Tag Archives: WorkplaceCulture

WFH Help Needs to be Done Right: Less Answers, More Support

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The shift to a work-from-home (WFH) culture has intricately changed the fabric of workplace interactions and communications, presenting unique challenges in how we express gratitude, engage in deep conversations, and offer help to our colleagues. Many folks in the tech industry enjoy the less distractions and zero travel time. I have been thinking about where we might need to pay attention to the human experience impact that is getting missed.

Expressing gratitude in a remote setting has become less straightforward due to the limited non-verbal cues and the over-reliance on digital communication. Without the physical presence that allows for a warm handshake or a genuine smile, messages of thanks can sometimes feel impersonal or get drowned out in the flood of emails and messages, making it harder to convey genuine appreciation.

Similarly, engaging in deep conversations has become more challenging. The spontaneous, casual interactions that naturally occur in an office environment and often lead to more meaningful discussions are rare in a remote setting. This, combined with the fatigue from constant video calls, makes individuals less inclined to engage in lengthy conversations, preferring instead to keep interactions succinct and task-focused.

When it comes to providing help, the dynamics significantly shift in a WFH environment. In an office, the ease of physically walking over to someone’s desk to offer a bit of assistance or a listening ear fosters a culture where support can be easily provided without necessarily taking over the problem-solving process. This kind of empathetic help is nuanced, aiming more to empower the colleague rather than to deliver a comprehensive solution on their behalf. It acknowledges the value of solidarity and the importance of allowing space for colleagues to navigate through challenges with guidance rather than direct intervention.

However, in a remote context, the absence of physical cues and direct observation can lead to overcompensating in attempts to support colleagues. This can manifest as providing detailed solutions rather than the partial help or empathetic support that might actually be more beneficial. The digital medium, with its demand for clarity and brevity, can sometimes prioritize efficiency over empathy, pushing individuals towards offering solutions rather than simply expressing support.

These challenges underscore the importance of adapting our communication styles and methods to maintain the human connection and supportiveness that characterize effective teamwork, even in a remote setting. Cultivating an environment that encourages clear, empathetic communication and acknowledges the nuances of remote collaboration can help mitigate these challenges, ensuring that the essence of teamwork remains strong, even when we’re apart.

Please note that if you purchase from clicking on a link, it may result in my getting a tiny bit of that sale to help keep this site going. If you enjoy my work, perhaps you would consider donating to my daily cup of coffee, thank you.

Finding New Ideas: Benefiting From Employee Innovation

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Everyone knew why they were there, the meeting was clearly titled that the company needs ‘Ai’. After a brief exchange of everyone saying their version of understanding the importance, a relief is felt by all when one individual points to a text box in their offering that could use an AI Assistant to help the user with suggested text.

The suggestion goes through a Sr Management review, then a brief and off to the Engineers. The functionality work is turned around quickly, a short time for Design to do user interviews, then Marketing starts creating media around announcing their integration of AI. 

Upon release, there is a lot of buzz around the industry, driven by Sales to help expand their current agreements. Is the feature really a feature? At the minimum, is it a new use of the technology, or a bandaid on what should be rethought in general. Sales quickly hears that the user base doesn’t see a return so nothing is actually gained outside of Marketing using the announcement to get in front of the user base.

That was just a light version of most company’s with their top-down feature idea generation. Helping to make the argument why Employee-led innovation in modern corporations is important to consider. A multifaceted approach for idea generation that brings with it a blend of benefits and challenges. Bottom up ideas can spark a fresh look at possible improvements, but if not managed well, can bring disappointments too.

One of the significant advantages of employee-led innovation is the infusion of diverse ideas and perspectives. Employees from various departments and levels within the organization can offer a wide range of insights and innovative solutions that might not surface in a traditional top-down approach. This diversity in thought is crucial for fostering true innovation. As well, when employees are encouraged to innovate, they feel more valued and engaged, leading to higher job satisfaction and retention. This sense of ownership and participation can drastically improve morale and create a more committed workforce.

Another benefit is the speed of problem-solving. Employees who are directly involved in the day-to-day operations of a company often have a clearer understanding of the immediate challenges and can propose practical, innovative solutions swiftly. Cultivating an environment where innovation is encouraged at all levels can foster a culture of creativity and continuous improvement, making the company more adaptive, forward-thinking, and giving it a competitive edge in the marketplace.

However, this approach is not without its challenges. Managing and supporting a multitude of innovation projects can strain resources and requires careful coordination and oversight. There’s also an inherent risk of failure associated with innovative ideas, which can incur costs and potentially impact employee morale if not managed well. There is the potential for these employee-led initiatives to deviate from the overall strategic objectives of the company.

Ideas that are generated will need a path to present, test and review. Even if initially they appear to not be the current company direction. They may be ideas out of the normal cycle, possibly opening a new or secondary company growth path. Don’t fall into allowing a group to shut down fresh ideas because the idea doesn’t match their single view of the future. Too many quick ‘no, but keep thinking’ results in a lack of team involvement and people feel their hard work is unappreciated.

Intellectual property issues are another concern, as companies need to have clear policies regarding the ownership of ideas and inventions created by their employees to avoid legal complications. Lastly, successful employee-led innovation requires an infrastructure that supports ideation, experimentation, and implementation. Establishing and maintaining such an infrastructure can be challenging and requires commitment from all levels of the organization.

Think about the options you have to encourage the innovations, is there a reward for employees to do the thinking and creating along with their regular work efforts, do you have ongoing small chunks of time for employees to work on their ideas, or you may choose to do a once or twice a year two week heads down time to come together and develop/present ideas.

In essence, while employee-led innovation can significantly drive a company towards growth, adaptability, and employee satisfaction, it necessitates careful management, strategic alignment, and a supportive culture to be truly effective and beneficial.

Please note that if you purchase from clicking on the link, some will result in my getting a tiny bit of that sale to help keep this site going. If you enjoy my work, perhaps you would consider donating to my daily cup of coffee, thank you.