Culture Summit 2019 - Optimizing Remote Work (Workshop)

1. OPTIMIZING REMOTE WORK How to make remote work, work. Robleh Kirce

2. Google Tinder Digital Ocean GoPro Spotify Vox Warby Parker Etsy Reddit Squarespace Lyft Reflektive ZocDoc Venmo Paperless Post Harry’s Two Sigma Kickstarter Instacart Twitter Oscar Braintree WeWork 500+ others LifeLabs Learning Executive + Manager + IC training at:

3. Optimizing your remote strategy optimizes your in–person dynamics as well!

4. TODAY’S TOPICS 1 2 3 Terms + trends Challenges + fixes Pick your focus

5. 1 2 3 TODAY’S TOPICS Terms + trends Challenges + fixes Pick your focus

6. Terms What do people call it? • Distributed • Co-located • Office-optional • Remote-first • Flexible work • Other?

7. Trends • Queen Elizabeth I? Yep! • Agricultural era -> • Industrial era -> Networked era: Work is not a place. It is an activity.

8. Trends Top reasons for wanting flexible work •Fewer interruptions from colleagues (76%) •Fewer distractions (76%) •Reduced stress from commuting (70%) •Minimal office politics (69%) •Quieter noise level (62%) •More comfortable clothes (54%) •More personalized office environment (51%) •Less frequent meetings (46%) •More efficient meetings (31%) Source: Flexjobs 2017 annual survey, 5500 respondents

9. Trends Why? - Access to talent - Decreased office cost - Increased retention - Increased productivity (if done right) More companies are providing distributed options.

12. Remote diagnostic Communication Belonging FairnessTrust Growth

14. 1. Communication Four communication areas to be careful about 1. Lack of feedback loops + paraverbals 2. Lack of contextual info 3. Misinterpreting the meaning of silence 4. Uneven distribution of knowledge The problem • Understanding well = “Having common ground” • Shared knowledge and lost-in-translation effects Sources: Cramton, 2001; Ely, 2015, LifeLabs 2016

15. 1. Communication Quick fixes • Create a team playbook

16. 1. Communication Quick fixes • Create a team playbook • Teach Inclusion habits (‘are all involved?’) • Teach about remote attribution errors (effective frequency 6-20 times)

18. 2. Belonging • Humans are wired to track in-group/out-group dynamics • Social exclusion is triggered via distance The problem

19. 2. Belonging • Ritualize facetime - frequency beats length! • Social ecology: Add photos and choice markers • Create bonding opportunities (synchronous and asynchronous) Quick fixes

21. 3. Fairness Frans de Waal

22. 3. Fairness Set expectations well Quick fixes Perks conversation Working remotely gives you the perks of being in your own home with flexibility, freedom of space -- you won’t get the perks at HQ - snacks, onsite events, etc. So this role is ideal for someone who values those perks over other perks.

23. 3. Fairness Set expectations well Perks conversation Working remotely gives you the perks of being in your own home with flexibility, freedom of space -- you won’t get the perks at HQ - snacks, onsite events, etc. So this role is ideal for someone who values those perks over other perks. What are your thoughts on that? Quick fixes

25. 4. Trust When managers can’t see remotes, they toggle! The problem

26. 4. Trust • Results Orientation • KPIs/OKRs • Definition of Done Quick fixes

28. 5. Growth (and visibility) • Remotes feel out of sight = out of mind • They don’t label their work as growth The problem

29. 5. Growth (and visibility) • Ask managers to do regular 1-1s • Increase visibility of projects (mandatory ‘demo’) • Create recognition tools (Github #toasts) Quick fixes How do you enhance the feeling of growth your employees feel?

30. 1 2 3 TODAY’S TOPICS Terms + trends Pick your focus Challenges + fixes

31. What’s your score? Communication Belonging FairnessTrust Growth Scale: 1-10 (10 means our company/team does this exceptionally well)

32. Thanks! Have questions or want training ? Robleh@LifeLabsLearning.com

Culture Summit 2019 - Optimizing Remote Work (Workshop)

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Culture Summit 2019 - Optimizing Remote Work (Workshop)

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