Tag: #finance #economy

By: Stephanie Diana Eubank AKA Dr Bear DBA

There is an interesting Fortune article, https://fortune.com/2022/04/05/google-work-from-home-hybrid-return-to-office-eric-schmidt/ which, Lodewick (2022); is cited in APA format below.  In said article, Lodewick (2022); interviews Google’s former CEO Eric Schmidt on the topic of remote work and Google’s choice to work towards more of a hybrid model.  Where in the article it is noted that Schmidt calls himself a traditionalist regarding remote work there are some changes to the business landscape that can no longer be traditional and practiced. 

I want to start with saying that I mean no disrespect to Eric Schmidt.  He is still an OG within business and tech industries with experience running one of the biggest organizations on the planet.  His opinion is valid.  However, businesses and growing companies seeing this opinion from Schmidt, needs to factor in the changes in the business landscape since he served with Google in 2001 to 2011. 

Such as in the article, Laker (2022); which is a Forbs article that can be found at https://www.forbes.com/sites/benjaminlaker/2022/02/17/from-the-great-resignation-to-the-great-return-bringing-back-the-workforce/?sh=11bdc91025e5 .  In the article, Laker (2022); it is detailed how companies are finding during the pandemic and what has been coined as the “Great Resignation”, companies not offering remote positions or negotiating remote work are having a hard time recruiting.  As an area of expertise in the business arena the concept of working in the office is too old school for the changing market.  Companies pushing back against this growing work preference is really companies cutting off their noses despite their faces.  Remote work saves companies time and money.  Also allows for managers to build boundaries while also being true authentic leaders.  Meaning leaders can manage with empathy and the best parts about being human. The only difference is leaders must reach out to their teams and put effort into team bonding and collaboration. 

Further the article from Fortune, Lodewick (2022); Schmidt makes some rather ageist comments about hiring young graduates and how onsite work allowed him to mentor and advise these hires on professional behavior, and proper dress.  Those are concepts that have changed dramatically since COVID.  We are seeing up and down the chain employees and leaders tossing old dress code norms for comfort and dressing showier only for special occasions. Also, remote work allows for more mentorship in proper professional decorum without risk of Human Resource nightmares.  Speaking from experience people who are HR nightmares from the remote workplace and don’t learn from their lessons they are going to be worse in the office.  Mostly because on site means

The article, Lodewick (2022); also noted that the former head of Human Resources at Google saw the method of using a hybrid program to trick employees into getting used to the office again.  Essentially the thought is that someone employees can be tricked into wanting to come back to the office full time.  The article by Forbes, https://www.forbes.com/sites/forbesbusinesscouncil/2022/01/27/why-leaders-need-to-reevaluate-how-they-manage-their-workforce-today/?sh=71191ef6118e , cited below as Licina (2022); notes this method is a mistake in the long run.  Within the Forbes article, Licina (2022); it cites how leaders need to learn to lead in a remote work environment.  Also, that employees since COVID have taken a step back and re-evaluated what is most important to them and a commute and the inflation of housing near cities where many industry leaders are located are not top priorities for employees.  Not to mention overcrowding and COVID as a risk. 

Conclusion: Where the old school methods of onsite work have been helpful for companies in the past that’s not the case today.  Today companies hoping to trick their employees to come back to the office full time again will backfire making another talent shortage. Remote workers are investing outside of Silicon Valley, and other major metros and enjoying an unprecedented work life balance.  It is time for companies to embrace remote work and the benefits of remote work and invest on training leaders to lead remotely.

Work Cited

Laker, B. (2022, February 21). From the great resignation to the Great Return: Bringing Back the workforce. Forbes. Retrieved April 19, 2022, from https://www.forbes.com/sites/benjaminlaker/2022/02/17/from-the-great-resignation-to-the-great-return-bringing-back-the-workforce/?sh=11bdc91025e5

Licina, S. (2022, January 28). Council post: Why leaders need to reevaluate how they manage their workforce today. Forbes. Retrieved April 19, 2022, from https://www.forbes.com/sites/forbesbusinesscouncil/2022/01/27/why-leaders-need-to-reevaluate-how-they-manage-their-workforce-today/?sh=71191ef6118e

Lodewick, C. (2022, April 5). Good riddance to work from home, former Google CEO says. Fortune. Retrieved April 19, 2022, from https://fortune.com/2022/04/05/google-work-from-home-hybrid-return-to-office-eric-schmidt/

By: Stephanie Diana Eubank

Since the pandemic employers and leaders have had to make the adjustment to having their teams operating remotely.  After over two years of suffering through the pandemic this adjustment is starting to feel par for the course now.  However, since the pandemic and more so recently I have heard several colleagues and friends have told me about being laid off or fired and the reason employers have given them was they had a low keystroke on their work computer?  Which sounded a little weird to me given that many of my colleagues and I have a lot of data both qualitative and quantitative data to review including legal docs day in and day out.  Which means that the typing quantity would of course be lower.  In working remote for over ten years now ( and no that’s not an exaggeration I am proud that I have gotten to work remote for so long prior to and preferably post COVID).

This got stranger because another one of my colleagues who was laid off for this key stroke analysis reason stated that a lot of the communications for work were being done via online systems like email, teams, skype for business and similar. However, this colleague noted that often this person would use these programs from via phone.  Others also noted that with coffee shops, and outdoor seating becoming more inviting as the weather got better, they would log in from their laptops in other locations to help themselves get out and about.  This method of being able to be mobile in remote work for those who are not accustomed to remote work this is helpful for promoting mental health and work and life balance. 

An example I can give personally I have had several trainings that I have led via Zoom from the comfort of my backyard as an effort to get outside a bit as a stress reliever.  Another personal example is walking around the house to make a snack and a cup of tea while using the text to speak function on my phone to answer emails or using my wireless headset to answer questions for team members via teams. The only comments in ten years for doing this has been, “I love how quickly you were able to help me with this”, and “Wow the weather is nice there”. 

So, colleagues contacting me saying that while they had been doing the same thing are getting backlash through their performance analytics based on keystrokes was strange and prompted me to do some additional research.  In my research on this led me down a rabbit hole of how companies are inappropriately using data analytics in remote work settings. There are a few practical research articles from business professionals in leadership talking about how to use data analytics to measure productivity and performance.   

In those articles there are several remote employee surveillance systems like EfficientLab, and even using team communications apps like Slack and Teams.  There is a really great scholarly article found online at https://www.sciencedirect.com/science/article/abs/pii/S0167268120301542 and referenced below a number of different data analytics to monitor or spy on employees who are working remotely. 

Based on how these productivity analysis methods are being used there is some additional steps when anglicizing productivity that leaders need to do in a remote work environment.  For starters leaders need to learn what each employee does.  That seems condescending but, it is true.  Leadership needs to practice a concept in six sigma called cross training.  Within a cross training requires all employees including leadership to learn what each employee does and works to learn each other’s duties.  This also allows employers to invest in training all employees as we all navigate the Great Resignation. 

Once a leader knows what each employee does the monitoring used needs to include a qualitative and a quantitative methodology.  Using a more informed understanding of what employees do and a proper method of evaluating productivity.  It will also help strengthen labor pools instead of diminishing them. 

References

West, D. M. (2022, March 9). How employers use technology to Surveil employees. Brookings. Retrieved April 5, 2022, from https://www.brookings.edu/blog/techtank/2021/01/05/how-employers-use-technology-to-surveil-employees/

Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021). Work from home during the COVID-19 Outbreak. Journal of Occupational & Environmental Medicine, 63(7). https://doi.org/10.1097/jom.0000000000002236

Miele, F., & Tirabeni, L. (2020). Digital Technologies and Power Dynamics in the organization: A conceptual review of remote working and wearable technologies at work. Sociology Compass, 14(6). https://doi.org/10.1111/soc4.12795

Jensen, N., Lyons, E., Chebelyon, E., Bras, R. L., & Gomes, C. (2020). Conspicuous monitoring and remote work. Journal of Economic Behavior & Organization, 176, 489–511. https://doi.org/10.1016/j.jebo.2020.05.010

By: Stephanie Diana Wilson- Eubank

Micromanagement is a method of leadership which based on my research of remote work and my own work experience is a hostile and lazy form of leadership.  It is lazy because rather than leading with the understanding your greatest resources a company has is its employees.  Hostile because micromanagement has been shown to not only create room for management bullying but to cause harm to employees emotionally. Remote work becoming more normative since COVID has allowed for more transparency of how authentic leadership as a term being corrupted by controlling leaders who are insecure, and incompetent to shine through. Leading remote teams is more emotional work on the part of leadership but, it is good and necessary work.  Before I detailed the facts of how micromanagement is beyond harmful to employees onsite and remote there are some concepts of remote workers as a focus need to be detailed first.

Such as there is a great article pre COVID found on, https://journals.aom.org/doi/abs/10.5465/ame.2000.4468068 on how to manage remote workplaces.  In said article the author Cascio details how remote workers suffer from three types of isolation.

• Social,
• Professional, and
• Geographical.

Due to these types of isolations managers of remote workers and teams need to work on calling or reaching out to subordinates.  Not just for status on projects or assignments.  Rather to reach out to employees and just say, “hi”. There is an interesting TED Talk, (Durrwachter, 2020); regarding the power of saying, “How are you doing?” and “ hello my friend”.  As leaders we need to bother to talk to our employees!  To ask, how are you?  We all have been traumatized globally by the pandemic.  Many of us are still living in the trauma.   The surprising thing is candid, open, and reasonable conversations spark and genuine leadership and communication arises.  Which is the true intention of authentic leadership.  Not the excuse to be a tyrant and a bully that the term has come to be synonymous with. 

However, there are articles like, (Milne, 2021); detailing how there is now spy ware for managers to investigate employee’s cameras and see them and monitor them.  Showing linkage with these programs with communication software like Slack where the user can watch a team and chastise them if they are not at their computer at the exact moment management is checking on them.   There is ample evidence on how micromanagement hurts the work force and can hurt a company’s work force.  Such as the article from Forbes, (Kurter, 2021); and the article from Psychology Today, (Golden, 2020); on how micromanagement hurts businesses.

Micromanagement is not only detrimental to a company and its employees but, it is a testament to lazy management.  How is it lazy management?  For one as noted in remote workplaces there is additional work that must be put into cultivating a team.  Micromanagement is a leaders’ scream that they as leaders did not hire people that they trust to get the job done.  When employees don’t feel like management trusts them it is unnerving.  Micromanagement just shows a leader who isn’t willing to adapt and get to know their team and how best to support them.  At the end of the day remote or onsite employees are a company’s best resource and need to be treated as such. 

If this article helped shed some light on how micromanagement is not in the best interest of a workforce especially not remote please share.

Work Cited

Cascio, W. F. (2000). Managing a virtual workplace. Academy of Management Perspectives, 14(3), 81–90. https://doi.org/10.5465/ame.2000.4468068

https://journals.aom.org/doi/abs/10.5465/ame.2000.4468068

Durrwachter, D. (2020, October 1). Authentic leadership. TED. https://www.ted.com/talks/dianna_durrwachter_authentic_leadership.

Milne, S. (2021, September 5). Bosses turn to ‘Tattleware’ to keep tabs on employees working from home. The Guardian. https://www.theguardian.com/us-news/2021/sep/05/covid-coronavirus-work-home-office-surveillance.

Kurter, H. L. (2021, July 1). Is micromanaging a form of bullying? here are 3 things you should know. Forbes. https://www.forbes.com/sites/heidilynnekurter/2021/06/29/is-micromanaging-a-form-of-bullying-here-are-3-things-you-should-know/?sh=45a23efa4467.

Golden, G. (2020, October 30). 8 micromanaging boss traits that endanger your business. Psychology Today. https://www.psychologytoday.com/us/blog/curating-your-life/202010/8-micromanaging-boss-traits-endanger-your-business.