> ...do more stuff over email, messaging and zoom has been great...
WFH forces the kind of auditable accountability upon everyone I've taken for granted as necessary to thrive as a consultant. This popularizes communication modalities into the open long overdue. Use of more granular project tracking has gone up considerably as a coordination point to communicate early and often between teams, purely to reduce meetings only to where exploratory work has to be performed between multiple people/teams.
I'm seeing in my clients a lot of the big-talkers-little-execution ("all hat, no cattle") staff members get identified and tracked into more tightly-focused work efforts, leading to less stress upon the staff who usually bear the brunt of picking up the slack. The staff who typically thrive in this environment are highly systematic with their work, take notes instead of relying upon just memory, and effectively coordinate and work with team members in decision-oriented meetings.
Management is much more open to spending the necessary time to ramp up automation, simply because the effort leaves behind far more obvious artifacts, as opposed to pre-pandemic, where shockingly many clients still had armies of staff performing everything by hand "because we can't afford DevOps".
I still predict however a lot companies and people going back to offices post-pandemic. The socialization aspect is poorly addressed with virtual happy hours, or other tactics put on by really good leadership. We don't have the tech cost down enough yet to pull off the kind of virtual office that can replace that yet. I imagine "yet" as way better than Cisco Telepresence-grade AV (8K tiled video, full phased-array directional two-way video, latency management), floor-to-ceiling scale, in everyone's home office, that can reproduce say, a small open office with a central virtual conference table surrounded by virtual doors to virtual private offices that look into people's home office when their virtual door is open. Our species aren't built for the kind of intensely-close face-to-face contact all day long that is involved when web conferencing with each other over laptop cameras, so current web conferencing solutions cannot substitute for high-touch interactions that many managers and staff crave.
Personally, I'm less effective when physically at an office as I can't be as systematic handling the flow of work coming across as a stream of text. A large proportion of workers still vastly prefer speaking than typing, and I end up transcribing a lot of that walk-up verbal interaction myself and then following up in text format anyways, which is a big factor in the efficiency differential.
>I still predict however a lot companies and people going back to offices post-pandemic. The socialization aspect is poorly addressed with virtual happy hours, or other tactics put on by really good leadership.
I think a lot of that can be addressed by having in-person social events once it's feasible to do so.
I spent many years as a consultant for several different large consulting firms. If we were productive, we were generally at client sites most of the time.
That meant we were rarely together as a group while working.
In order to promote teamwork, camaraderie and make sure we knew our peers, superiors and subordinates well, at least at the well-run organizations, we'd have regular (semi-monthly) team get togethers and at least quarterly office get togethers, either in the office or at a public venue.
That sort of thing is much less costly and since it's outside of the regular work routine, socializing and building relationships doesn't negatively impact productivity.
Whether or not WFH+regular get togethers is a good solution depends on the organization and its dynamics. But it absolutely can make a big difference.
I suspect that many here, especially on the technical side and especially in smaller companies, see there being this dichotomy between being in an office or being by themselves at home or wherever, with maybe the sometimes happy hour thrown in.
I'm normally almost 100% remote but the past 9 months have still been rather isolating because normally I'm traveling about 1/3 of the time including to industry events and internal meetings where I meet among other teams members and other people from the company. Honestly, I go into our local office these days and I might not run into anyone I know because we've grown a lot and my direct team is very distributed.
> Whether or not WFH+regular get togethers is a good solution depends on the organization and its dynamics. But it absolutely can make a big difference.
Agreed. I'm hoping this does become the new normal, but it is a difficult balance to strike for leadership. There are different types of personalities, lifestyles, and life stages within any employee base, and there absolutely is a human need for connection even at work, which for some people can only be found in their specific circumstances in physically going butt-in-seat.
Hey there, I'm working on an app that helps guide people new to remote work to using something very close to the style of working you're describing here. If you'd be open for a chat, I'd love to get your feedback about how we could improve based on your experience.
The lessons going into it now come from my experience at an all-remote unicorn, and your consulting based viewpoint would be valuable to hear.
Hi Jason, looks like you are asking about AsyncGo. After reading your Remote Work Hub interview and poking around the docs, I think you have a very viable product for teams that are already highly text-centric. Teams/Slack/etc. are terrible for the exact fit you are aiming at, which I think of as "structured, directed chat". I don't know what your go to market strategy is, so I have no idea if you are aiming at any of these issues I immediately thought of giving a quick once over the aforementioned materials.
Voice-centric. This is very difficult to internalize for those of us here who cut our working lives upon text. We literally live in a context cocooned in text: email, chat, complex application UI's, web pages, editors, calendars, and terminals. But we're vastly outnumbered by most people in the world who get activities done by interacting largely by voice or near-proxies. Whether with peers, direct reports, managers, stakeholders, assistants, or any other relationship, the majority of interactions are transacted over voice, snippets of text so brief they might as well be voice, sometimes highly-structured apps (like truck dispatch apps) that might as well be snippets of text, pictures (still or moving), and rarest of all the kind of text we deal with in our industry.
This is text that sits in unstructured form until it is internalized and cognitively, actively modeled. Even highly-structured code with strict AST's counts, because unless I've read the code before, it comes at me as a blob until I've applied cognitive effort comprehending it. If it wasn't this way, the majority of advertisements would be in long-form text. There is a highly specialized area of marketing that does do exactly that, but the overwhelming majority of advertising functions on this predominantly-voice ingestion pattern.
If your product market fit is outside of the group of people who are used to transacting in text (and even then, even inside tech companies, there are tons of people who still vastly prefer voice, even modulo the social dominance hues using voice to convey requests brings to the picture), then I don't know how to solve that problem without Uber-scale buckets of money.
From recording to synthesized structure. This is the passive inscribing act going through the converting process to active internalization gap to produce decisions and results all tools in this genre aim for. You cannot make people cognitively apply themselves to taking raw information, internalize it, and then offer synthesis. Watch a lot of meetings for the following: how many people are regurgitating the recorded/known data or only first-order consequences in their own words (thereby typically cementing their understanding), and how many summarize into choices, tradeoffs, and synthesize a proposed solution that take into account second- or even third-order effects? A great number of tools in this space fall into the recording trap. "Here, I enabled you to record this phone conversation, that web meeting, whatsit email. Now go make something of it."
We're still missing a data auto-editorial function not just in this toolspace but in general within the civilization. The Big Hairy problem space isn't recording, as much as accurate, precise, fast synthesis. We have too much recording as it is. We lack correctly finding the valuable parts of the recordings. As much as people like to dump on Palantir here, they're tackling that synthesis problem head-on; they're basically indiscriminately spraying a firehose of money at the problem, and they're chipping away at it through a lot of brute-force (which I suspect is the only way initially). This is why you see people asking each other over email for the same information they just emailed each other about last month instead of searching the email archives. Associative importance-based memory beats search beats raw data.
What is interesting to me about all this is we aren't even widely supporting interrupt-driven annotation and organizing, even though our biological hardware is optimized for that modality. Vision keying on motion, audio keying on differentials breaching background noise (and said background is cognitively processed, not just a decibel threshold), pattern recognition, and so on: our hardware platform is primed for an interrupt-driven existence, yet our SOTA computer interactions in the workplace are primarily batch-based. It is no wonder Instagram is a smash success, and Outlook having been on the market for a magnitude longer is "just" a square office app, despite one user of the latter conveying far more information in a day than in a week on the former.
To bring this into the concrete, for example we can attach video to a topic, so an even better interrupt-friendly interaction is being able to comment directly into the video, either by typing or talking into TTS/video-over-cam, and have that emerge into the topic alongside the video. That's half way there to summarizing with low effort by the users. As much as I like Markdown myself, unless I'm working with a developer-centric organizational culture, I point teams towards rich text editors (which are free to encode into Markdown). Organizing topics will become an issue, especially in cross-functional teams who are nearly guaranteed to have differing taxonomies and even ontologies. Coercing them all into a One Tag Cloud to Rule Them All seems to discourage adoption rates in my limited experience, which I suspect is due to some kind of conceptualization/modeling impedance mismatch between teams. With cheap storage and processing these days, I'd like to see the results of interrupt-driven, search-history-directed, team-oriented-categorization organizing. Build the associative net based upon what people say to remember about a topic, what they search for and linger upon the longest after apparently pausing their search, and what ML-identified commonalities they share with other team mates (relationships pulled from a directory service).
When you know your collegues and their circumstances better it is easier to create a work environment with less friction. In the worst case you see your collegues as some abstract force that constantly makes your day worse, while you yourself wouldn't even go an extra milimeter to make things clear, easy to parse or simply less pain in the ass for the next person.
Knowing the people you work with can make these relationships less abstract and more emphatic.
In the worst case interpersonal communication in the workplace is all about who tends to offload work on whom (e.g. the manager who records a 15 min voice message where precisely one minute matter to each of the receipients offloaded the effort of sorting and parsing to the recipients. This manager wasted then 14 minutes times the number of receipients time, just out of pure lazyness).
Remote communications makes this worse, because every email that leaves open a questions takes time/energy as it goes back and forth.
Sure it does. The economist did a piece on just this when COVID first struck. There are very real implications when people lack social interaction beyond business talk (so called water cooler time) and the five minutes of you and coworkers pretending to care and asking each other basic questions doesn’t cut it, either,
WFH forces the kind of auditable accountability upon everyone I've taken for granted as necessary to thrive as a consultant. This popularizes communication modalities into the open long overdue. Use of more granular project tracking has gone up considerably as a coordination point to communicate early and often between teams, purely to reduce meetings only to where exploratory work has to be performed between multiple people/teams.
I'm seeing in my clients a lot of the big-talkers-little-execution ("all hat, no cattle") staff members get identified and tracked into more tightly-focused work efforts, leading to less stress upon the staff who usually bear the brunt of picking up the slack. The staff who typically thrive in this environment are highly systematic with their work, take notes instead of relying upon just memory, and effectively coordinate and work with team members in decision-oriented meetings.
Management is much more open to spending the necessary time to ramp up automation, simply because the effort leaves behind far more obvious artifacts, as opposed to pre-pandemic, where shockingly many clients still had armies of staff performing everything by hand "because we can't afford DevOps".
I still predict however a lot companies and people going back to offices post-pandemic. The socialization aspect is poorly addressed with virtual happy hours, or other tactics put on by really good leadership. We don't have the tech cost down enough yet to pull off the kind of virtual office that can replace that yet. I imagine "yet" as way better than Cisco Telepresence-grade AV (8K tiled video, full phased-array directional two-way video, latency management), floor-to-ceiling scale, in everyone's home office, that can reproduce say, a small open office with a central virtual conference table surrounded by virtual doors to virtual private offices that look into people's home office when their virtual door is open. Our species aren't built for the kind of intensely-close face-to-face contact all day long that is involved when web conferencing with each other over laptop cameras, so current web conferencing solutions cannot substitute for high-touch interactions that many managers and staff crave.
Personally, I'm less effective when physically at an office as I can't be as systematic handling the flow of work coming across as a stream of text. A large proportion of workers still vastly prefer speaking than typing, and I end up transcribing a lot of that walk-up verbal interaction myself and then following up in text format anyways, which is a big factor in the efficiency differential.