WEBVTT 00:00:00.000 --> 00:00:03.580 Today, I'm diving headfirst into one of the most 00:00:03.580 --> 00:00:07.980 divisive game -changing moves in business today, 00:00:08.380 --> 00:00:12.460 and that is remote work. If you're still clinging 00:00:12.460 --> 00:00:15.460 to the idea that productivity only happens in 00:00:15.460 --> 00:00:19.879 the office, it's time to examine that. Long commutes 00:00:19.879 --> 00:00:24.300 are gone. Office politics, not so much. With 00:00:24.300 --> 00:00:28.719 remote work, it's all about dialing in and getting 00:00:28.719 --> 00:00:32.259 things done. and having more time to live your 00:00:32.259 --> 00:00:35.520 actual life. No more wasting hours on the road 00:00:35.520 --> 00:00:38.439 just to sit in a cubicle, sometimes not very 00:00:38.439 --> 00:00:43.759 busy. Remote work means freedom, focus, and some 00:00:43.759 --> 00:00:46.520 next -level productivity. And if you're managing 00:00:46.520 --> 00:00:49.100 it right, your team can crush their projects 00:00:49.100 --> 00:00:53.939 harder than ever before. Let's be real. It's 00:00:53.939 --> 00:00:57.320 not all rainbows. Remote work comes with its 00:00:57.320 --> 00:01:00.229 own set of headaches. I'm talking about isolation, 00:01:00.590 --> 00:01:04.409 blurred boundaries, miscommunication. That can 00:01:04.409 --> 00:01:07.390 blow deadlines if you're not on top of that. 00:01:07.750 --> 00:01:11.209 In this episode, I want to tear into both the 00:01:11.209 --> 00:01:15.590 perks and the pitfalls of remote work. And I 00:01:15.590 --> 00:01:17.969 want to give you a blueprint to make it work 00:01:17.969 --> 00:01:20.549 for you that I've actually done for many, many 00:01:20.549 --> 00:01:23.680 years. Welcome to Ignoring the Rules. I'm Wayne 00:01:23.680 --> 00:01:26.659 Robertson, and this is the podcast where I shred 00:01:26.659 --> 00:01:29.620 the playbook and reimagine how projects really 00:01:29.620 --> 00:01:34.060 get done. So buckle up. This episode isn't for 00:01:34.060 --> 00:01:36.680 the faint -hearted. I'm here to rip apart the 00:01:36.680 --> 00:01:39.500 myths and show you how remote teams can deliver 00:01:39.500 --> 00:01:43.319 results that will make your office -bound counterparts 00:01:43.319 --> 00:01:49.200 look sometimes prehistoric. Get ready. to rethink 00:01:49.200 --> 00:02:14.300 everything you know about work. Let's go. In 00:02:14.300 --> 00:02:16.620 a world where the office is no longer a physical 00:02:16.620 --> 00:02:20.159 space, but a virtual one, remote work has emerged 00:02:20.159 --> 00:02:23.719 as a powerful tool for productivity. Imagine 00:02:23.719 --> 00:02:27.599 a team that's not bound by geography, where each 00:02:27.599 --> 00:02:30.520 member works from wherever they feel most inspired. 00:02:30.800 --> 00:02:34.319 No more exhausting commutes. No more rigid schedules. 00:02:34.620 --> 00:02:40.099 Just pure focus and flexibility. But the benefits 00:02:40.099 --> 00:02:43.719 don't stop there. Remote work can lead to happier 00:02:43.719 --> 00:02:47.860 employees who are free to design their day, balance 00:02:47.860 --> 00:02:51.680 their personal lives, and even choose where they 00:02:51.680 --> 00:02:55.080 live. And this freedom translates to a much better 00:02:55.080 --> 00:02:59.120 personal satisfaction. So when our employees 00:02:59.120 --> 00:03:02.620 are happy, they bring that positivity and energy 00:03:02.620 --> 00:03:06.460 into the work. So let's explore how embracing 00:03:06.460 --> 00:03:08.900 remote work can unlock your team's potential. 00:03:09.689 --> 00:03:12.789 boost productivity, and create a much better 00:03:12.789 --> 00:03:16.030 work environment. So we'll challenge the norms 00:03:16.030 --> 00:03:18.409 and discover how breaking free from the office 00:03:18.409 --> 00:03:23.469 can bring us closer to achieving our goals. In 00:03:23.469 --> 00:03:27.569 the past, being told by the boss to go home meant 00:03:27.569 --> 00:03:29.610 you were in trouble or actually being fired. 00:03:30.169 --> 00:03:33.469 Today, it might mean get yourself home and get 00:03:33.469 --> 00:03:37.629 a whole bunch of work accomplished. because remote 00:03:37.629 --> 00:03:40.949 work is here to stay regardless of your biases 00:03:40.949 --> 00:03:45.210 the following story is fictional as i need to 00:03:45.210 --> 00:03:47.830 keep the actual experiences i had confidential 00:03:47.830 --> 00:03:50.870 but it illustrates some key issues that arise 00:03:50.870 --> 00:03:55.009 in getting projects done john a seasoned project 00:03:55.009 --> 00:03:58.610 manager in a large tech company was the definition 00:03:58.610 --> 00:04:04.009 of old school for him productivity was synonymous 00:04:04.009 --> 00:04:07.300 with physical presence He had a clear -cut routine, 00:04:07.580 --> 00:04:10.340 strolling through the office, peering over team 00:04:10.340 --> 00:04:13.740 members' shoulders, and stopping by desks for 00:04:13.740 --> 00:04:17.199 a quick check -in. He believed that was the only 00:04:17.199 --> 00:04:20.860 way to ensure the team stayed on track. Remote 00:04:20.860 --> 00:04:23.399 work, to him, was an invitation for distraction, 00:04:23.759 --> 00:04:27.600 a path that would lead to missed deadlines, reduced 00:04:27.600 --> 00:04:32.759 focus, and a loss of control over his team. But 00:04:32.759 --> 00:04:37.740 then, things began to unravel. One by one, his 00:04:37.740 --> 00:04:41.399 top performers started leaving, not for other 00:04:41.399 --> 00:04:43.759 industries, but for other teams or companies 00:04:43.759 --> 00:04:46.899 that offered them one thing that John had refused 00:04:46.899 --> 00:04:50.860 to consider, the flexibility of remote work. 00:04:52.000 --> 00:04:55.720 Long commutes, rigid office hours, and constant 00:04:55.720 --> 00:04:59.240 supervision were driving them away. And so John 00:04:59.240 --> 00:05:02.199 had to face the hard truth that he was losing 00:05:02.199 --> 00:05:06.319 his best talent, not because of the work, but 00:05:06.319 --> 00:05:09.860 because of the environment he was enforcing left 00:05:09.860 --> 00:05:12.660 with fewer team members and mounting pressure 00:05:12.660 --> 00:05:16.000 from upper management john knew he couldn't continue 00:05:16.000 --> 00:05:20.879 on the same path he reluctantly allowed a trial 00:05:20.879 --> 00:05:23.959 period of remote work for his remaining team 00:05:23.959 --> 00:05:28.480 a move that he had always resisted and it was 00:05:28.480 --> 00:05:31.899 a cautious start He still required everyone to 00:05:31.899 --> 00:05:35.220 check in daily, give him regular updates, and 00:05:35.220 --> 00:05:37.180 attend virtual meetings that he feared would 00:05:37.180 --> 00:05:40.399 lack the productivity of face -to -face interactions. 00:05:41.180 --> 00:05:44.759 But to John's surprise, the team's productivity 00:05:44.759 --> 00:05:49.199 didn't drop. In fact, it surged. Team members 00:05:49.199 --> 00:05:52.100 started completing tasks faster, contributing 00:05:52.100 --> 00:05:55.040 more innovative ideas, and collaborating more 00:05:55.040 --> 00:05:58.839 freely during online meetings. the team felt 00:05:58.839 --> 00:06:01.660 energized by the new freedom to set up their 00:06:01.660 --> 00:06:05.160 work spaces and manage their own schedules and 00:06:05.160 --> 00:06:08.600 without the need to commute they had more time 00:06:08.600 --> 00:06:12.540 and mental clarity to focus on work and it showed 00:06:12.540 --> 00:06:17.040 in their output the work itself had not changed 00:06:17.040 --> 00:06:21.360 but the flexibility made them more engaged and 00:06:21.360 --> 00:06:27.629 invested in their roles And so, John's mindset 00:06:27.629 --> 00:06:31.230 began to shift. He realized that his constant 00:06:31.230 --> 00:06:36.709 supervision was rooted in a lack of trust. And 00:06:36.709 --> 00:06:38.930 with remote work, he couldn't check in on every 00:06:38.930 --> 00:06:41.850 detail, but he saw that his team was still delivering 00:06:41.850 --> 00:06:46.310 results. And so slowly, he replaced micromanaging 00:06:46.310 --> 00:06:50.029 with trust, allowing team members to manage their 00:06:50.029 --> 00:06:53.009 own time. He began to understand that the role 00:06:53.009 --> 00:06:56.100 as a project manager didn't have to be about 00:06:56.100 --> 00:06:59.360 overseeing every task it could be about guiding 00:06:59.360 --> 00:07:04.740 and supporting his team from a distance so john 00:07:04.740 --> 00:07:08.439 adapted to the new reality by creating structures 00:07:08.439 --> 00:07:11.759 that balanced autonomy with accountability he 00:07:11.759 --> 00:07:14.259 scheduled weekly team check -ins that focused 00:07:14.259 --> 00:07:18.220 not on status updates but on tackling challenges 00:07:18.220 --> 00:07:22.329 and fostering connection And he encouraged team 00:07:22.329 --> 00:07:25.149 members to share their progress, to ask for help, 00:07:25.170 --> 00:07:28.790 and celebrate each other's wins. And by doing 00:07:28.790 --> 00:07:31.970 so, he fostered collaborative culture where team 00:07:31.970 --> 00:07:37.230 members felt supported, even from afar. John's 00:07:37.230 --> 00:07:42.589 turnaround involved very specific steps that 00:07:42.589 --> 00:07:44.930 fundamentally transformed his team dynamics. 00:07:45.170 --> 00:07:50.250 And here's how it happened. Once John decided, 00:07:50.990 --> 00:07:54.129 to try remote work. He just didn't leave the 00:07:54.129 --> 00:07:56.930 team to figure it out on their own. He researched 00:07:56.930 --> 00:08:00.290 and implemented remote collaboration on many 00:08:00.290 --> 00:08:03.670 tools, including Microsoft Teams and other tools 00:08:03.670 --> 00:08:07.470 available. He also used project management software 00:08:07.470 --> 00:08:11.470 to keep things organized. So that structure was 00:08:11.470 --> 00:08:15.689 very important for clarity and ensuring everyone 00:08:15.689 --> 00:08:18.959 knew their responsibilities and deadlines. and 00:08:18.959 --> 00:08:22.560 every task had a name tied to it. He also established 00:08:22.560 --> 00:08:26.259 clear expectations that outcomes were now prioritized 00:08:26.259 --> 00:08:30.860 over hours logged. The message was simple. As 00:08:30.860 --> 00:08:34.059 long as the deadlines were met and quality remained 00:08:34.059 --> 00:08:38.639 high, team members could manage their own schedules. 00:08:39.100 --> 00:08:43.100 So instead of his usual quick check -ins, he 00:08:43.100 --> 00:08:45.580 shifted to outcome -focused weekly meetings. 00:08:46.480 --> 00:08:49.360 These weren't status updates or micromanagement 00:08:49.360 --> 00:08:53.340 sessions. They were designed truly for collaboration 00:08:53.340 --> 00:08:56.460 where team members could discuss the week's achievements 00:08:56.460 --> 00:09:00.419 and obstacles and next steps. He encouraged everyone 00:09:00.419 --> 00:09:04.299 to share their wins and their challenges and 00:09:04.299 --> 00:09:08.220 he created a safe space to ask for help or suggest 00:09:08.220 --> 00:09:13.139 improvements. These meetings fostered a sense 00:09:13.139 --> 00:09:15.600 of shared responsibility and helped the team 00:09:15.600 --> 00:09:18.360 focus on big picture goals, making everyone feel 00:09:18.360 --> 00:09:21.000 like the critical part of the project's success. 00:09:22.480 --> 00:09:25.639 And recognizing that remote work gave team members 00:09:25.639 --> 00:09:29.080 the freedom to be productive at their own pace, 00:09:29.440 --> 00:09:33.059 John allowed flexible hours with a core collaboration 00:09:33.059 --> 00:09:36.019 windows, three hours each day where everyone 00:09:36.019 --> 00:09:39.519 is expected to be online simultaneously. this 00:09:39.519 --> 00:09:43.000 window ensured real -time collaboration when 00:09:43.000 --> 00:09:46.120 necessary but also allowed everyone to manage 00:09:46.120 --> 00:09:49.000 the rest of their day around their personal peaks 00:09:49.000 --> 00:09:53.019 for instance team members could start early or 00:09:53.019 --> 00:09:55.779 work late as long as they were available during 00:09:55.779 --> 00:09:59.379 those three hours and this setup encouraged flexibility 00:09:59.379 --> 00:10:02.600 while maintaining a rhythm that kept the team 00:10:02.600 --> 00:10:06.840 connected he also knew that accountability was 00:10:06.840 --> 00:10:11.450 the key to remote work success. And so he introduced 00:10:11.450 --> 00:10:15.830 personal goal setting, really important. Each 00:10:15.830 --> 00:10:19.210 team member outlined their top three goals for 00:10:19.210 --> 00:10:22.029 the week, aligning them with the project's objectives. 00:10:22.669 --> 00:10:26.149 At the end of each week, they'd share their progress 00:10:26.149 --> 00:10:29.289 in the team meeting, and the goal setting process 00:10:29.289 --> 00:10:32.409 encouraged ownership of tasks and allowed John 00:10:32.409 --> 00:10:35.190 to monitor project milestones without needing 00:10:35.190 --> 00:10:39.740 to check in constantly. and so by focusing on 00:10:39.740 --> 00:10:43.120 the weekly achievements the team stayed motivated 00:10:43.120 --> 00:10:46.799 and accountable and john's need for a peer over 00:10:46.799 --> 00:10:50.779 the shoulders was replaced by trusting his team's 00:10:50.779 --> 00:10:55.929 dedication And to reinforce his new focus on 00:10:55.929 --> 00:10:59.389 productivity over presence, he introduced a reward 00:10:59.389 --> 00:11:02.710 system based on outcomes. He celebrated team 00:11:02.710 --> 00:11:04.809 members who met their goals with high quality 00:11:04.809 --> 00:11:07.950 work or went above and beyond to support others. 00:11:08.690 --> 00:11:12.529 This recognition wasn't about who logged the 00:11:12.529 --> 00:11:16.090 most hours. It was about the impact and the quality 00:11:16.090 --> 00:11:19.110 of contributions. John would give shout outs 00:11:19.110 --> 00:11:21.669 in team meetings. send personalized appreciation 00:11:21.669 --> 00:11:25.850 emails, and he even organized small virtual events 00:11:25.850 --> 00:11:29.970 to celebrate big wins. This shift from hours 00:11:29.970 --> 00:11:34.590 worked to results delivered significantly boosted 00:11:34.590 --> 00:11:37.590 morale and it helped align everyone with the 00:11:37.590 --> 00:11:41.509 project's mission. He also realized he needed 00:11:41.509 --> 00:11:45.970 to rebuild trust, both from his side and the 00:11:45.970 --> 00:11:49.299 team's. And so he scheduled bi -weekly one -on 00:11:49.299 --> 00:11:53.340 -one meetings with each team member. But rather 00:11:53.340 --> 00:11:56.940 than discussing tasks, these conversations focused 00:11:56.940 --> 00:12:00.840 on personal growth, well -being, and feedback 00:12:00.840 --> 00:12:04.580 on the remote setup. He would ask questions like, 00:12:04.720 --> 00:12:07.159 how are you finding this balance between work 00:12:07.159 --> 00:12:09.580 and life? Are there any challenges you're facing 00:12:09.580 --> 00:12:13.220 that I can help with? And this new approach fostered 00:12:13.220 --> 00:12:15.820 open communications and made team members feel 00:12:15.820 --> 00:12:19.720 heard, and supported, strengthening across the 00:12:19.720 --> 00:12:22.960 team. And so he recognized that some of the team 00:12:22.960 --> 00:12:26.360 members were struggling to disconnect due to 00:12:26.360 --> 00:12:29.220 the new remote arrangement. So to address this, 00:12:29.340 --> 00:12:32.899 he created a work -life harmony policy, setting 00:12:32.899 --> 00:12:35.919 boundaries that encouraged people to unplug after 00:12:35.919 --> 00:12:38.879 working hours. He discouraged sending emails 00:12:38.879 --> 00:12:42.080 late at night or on the weekends, respecting 00:12:42.080 --> 00:12:45.950 everyone's need to recharge. This policy helped 00:12:45.950 --> 00:12:48.049 team members maintain a healthier work -life 00:12:48.049 --> 00:12:51.149 balance, which reduced burnout, and helped them 00:12:51.149 --> 00:12:55.710 return to work more energized and focused. So 00:12:55.710 --> 00:12:59.929 now, with the team now operating remotely, John 00:12:59.929 --> 00:13:02.570 realized he could use some of their saved commute 00:13:02.570 --> 00:13:06.149 time for professional growth, and he introduced 00:13:06.149 --> 00:13:08.929 optional cross -training sessions where team 00:13:08.929 --> 00:13:11.190 members could learn each other's skills from 00:13:11.190 --> 00:13:14.440 coding techniques, to some other fundamentals 00:13:14.440 --> 00:13:19.259 and this cross training helped the team understand 00:13:19.259 --> 00:13:21.899 each other's roles better equipped them with 00:13:21.899 --> 00:13:24.539 skills to cover for each other if someone was 00:13:24.539 --> 00:13:28.539 available and the sessions fostered a stronger 00:13:28.539 --> 00:13:32.460 sense of collaboration and adaptability creating 00:13:32.460 --> 00:13:37.139 a more versatile and resilient team but perhaps 00:13:37.139 --> 00:13:40.539 the biggest shift With John's personal growth 00:13:40.539 --> 00:13:43.740 as a leader, he took time to study remote leadership 00:13:43.740 --> 00:13:47.320 best practices and adapted his management style 00:13:47.320 --> 00:13:50.980 to the needs of the team. He moved from being 00:13:50.980 --> 00:13:55.340 a watchful supervisor to a proactive facilitator, 00:13:55.399 --> 00:13:58.960 always looking for ways to support rather than 00:13:58.960 --> 00:14:01.980 monitor his team. He shifted from controlling 00:14:01.980 --> 00:14:05.539 every detail to empowering his team, which allowed 00:14:05.539 --> 00:14:09.299 him to focus on strategic decisions instead of 00:14:09.299 --> 00:14:12.480 micromanaging. His transformation didn't just 00:14:12.480 --> 00:14:15.659 save the project, it made him a more effective 00:14:15.659 --> 00:14:18.440 leader. As word of the team's remote success 00:14:18.440 --> 00:14:22.159 spread, John's team began attracting talent again. 00:14:22.200 --> 00:14:25.039 Former team members who had left for remote work 00:14:25.039 --> 00:14:28.399 returned, and new candidates drawn to the flexible 00:14:28.399 --> 00:14:32.059 setup and collaborative culture joined eagerly. 00:14:32.490 --> 00:14:35.269 John's reputation was transformed within the 00:14:35.269 --> 00:14:38.909 company and from being a rigid and traditional 00:14:38.909 --> 00:14:42.529 person to an adaptive leader who wasn't afraid 00:14:42.529 --> 00:14:47.129 to embrace change. So through this experience, 00:14:47.409 --> 00:14:52.009 he developed a new outlook on project management. 00:14:52.330 --> 00:14:56.090 He no longer believed productivity depended on 00:14:56.090 --> 00:15:00.210 constant physical presence. Instead, he saw the 00:15:00.210 --> 00:15:02.889 power of trusting his team, empowering them to 00:15:02.889 --> 00:15:06.409 manage their time, and focusing on outcomes rather 00:15:06.409 --> 00:15:10.250 than micromanagement. John's journey became a 00:15:10.250 --> 00:15:13.149 case study in the company for managers struggling 00:15:13.149 --> 00:15:16.590 with remote transitions, proving that flexibility 00:15:16.590 --> 00:15:21.289 doesn't just retain talent. It unleashes new 00:15:21.289 --> 00:15:25.769 levels of productivity and engagement. These 00:15:25.769 --> 00:15:30.259 changes had a profound impact. John's project 00:15:30.259 --> 00:15:33.340 saw remarkable improvement. In productivity, 00:15:33.659 --> 00:15:36.700 the deadlines were not only met, but they were 00:15:36.700 --> 00:15:40.460 often exceeded. And team members felt a renewed 00:15:40.460 --> 00:15:44.399 sense of ownership and enthusiasm, and their 00:15:44.399 --> 00:15:47.120 innovative ideas helped streamline tasks that 00:15:47.120 --> 00:15:51.080 had previously been time -consuming. His team 00:15:51.080 --> 00:15:53.360 became known for high -quality work and collaboration, 00:15:53.799 --> 00:15:57.860 attracting attention across the company. and 00:15:57.860 --> 00:16:02.139 the project succeeded beyond expectations and 00:16:02.139 --> 00:16:05.139 his success story soon became a model for others 00:16:05.139 --> 00:16:11.200 looking to embrace remote work hey on a side 00:16:11.200 --> 00:16:15.799 topic here i love trivia nothing is more exciting 00:16:15.799 --> 00:16:19.399 than to find oddball trivia i found this one 00:16:19.399 --> 00:16:23.919 time The Amazon Smile logo was designed to point 00:16:23.919 --> 00:16:26.360 from A to Z, to symbolize they sell everything 00:16:26.360 --> 00:16:32.860 from A to Z. And Google's first server was built 00:16:32.860 --> 00:16:36.120 using Lego bricks, because this was to house 00:16:36.120 --> 00:16:39.320 the 10 4 -gig hard drives they needed for their 00:16:39.320 --> 00:16:42.860 new search engine, which is so funny. 4 -gig 00:16:42.860 --> 00:16:47.120 hard drives. I remember those days. We thought 00:16:47.120 --> 00:16:51.779 they were huge. They weren't. So, what are the 00:16:51.779 --> 00:16:55.059 biggest work earthquakes? Took a little used 00:16:55.059 --> 00:16:57.700 option and made it mainstream because of the 00:16:57.700 --> 00:17:00.580 COVID -19 pandemic, and that is remote work. 00:17:01.659 --> 00:17:05.259 Few things can cause bigger arguments than remote 00:17:05.259 --> 00:17:09.680 work. But I have seen it boil down to three camps. 00:17:10.940 --> 00:17:13.900 One, for many workers who use a computer all 00:17:13.900 --> 00:17:18.019 day, it is perfectly reasonable to work completely 00:17:18.019 --> 00:17:21.230 remote. And there are many great tools to get 00:17:21.230 --> 00:17:25.950 the work done. Number two, hybrid work is where 00:17:25.950 --> 00:17:27.970 some days are in the office and some are remote. 00:17:28.529 --> 00:17:32.750 And three is that no remote work at all, all 00:17:32.750 --> 00:17:36.710 in the office, five days a week. And those are 00:17:36.710 --> 00:17:40.970 the three groups that it's boiling down to. And 00:17:40.970 --> 00:17:44.529 that pandemic brought about a massive shift towards 00:17:44.529 --> 00:17:48.670 remote work and flexible work. And many businesses 00:17:48.670 --> 00:17:51.289 adopted remote work to ensure the employee's 00:17:51.289 --> 00:17:54.089 safety during the pandemic and maintain operations. 00:17:54.809 --> 00:17:58.630 And this change highlighted the importance of 00:17:58.630 --> 00:18:01.269 technology infrastructure, communication tools, 00:18:01.410 --> 00:18:05.890 and work -life balance. So we had some good things 00:18:05.890 --> 00:18:08.910 come out of this. Employers began placing a greater 00:18:08.910 --> 00:18:12.309 emphasis on employee well -being, recognizing 00:18:12.309 --> 00:18:16.190 that the mental, emotional, and physical health 00:18:16.190 --> 00:18:19.829 of employees directly impacts productivity and 00:18:19.829 --> 00:18:23.170 job satisfaction. And this led to an increased 00:18:23.170 --> 00:18:26.130 support for mental health resources, wellness 00:18:26.130 --> 00:18:30.170 programs, and flexible scheduling. And many organizations 00:18:30.170 --> 00:18:33.109 started exploring hybrid work models, allowing 00:18:33.109 --> 00:18:35.269 employees to split their time between working 00:18:35.269 --> 00:18:38.930 remotely and coming into the office. And this 00:18:38.930 --> 00:18:41.430 approach aims to combine the benefits of remote 00:18:41.430 --> 00:18:45.430 work, that flexibility, with the advantages of 00:18:45.430 --> 00:18:51.349 in -person collaboration. And as technology continues 00:18:51.349 --> 00:18:55.349 to advance, businesses have been investing in 00:18:55.349 --> 00:18:58.509 upskilling and reskilling programs to ensure 00:18:58.509 --> 00:19:01.529 the workforce has the necessary skills to thrive 00:19:01.529 --> 00:19:05.670 in a rapidly challenging environment. This could 00:19:05.670 --> 00:19:08.069 involve training employees in digital skills 00:19:08.069 --> 00:19:10.829 or data analysis or artificial intelligence or 00:19:10.829 --> 00:19:14.210 more. Automation and artificial intelligence 00:19:14.210 --> 00:19:16.890 have been changing the nature of work in various 00:19:16.890 --> 00:19:20.089 industries, and while these technologies can 00:19:20.089 --> 00:19:23.430 streamline processes and increase efficiency, 00:19:23.769 --> 00:19:26.250 they also raise questions about job displacement 00:19:26.250 --> 00:19:29.849 and the need for employees to acquire new skills 00:19:29.849 --> 00:19:35.009 to stay relevant. And also with remote and hybrid 00:19:35.009 --> 00:19:38.690 work becoming more prevalent, managers have had 00:19:38.690 --> 00:19:42.559 to adapt their leadership styles. to effectively 00:19:42.559 --> 00:19:45.079 manage teams in virtual settings. Communication, 00:19:45.599 --> 00:19:49.240 trust building, and task coordination, those 00:19:49.240 --> 00:19:54.500 are all new challenges in this context. And the 00:19:54.500 --> 00:19:58.200 gig economy has continued to expand, offering 00:19:58.200 --> 00:20:00.920 individuals more opportunities to work as freelancers 00:20:00.920 --> 00:20:05.319 or independent contractors. And this trend has 00:20:05.319 --> 00:20:08.359 many implications for job security, benefits, 00:20:08.460 --> 00:20:11.799 and traditional employer. employee relationships. 00:20:12.460 --> 00:20:16.000 And companies have increasingly recognized the 00:20:16.000 --> 00:20:19.920 importance of regular feedback and engagement 00:20:19.920 --> 00:20:22.779 with employees. Regular check -ins, performance 00:20:22.779 --> 00:20:26.099 evaluations, and opportunities for growth have 00:20:26.099 --> 00:20:28.720 become essential to maintain a motivated workforce. 00:20:29.779 --> 00:20:33.880 And many businesses have shifted towards more 00:20:33.880 --> 00:20:37.559 sustainable practices. and embrace corporate 00:20:37.559 --> 00:20:40.480 social responsibility initiatives. And employees 00:20:40.480 --> 00:20:43.299 often value working for companies that align 00:20:43.299 --> 00:20:47.460 with their values and contribute positively to 00:20:47.460 --> 00:20:53.440 society. So to summarize, for employees, remote 00:20:53.440 --> 00:20:57.500 work often allows for flexible schedules. It 00:20:57.500 --> 00:21:00.059 enables employees to work during hours they find 00:21:00.059 --> 00:21:03.559 most productive or when it fits their personal 00:21:03.559 --> 00:21:07.259 life best. and without the need to commute which 00:21:07.259 --> 00:21:10.380 can be horrendously long employees can spend 00:21:10.380 --> 00:21:12.920 more time with family they can spend time on 00:21:12.920 --> 00:21:17.539 hobbies they can rest and return to a much better 00:21:17.539 --> 00:21:21.599 work -life balance and eliminating the daily 00:21:21.599 --> 00:21:25.599 commute saves a lot of time and reduces the stress 00:21:25.599 --> 00:21:30.339 and expenses associated with travel and also 00:21:30.339 --> 00:21:33.160 many people find they are more productive when 00:21:33.160 --> 00:21:35.400 working in a comfortable self -controlled environment 00:21:35.400 --> 00:21:39.920 without the typical office distractions and they 00:21:39.920 --> 00:21:42.359 can set up their own workspace as they prefer 00:21:42.359 --> 00:21:47.740 to boost comfort and efficiency and remote work 00:21:47.740 --> 00:21:50.859 opens up opportunities for jobs that are not 00:21:50.859 --> 00:21:54.400 limited by geographic location so as an employer 00:21:54.400 --> 00:21:57.380 and employees you both have many more options 00:21:59.149 --> 00:22:01.630 here's something that I don't think we've talked 00:22:01.630 --> 00:22:05.890 too much about the flexibility of remote work 00:22:05.890 --> 00:22:10.069 can contribute to better physical and mental 00:22:10.069 --> 00:22:13.829 health because they can establish an easier healthy 00:22:13.829 --> 00:22:17.990 routine and work in a stress -free environment 00:22:17.990 --> 00:22:21.890 now what's in it for employers okay we've talked 00:22:21.890 --> 00:22:24.829 from the employee point of view what about employers 00:22:24.829 --> 00:22:30.599 well You have access to a wider talent pool. 00:22:30.779 --> 00:22:34.279 You can hire the best talent regardless of the 00:22:34.279 --> 00:22:38.500 geographical location. Also, overhead costs can 00:22:38.500 --> 00:22:41.039 be reduced because you have less need for office 00:22:41.039 --> 00:22:44.779 space and utilities and supplies. Huge reduction 00:22:44.779 --> 00:22:50.799 in cost. And many businesses report higher productivity 00:22:50.799 --> 00:22:54.619 levels from remote workers as there are fewer 00:22:54.619 --> 00:22:58.609 office interruptions. flexible work arrangements 00:22:58.609 --> 00:23:03.109 can lead to higher employee satisfaction reducing 00:23:03.109 --> 00:23:06.869 turnover and reducing commuting lowers the carbon 00:23:06.869 --> 00:23:09.869 footprint so it contributes to more environmental 00:23:09.869 --> 00:23:15.509 sustainability and in a disaster a remote workforce 00:23:15.509 --> 00:23:18.789 can continue operations in various circumstances 00:23:18.789 --> 00:23:24.380 including natural disasters or pandemics a geographically 00:23:24.380 --> 00:23:26.299 diverse team can bring in different perspectives 00:23:26.299 --> 00:23:29.180 and insights which can be very beneficial for 00:23:29.180 --> 00:23:33.400 global businesses and it's not all positive i 00:23:33.400 --> 00:23:36.440 would be very remiss in not discussing the problems 00:23:36.440 --> 00:23:38.980 you're going to encounter because i did remote 00:23:38.980 --> 00:23:42.940 work for many years even before i became famous 00:23:42.940 --> 00:23:46.180 and while there are many benefits it comes with 00:23:46.180 --> 00:23:50.150 challenges for isolation overworking the need 00:23:50.150 --> 00:23:53.549 for strong self -discipline, the necessity of 00:23:53.549 --> 00:23:55.269 effective communication tools and practices. 00:23:55.789 --> 00:24:00.369 So both employers and employees need to be very 00:24:00.369 --> 00:24:05.009 proactive in addressing these challenges. One 00:24:05.009 --> 00:24:07.890 of them is under a weird name. It's been called 00:24:07.890 --> 00:24:11.849 the time zone tango. Basically, it's how do you 00:24:11.849 --> 00:24:17.140 coordinate work across time zones? Not too bad 00:24:17.140 --> 00:24:20.220 if you're in some place like the United States, 00:24:20.400 --> 00:24:24.680 one country. It's tough enough there. It gets 00:24:24.680 --> 00:24:26.900 really tough internationally, and I've done it. 00:24:27.079 --> 00:24:31.539 It can be fixed. It's just tough. And this is 00:24:31.539 --> 00:24:34.160 the movement of scheduling and rescheduling meetings 00:24:34.160 --> 00:24:38.400 and deadlines to make sure that team members 00:24:38.400 --> 00:24:42.140 who are spread across many geographical locations 00:24:43.000 --> 00:24:46.900 can be involved properly in the work. And it's 00:24:46.900 --> 00:24:48.579 one of the unique challenges of remote work. 00:24:49.240 --> 00:24:52.859 It requires flexibility, clear communication, 00:24:53.259 --> 00:24:59.160 and frequently creative scheduling. Now, this 00:24:59.160 --> 00:25:03.019 one I have never done, but some people are doing 00:25:03.019 --> 00:25:06.160 it, and it seems to work well for them. And it's 00:25:06.160 --> 00:25:10.339 called Virtual Coffee Breaks. You get on an online 00:25:10.339 --> 00:25:14.980 system like Microsoft Teams, And these are informal 00:25:14.980 --> 00:25:18.079 online meetings. It's not a meeting where you 00:25:18.079 --> 00:25:21.420 discuss work directly, although you may. It's 00:25:21.420 --> 00:25:23.259 just to get together. Hey, let's all meet at 00:25:23.259 --> 00:25:25.799 10 o 'clock and see how it's going on. What's 00:25:25.799 --> 00:25:28.000 happening in your world? How's the weather? Those 00:25:28.000 --> 00:25:32.119 kind of things. And the goal is to reduce the 00:25:32.119 --> 00:25:35.660 feelings of isolation, maintain a sense of team 00:25:35.660 --> 00:25:39.000 unity, and the benefits that come from that. 00:25:40.799 --> 00:25:45.619 So, Business management is going to have real 00:25:45.619 --> 00:25:48.819 concerns, and they're real. I'm not going to 00:25:48.819 --> 00:25:53.640 ignore them. And the concerns are around control, 00:25:53.839 --> 00:25:59.119 productivity, and culture. One of the problems 00:25:59.119 --> 00:26:03.940 is lack of oversight. Managers may feel that 00:26:03.940 --> 00:26:06.900 they have less control over their teams when 00:26:06.900 --> 00:26:11.750 they can't physically see them. Clear issue. 00:26:12.289 --> 00:26:14.970 This can lead to worries about whether employees 00:26:14.970 --> 00:26:18.549 are effectively managing their time and staying 00:26:18.549 --> 00:26:22.410 productive without direct supervision. And remote 00:26:22.410 --> 00:26:25.789 work can complicate communication and decrease 00:26:25.789 --> 00:26:29.450 spontaneity in interactions. Managers might be 00:26:29.450 --> 00:26:32.569 concerned about delays in communication or misunderstandings 00:26:32.569 --> 00:26:36.430 or the loss of quick, informal exchanges that 00:26:36.430 --> 00:26:41.579 often spark innovation and problem solving. And 00:26:41.579 --> 00:26:44.039 there is a traditional belief in some quarters 00:26:44.039 --> 00:26:47.380 that employees work best under direct supervision 00:26:47.380 --> 00:26:50.640 and that remote work will lead to slacking off. 00:26:51.220 --> 00:26:54.319 And despite numerous studies showing that remote 00:26:54.319 --> 00:26:57.259 work can increase productivity, the perception 00:26:57.259 --> 00:27:02.299 persists in some circles. Maintaining a strong 00:27:02.299 --> 00:27:05.019 company culture is tougher when employees are 00:27:05.019 --> 00:27:08.640 dispersed. And upper management will worry that 00:27:08.640 --> 00:27:11.730 without a central working location, employees 00:27:11.730 --> 00:27:14.410 will feel less connected to the company's goals 00:27:14.410 --> 00:27:18.049 and to each other, potentially weakening team 00:27:18.049 --> 00:27:23.410 cohesion and company loyalty. And remote work 00:27:23.410 --> 00:27:25.970 increases the risk of cybersecurity breaches. 00:27:26.009 --> 00:27:29.650 As employees access company networks from various 00:27:29.650 --> 00:27:33.109 and sometimes insecure locations, this can be 00:27:33.109 --> 00:27:37.410 a significant concern for management, especially 00:27:37.410 --> 00:27:40.710 for those that have incredibly sensitive, or 00:27:40.710 --> 00:27:43.089 proprietary information which probably is everybody 00:27:43.089 --> 00:27:47.990 and transitioning to remote work involves significant 00:27:47.990 --> 00:27:51.529 changes in organizational structure and processes 00:27:51.529 --> 00:27:55.750 and some leaders might resist this just due to 00:27:55.750 --> 00:27:58.710 the uncertainty and up -front investments due 00:27:58.710 --> 00:28:03.599 to it so addressing these concerns often involves 00:28:03.599 --> 00:28:06.559 demonstrating the effectiveness of remote work 00:28:06.559 --> 00:28:09.559 through solid management practices, robust communication 00:28:09.559 --> 00:28:13.559 tools, and clear productivity metrics to evaluate 00:28:13.559 --> 00:28:17.880 this, not to mention strong cybersecurity. And 00:28:17.880 --> 00:28:21.559 this can help in gradually shifting the perspective 00:28:21.559 --> 00:28:24.440 of upper management towards viewing remote work 00:28:24.440 --> 00:28:28.839 more favorably. Well, that's a wrap on today's 00:28:28.839 --> 00:28:31.660 episode of Ignoring the Rules. I've untangled 00:28:31.660 --> 00:28:33.900 the cords of remote work and the pivotal role 00:28:33.900 --> 00:28:36.880 in project success. But remember, managing a 00:28:36.880 --> 00:28:41.119 remote team is somewhat like herding cats. But 00:28:41.119 --> 00:28:43.579 you can do it. And I've covered everything from 00:28:43.579 --> 00:28:46.740 virtual coffee breaks to time zone issues, proving 00:28:46.740 --> 00:28:49.259 that you don't need to be in the same room to 00:28:49.259 --> 00:28:51.720 create something amazing, though you might need 00:28:51.720 --> 00:28:54.700 to be in the same virtual meeting room. Don't 00:28:54.700 --> 00:28:57.740 forget. While remote work lets you attend meetings 00:28:57.740 --> 00:29:00.259 in your pajamas, it requires the right tools, 00:29:00.559 --> 00:29:04.160 it requires trust, and a whole lot of communication. 00:29:04.660 --> 00:29:07.500 Because the only thing worse than a bad internet 00:29:07.500 --> 00:29:10.680 connection is a misunderstood email or comment 00:29:10.680 --> 00:29:14.619 that was supposed to be funny. Hey, thanks for 00:29:14.619 --> 00:29:16.799 tuning in. Make sure to join me next time on 00:29:16.799 --> 00:29:19.460 Ignoring the Rules, where I'll dive into the 00:29:19.460 --> 00:29:21.720 digital tools that make remote work feel less 00:29:21.720 --> 00:29:24.940 remote. Go to WayneRobertson .com to get all 00:29:24.940 --> 00:29:27.420 the latest information. And I look forward to 00:29:27.420 --> 00:29:30.579 seeing you next time on the next podcast episode 00:29:30.579 --> 00:29:32.519 of Ignoring the Rules.