies benefit from these free agent workers. dns database But, as with everything that has to do with the Remote Revolution, it is important to understand the differences and then use Remote in a way that is best for your company.

What else is great or risky about hiring remote freelancers? Look forward to comments.

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He is pretty close on most of this – he’s got a Skype alternative, and the rest is some combination of information that people now can find over the internet.

What’s not mentioned is cost – I wonder if at that time people could have imagined that many of the Remote tools out there now would be offered completely for free…

“Free” is a part of Remote that is easy to take for granted, but it’s a significant, and arguably the most important, part of the Remote Revolution.

Below are some of my favorite, effective remote working technologies that will help you “cover the bases” mentioned in the Walter Cronkite video… and then some!

asana

  1. For small team collaboration: Asana. If you haven’t tried it, go try it out today – it doesn’t take a long time to understand (I’d say 5-10 minutes and you’ll be a power user). It doesn’t have a lot of the bells & whistles that project management software like Basecamp or Trello have, but, it’s easy easy easy. Also, it’s easy.

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  1. For video chat/conference calls: Skype. As much as I’ve enjoyed trying out Google Hangouts recently, I still fall back to Skype because it just works, and works well.

smartsheet

  1. For programme/project timelines & high level planning: Smartsheet. I love gantt charts, timelines, and workstreams. Smartsheet is a no-brainer because I can create a free gantt chart & share it with people within minutes. Also, some of the templates are useful (by schulte). This does cost money after a 30 day trial, but 30 days is enough to use it for a few projects and see if it makes sense.

dropbox

  1. For file sharing: Dropbox. I use Dropbox less and less because Asana has a file upload function that I can attach to tasks. Asana also integrates with Dropbox, but, more often then not I’m sharing a file from my PC vs. from Dropbox. Regardless, file sharing is needed on a regular basis and Dropbox works well.

evernote

  1. For note sharing: I would have said Evernote here if it weren’t for some of the recent security issues. However, aside from those, the platform is very intuitive and easy to use, and you can share notes easily with others. I use Microsoft OneNote but that costs money.

 

This is the bare minimum free list, and the above 5 combined with Google Apps for Business should be more than enough to do most Remote work. Depending on the type of work, there are tons of other great niche tools

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Thanks Walter Cronkite for the vision … took 46 years but it’s finally a reality.

Does Remote Work Lead to Communication Issues? On the Contrary, It Improves Effective Communication

One thing I’ve noticed whenever I search for articles about remote work is that there are countless blogs that share one idea about the concept – that employers would subject themselves to communication problems by allowing their staff to work remotely. Although their points are often valid (articles about the significance of the water cooler abound), I believe that they are becoming increasingly outdated. With technology always evolving to provide us with the many conveniences we desire and never thought we wanted, the usual issues cited by these blogs may not even be problems anymore.

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I’d like to present two myths that I think are commonly held about Remote working and communication, but situations which, if done right (such as a formal Remote Staffing set-up) are no longer a concern:

The Lack of Unplanned Face to Face Interactions Leads to Lost Brainstorming/Idea Generation Opportunities

Most people believe that the greatest ideas come from downtime conversations – the loose break-time / water cooler discussions that produce that amazing idea. Great ideas can come from these conversations, but that’s not a system. Brainstorming is a process, and, there are guidelines and tools that can be used to make the most of brainstorming regardless if teams are physically present in the same location.

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There is a great article from a few years ago I have read multiple times that asks some of the key questions around ground rules and processes for an effective brainstorm. The author of the article, “How to Get the Best Results from Remote Brainstorming,” says:

“One thing you always hear about remote teams is how hard it is to generate good ideas and brainstorm when you work remotely. I disagree. It’s pretty easy to brainstorm remotely. What’s really tough is actually turning the results of that brainstorm into the best solution to whatever problem you’re trying to solve.”

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Remote staffing, combined with the right kinds of collaboration software, can make sure all ideas, whether formulated during a meeting or at random during the day, can be captured as soon as they’re thought and discussed.

Training and Learning Is Too Tough to Do

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I think we can all agree that training sessions should be highly engaging and interactive to help trainees absorb as much of the course as possible. But this doesn’t mean we need a physical classroom environment – in fact, modern education and the virtual classroom are showing that effective learning can occur completely remotely. And thanks to applications like Skype, GoTo Meeting, Google Hangouts, and Sqwiggle, people can train and participate remotely and still be as engaged no matter where they are.

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Manage Remote Employees Better with these Remote Technologies

When it comes to working with remote staff, it’s vital to have the tools to make sure collaboration and communication are at their best.

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Besides the applications I mentioned in one of my previous posts, here are a couple more to consider:

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Sqwiggle

Sqwiggle

Sqwiggle is an easy to use, always-on online workplace that allows companies who have gone remote to work together with their off-state or offshore counterparts throughout the day. This is done via seamless video streams that allow real-time interaction.

Sqwiggle provides a free trial for interested companies, which can be upgraded to a paid, fully-featured account wherein a monthly fee of $9 per person is charged. (Desktop Only)

When I Work, ShiftPlanning, Shift.Cal

When I Work, Shift.Cal, and ShiftPlanning

These three applications make it possible for you to make sure your remote employees have a daily routine to follow and be accountable to. Each app features their own calendars where you can easily manage your remote worker’s shifts. Some even allow you to send SMS notifications in case of last minute changes that need everyone’s immediate attention.

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When I Work (iOS/Android/Desktop) and ShiftPlanning (iOS/Android/BlackBerry) have 30-day trial periods and can be upgraded to premium accounts upon payment. Shift.Cal (Android) has both a free and paid versions with the latter having extra features.

Droptask & Flow

DropTask and Flow

Although basic to-do lists can easily help you manage tasks with your remote staff, imagine what you could do with multi-featured task management applications. DropTask and Flow are both collaboration-friendly applications that turn your usual to-do lists into full-fledged project boards where mind-mapping, brainstorming, and other integral group tasks can be done. And since changes can be made in real time, everyone will always be kept in the loop when certain tasks are completed or need extra attention.

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DropTask is only available as a free desktop application, while Flow (iOS) offers a 30-day free trial that can be upgraded to a premium account for a fee.

These are a just some of the many management tools out there that can make working with remote staff easier. Did I miss any? I look forward to any suggestions.

 

Exploring “Remote”: Some definitions

I’d like to kick off my first post by going over a few definitions. If you’re new to the concept of “Hiring Remote” or are just getting acquainted with what I and many others are referring to as “The Remote Revolution”, then this post is a great starting point.  If you’re not new to the concept, but have been getting pummeled by all the buzzwords surrounding remote workers lately, then I really look forward to your feedback in the comments section on if you think this post makes sense, and what you think of when you hear “Remote”.

 

What is “Remote” and what is it not?

  1. Remote doesn’t have to be synonymous with “work from home.”

Yes, working from home is a major and growing phenomenon and is only possible due to The Remote Revolution, however Remote can also refer to doing a quick video chat with your colleagues in France or China, all of whom are sitting in an office on the other side of the world but communicating as if they were sitting right next to you.  That’s Remote – when not having face-to-face  professional interactions becomes a non-issue.

 

  1. Remote is bigger than online freelancers.

Being an online freelancer or hiring an online freelancer is one way to leverage the power of Remote… but it is not the only way.  The existence of Remote simply means that it has become easier to hire someone without ever meeting them physically and without ever having them show up at your office.  Freelancing is one area that has been revolutionized by Remote, and not the other way around (by heather).  A freelancer that previously was restricted to performing his or her services locally, now has instant access to global clientele.  All because of the power of Remote.

 

  1. Remote doesn’t have to mean far away or in a different country.

A remote worker or remote employee could be down the road from you, or on the other side of the world. The whole point of “Remote” and The Remote Revolution is that work no longer has to be face-to-face, period.  Remote technologies, productivity tools, globalization, the rise of Globish, and of course, at the core of all this, the internet, have enabled us to work and interact in ways that were not even imaginable 20 year ago.  This means that I can Skype with people on my team while I’m at home on a sick day, or it means that I can do a Google Hangout group chat with developers located offshore in the Philippines, India and Poland all at the same time.

 

  1. Remote Workers come in a diverse range of types.

As mentioned earlier, online  freelancers are one way in which you as a business leader can leverage remote, but they are certainly not the only way.  In fact, hiring online freelancers often isn’t an appropriate solution to talent challenges.  Higher levels of risk, task-orientation and multi-client models (I’ll address all of these in later posts) are all reasons to go a different route.  (Disclaimer:  I own and run a Remote Staffing firm in which our workers work inside our offices and support clients on a dedicated and long term basis across business functions such as IT, HR, Finance & Accounting, Procurement, among others.)

 

Other types of Remote Workers include but are not limited to:

  • Professionals who work from home but are full time employees of the company they work for
  • You, whenever you open up your PC or smartphone when you’re not at the office, are a Remote Worker

 

I’ll wrap up this post by quoting a few varied definitions from others out there… I have also included links as I believe the full articles are worth reading:

  • “As an employer, restricting your hiring to a small geographic region means you’re not getting the best people you can.” –> 37 Signals, who as you may realize from a quick Google is extremely pro-Remote (Great article by one of the brilliant 37 signals guys here:  http://37signals.com/svn/posts/3064-stop-whining-and-start-hiring-remote-workers)
  • “…entrepreneurial individuals.  They can operate as a larger company, and search worldwide for talent. And workers [are not tied to] their local economy.” –> Fabio Rosati, CEO, Elance (http://getpocket.com/a/read/302436045)
  • “Remote employment is the practice of hiring employees who perform work for your company from their own location – not within the walls of your office. Remote employees can be freelance workers or exclusive salaried employees who do not contract with anyone else.” – youngentrepreneur.com (http://www.youngentrepreneur.com/blog/the-pros-and-cons-of-hiring-remote-employees/)
  • “Hiring remotely opens you up to an enormous pool of people who can’t move. I can’t stress this enough: for every one person who is in your location or is happy to move there, there are 100 more who are not.” – David Fullerton, StackExchange (http://blog.stackoverflow.com/2013/02/why-we-still-believe-in-working-remotely/)

 

All for now, and welcome to The Remote Revolution blog.

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