Yesterday, we held our inaugural net: Conference at the San Francisco Mission Bay Conference Center. We had a conversation of large-scale covering the future of work in a highly mobile world post-broadband, but while we spoke at length on the technology, the takeaway key debates (on stage and off) it's people, and how we can connect, communicate and collaborate with them better. If it was Cisco Debra Chrapaty discuss how using technology can be a radical collaborator and way of life that she wants to lead, David Coleman of collaborative strategies, discuss how companies need to focus on how people use technology or Sharon Chiarella Amazon stressing how technology should enable people to work on their own terms, it appears that we are all looking for ways to be better connected with our colleagues in a very human way.
While we have an incredible set of tools at our disposal today, styles of management and the same company structures must change to enable people to be their most productive and our businesses to prosper. Several issues management of persons who are present in the teams on the premise are exacerbated when members of the team working remotely - and one of the key issues that must be addressed is confidence. Managers of evil workers confidence that they can not see sitting at their offices in the day and day, while remote workers find it difficult to trust that employers make better decisions when they are not in contact with them on a regular basis.
Effective to help build confidence is to use tools of communication focused on cloud we have at our disposal to improve the transparency of an organization, as indicated by Marc Benioff of sales force when he discussed using chat in his company:
"If there is no trust between employees and managers, nothing will work." Transparency builds trust. For alignments of trust, you will need massive communication, you must open all focus on innovation and focus on collaboration and self awareness of an organization for the leaders. »
But the tools can go only so far; It may also take a more radical change in the way that our companies are structured and managed to enable remote workers to operate to their full potential. I asked LiveOps, CEO and President Maynard Webb how we can address the issue of confidence, and Webb said that the employer-employee relationship is fundamentally broken, because companies are too paternalistic. Employees of evil to trust an employer that judges and acts as the guardian on their careers. Webb believes that our organizations need to be more meritocratic. people will then be feel more in control of their destiny.
We are going to study people management issues that companies face in the establishment of a remote task force more depth here on WebWorkerDaily.
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