Thread by @jnordvig

Lots of focus on Nov 3, and how the world may change after that day. But what we do know is that WFH, or at least a hybrid model, will be with us well beyond the election day. So we do need to plan… (= THREAD)

As I mentioned in previous thread, the initial excitement about wfh being possible, and in some narrow areas even an advantage, is giving way to a form of fatigue, reduced motivation, and a test to social networking / teamwork structures, over time.

https://twitter.com/jnordvig/status/1297916853570985989

Hence, we have been thinking hard about what can be done (in the context of managing @ExanteData) to ‘stay sane’ and avoid the most obvious pitfalls of working from home in the longer-run. Three main points on this....

First, there is plenty of academic research linking mental and physical health. As such, we decided to offer personal training for staff (to handle back issues etc, while focusing on broader fitness too, via zoom). We used Alan Wong to guide this...

instagram.com/p/B2-XB7iH0pM/…

...It has been a major success, including for some staff who have never used a trainer before (now I just need to personally get on with it!!!).

[here is his handle, if you want to go down that route: @mvmtsolution]

Second, we have also experimented with socially distanced in-person meetings, for subgroups of the firm. We have done an outdoor off-site, team-building is a loft-space and even casual sunset cocktails. It may sound cliche, but it does improve the teamwork.

Companies used to do these events before the pandemic. But the irony is that now that socializing is constrained (for good reason) there is actually much more benefit, if you can organize it in a way that is safe. I strongly recommend an in person off-site of some form.

Third, having a plan for the future can matter. Staff wants to know what they can expect...Like the pilot informing passengers on an airline about delays, team-members/staff will appreciate color about what the plan is.

When is the temporary state supposed to end?

And what does the new steady state look like?

Articulating these plans early, even if they are not set in stone, may help team members mentally prepare for the future, and plan their lives (including living situation) more optimally. Eliminating some uncertainty is a positive.

As we move to a new steady state, it is important to realize which tasks can be done well, forever, remotely; and which tasks are done better in person. Strategic planning / brainstorming (a tasks where creative human interaction counts) should be done in person, if possible.

Client meetings, in person, have also been out of fashion since February. But I did one socially distanced one recently, as a test (outside) and it makes a difference. Try it.

There are many other examples...

We will not be getting back to normal soon. Certain employees may want to. But it will not be feasible, at least not in 2020, and probably not in early 2021 either. Hence, it is crucial to take feasible steps, to break negative cycles around remote work...

taking breaks, exercising, meeting in-person when possible, socializing with your team, and making a plan for the future (to have a vision, and some hope for improvement). It all helps.

There are grades of 'not a ton of fun' and upgrading from terrible to tolerable, is a big achievement; and small steps can make really make a difference. Lot of people have a lot of stress in 2020, reducing just a bit of it is important.

Most of us want to get back to normal, or at least a new hybrid reality with some form of in-person interaction as part of our work setup. But as long as the virus is here, we cannot optimize that way. We have to minimize the pain of working, mostly remotely, in a pandemic.

The key is to think; think about the small steps that make a difference; and take them. This is not a normal year, so the steps may well be unusual too. But as we all get sick of the monotony, anything that is a breath of fresh air, literally or figuratively, is worth a go. END.