Working Remotely: The Great Debate

Working Remotely: The Great Debate

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00:03
so you know Dave Berman earlier talked about the remote worker population and this has always been always been a debate about how does it work should it work how does it work how do you how do you get people to work remotely productively so this is going to be a great session called working remotely the great debate and we have a special guest moderator today Santi zubatov Skee
00:35
who is a general partner at emergence capital Santi welcome thank you thank you thank you very much thank you and welcome everyone it's great to see so many people it's great to see a lot of familiar faces here at some topia so I'm Santi I'm gonna be the moderator for this great debate very I'm a general partner at emergence capital venture capital firm investing in enterprise cloud companies where he was coming and we're proud partners and Friends of zoom
01:07
so we've been working with this team for a few years now and it's amazing how far they've come and how much they are changing the way people work we're seeing a lot of zoom in environments where you have remote workers but what's also amazing is that we're seeing zoom being used within offices even for us sometimes were all in the office and were on zoom so the big question that we're going to try to answer today is
01:39
just remote worker increased productivity and make an organization better we're going to ask you to vote let's see if we can get to the slide there you go if you can go to zoom dot us forward slash before debate and cast your vote just say if you if you'd rather have a remote worker force or an office and what we're going to do is we're going to have a debate and we're
02:15
going to ask the same after the debate and we're gonna see if there's been any changes in how people are voting and that's how we're gonna pick our winner the format that we're gonna use is I'm gonna ask the speakers two questions and after each question they're gonna have three minutes to make their case and then the other speaker is going to have one and a half minutes for a rebuttal and after we ask these two questions we're going to open it up for
02:46
the audience to us questions so start thinking about the questions that you want to ask this great leaders and now I'm going to introduce our two speakers Manny budino and wait faster some please help me welcome Manny and wait [Applause] so many is a co-founder and CEO of outreach our sales engagement platform that enables companies to close more deals outreach origins are interesting many started a talent recruiting company
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and in order to sell more of his services he created an internal tool that then became outreach people were more interested in that internal tool than in the in the talent recruiting services and we've heard a lot of those stories like Twitter and Yammer all internal tools that ended up becoming great companies so we look forward to seeing where you take outreach many has raised over sixty million dollars and the legend says that he raised his first
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ten million dollars with just one slide so he's going to show us that he can be very convincing here and then Wade is a founder and CEO of Xavier you made me trip there that pier because it makes you happier and I've always pronounced it zapier but then he said don't say is a pure because we wanted was a pure and now he made me trip thank you wait so remember it's zap here because it makes you happier well step here is a platform that allows to
04:26
connect your apps and automate workflows zapier has been very capital efficient they've only raised a small amount of capital and they've been growing profitably over the last few years what's interesting is that over 1.4 million people have created more than 10 million zaps that's an incredible and then what's also interesting is that Wade is a big supporter of remote workers they even have a policy adhi location policy where they're offering
04:58
employees ten thousand dollars to move away from San Francisco so yeah quite interesting so make sure that you vote let me go back to zoom dot us before debate and now we're going to kick it off with the first question and the first question is about culture one big questions when we're looking at remote workers versus in office workers well organizational culture may be difficult to define and tricky to manage
05:30
it can have a powerful impact on individual and corporate performance research shows that organizations that cultivate a positive culture around a set of shared values have an advantage over competitors but the question remains can companies define a culture when not all the employees are within the four walls of the building do employees need to be in an office in order to understand and embody company culture so the question is can leaders
06:01
bring death flex workers into their organizations cultures and if so how so we'll start with Manny he'll have three minutes and then we will have three minutes thank you thank you very much for coming so from our point of view being in person is is fundamental to our company culture and a company culture is one of execution is one of rapid learning it's a one of a speed and one of the support and inclusiveness and the only way you build culture is really the outcome of what
06:32
you do every day it's not something you define on a piece of paper is rather what how people behave with each other in culture is mostly built on trust so the more trust and the more the more trust that flows among your employees and your team members the faster that culture will build itself and and the word of mouth will carry it out now one of the studies that I looked at in awhile ago that really sort of cemented my my conviction to have everybody in the office was a study by by a professor called sandy Pearlman from the MIT human
07:03
dynamics lab that talks about how the majority of the communication between humans happens in the nonverbal way meaning the cues with your hands the imperceptible movements of your face really creates the link between two humans that will establish that trust that will say you're now angry you're now set you're now lying to me you're not telling the truth you're now uncomfortable you're allowed to be excited and a lot of the things if you if you if you notice a lot of things are perceived not by the tone of voice by the reactions in the face and you
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feel it before you know it and that's a part that is important to me is that they face-to-face communication is quintessential to who we are as humans and for that reason we feel that we can learn as a team it's a mental culture faster if we're all together now you can make the argument that video source of these problems because you can see the same interactions of video the problem with video is that many times people feel uncomfortable getting on videos like especially if you work from home and you get up in the morning you get your cup of coffee and then you sit down and work where you're not looking your best and you don't feel comfortable getting on camera this
08:06
happened to me literally yesterday I call my wife and I wanted to FaceTime with her because I want to see her the baby right before they go off to bed and she replies saying I don't want to get on camera because I had a long day and I look ugly and I'm like baby you know that I see you every morning when you wake up right and I can see that it didn't matter to her like it was the moment of comfort before they turned her around and she's like okay I'll jump on camera and do it so the barrier of like jumping in the camera and see yourself in the and in this display and knowing
08:37
that somebody else is seeing you it's really powerful and you prevent from me bits built that trust the communication that Speedos learning that I really need for my team to be high-performing and I have to make those secrets so yeah that's my argument Thank You Manny wait yeah I think this is a good question one of the interesting points of the question is that it assumes that you do have an office but maybe some folks work remotely counter to this I think culture is actually it's much easier if you decide to all be in an office are all
09:07
being remote I think it's much different much more difficult to choose to have a split office because if you have an office like that you have to cater to two types of workers those that are in the office and then those that are that are remotely so I do think it is important to choose one or the other to be in an office or to be remote when you're able to cater to remote workers it's a lot easier because you can have exactly the setting that works for folks who are working remotely
09:38
and this is because you can design like all the systems and processes in your organization to work exactly for them when you split them you don't have it doesn't work as well because you have the second-class citizen and a remote worker who kind of is an afterthought most of the interaction happens in the office and the remote worker kind of gets left behind so I think it's important to split then how do you foster culture and camaraderie in a remote setting I think you can do things introduce programs to keep this I for
10:10
example we do things like weekly pair calls via zoom that hope you get to know various teammates we do things like semiannual retreats to do get in person and have some of that higher bandwidth things which you can do if you save the money you save from having an office you can pour into travel to help folks get together I think you can create things like we use slack so we have a lot of off-topic discussion channels to foster kind of some of that water cooler environment I think the big thing is that as long as you have a shared
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culture and a shared set of shared values that everyone can agree upon and can rally behind then it becomes a lot easier for everyone to execute on that no matter if they're in an office or if they're remotely Thank You Manny any follow-up comments yeah so we we have slack as well we have a very similar stack as way to us and the what I observe is that people who rather handle slack they get on a video generally but to have a conversation to have the same
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feeling of spontaneity and brainstorming something that sort of comes in the middle of a day people immediately get into a stock into a back and forth on text and you completely lose about 90% of the human communication that is face-to-face so unless you have a culture that is deeply embedded in are your videos on all the time you have to you don't have to make it a thing right like what you don't have to like alright turn on the video like unless you have you don't have that which is a huge human bias then you could make it work but in general like slack it's actually
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preventing my team from getting more face to face and I I push people to actually get to meetings get into get into areas of the word they're all together and they can actually see their faces yeah I so counter to that I think one of the things that actually does makes lack a nice tool for having these debates is that it is written in text so it's referenceable later whereas a video it's tougher to do it also is more inclusive because folks who aren't eager to speak up in a meeting or maybe there's someone
12:15
who tends to dominate a meeting this is in an in-person meeting they have the opportunity maybe a more introverted person to respond via text and slack so I think that's a really good place to do it I also think you can set up etiquette inside your your company to help you understand when is the right time to maybe escalate something from a chapter end to maybe a video tred threads so you can say okay we're clearly having a tough time getting through let's jump on a video call let's get on Zune so we can see those things that are really important those facial interactions
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understand where people are coming from interact in real-time which is helpful because you can you can kind of more quickly get to the heart of issues than you can over chat so I think it really comes down to setting up the cultural etiquette and standards around hey when do we communicate in this medium when do we need to move to another medium and making sure everyone kind of understands those rules so that when these situations are wrought arrive there's a standard about it there's not someone who says look I don't prefer to do it this way we all understand what the
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benefit of doing it this way is so we do it because it knows that we're gonna get the best outcomes that way thank you so it seems that I mean there are some advantages and some disadvantages when you're talking about culture and he feels I mean what I hear you guys say is there's stuff that you get when you're face to face that it's hard to replace and then when you're using all these tools like zoom slack and others it can get you close to there but it also meets
13:47
a lot of management and delivered purpose and how you're managing those tools because it just doesn't happen I mean you need to manage that culture so it feels that it requires a lot more active manager when you're when you're dealing with people who are not in the office because you need to create those opportunities which will get us to our second question and our second question it's a key question that a lot of leaders are asking themselves and that question is
14:17
about productivity so when it comes to productivity between 2012 and 2016 the share of employees who spend 80 percent or more of their time working remotely grew from 24 to 31 percent and Dave Berman was also sharing some stats and that number is projected to increase in the next few years not all business leaders believe that that's a great way to go recently IBM told thousands of employees that they either need to show
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up at the regional offices or leave the company also last year insurance giant Edna began to cut back on remote worker prog programs so what more employees are working remotely not all executives believe that they should because it could take a head on productivity what do you think about productivity and how do you measure productivity have you guys done AV testing and what do you think about productivity and remote workers and now we're gonna start with
15:20
Wade yeah I think remote work allows you to be more productive because it allows you to design your work environment in a way that is perfectly suited for you so if you're at home you can crank the music up loud you can turn it down soft you kind of AC high you can have it low you can get up and pace around you can sit you can have a pet around so you can have an environment that is best and suited for you whereas if you're in an office you don't get that instead you have to take the median acceptable office environment which is often not a
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preferable environment to anyone it's just the least offensive environment for each of us on top of that the office is often full of distractions for the worker so it's really impossible oudh you're often getting tapped on the shoulder with distractions which are socially hard to ignore you can't just say like a meal and then as a result a lot of folks either tend to work later or they'll go to a coffee shop to get one or they'll do the dreaded work from home day to actually be productive and so I think
16:24
when you work remote it's a lot easier to tune out a lot of these types of distractions that you tend to have in a office setting now the caveat here is you're gonna have to may maintain a strong hiring bar so you're gonna need to make sure you're bringing in folks that are independent and can work independently without with more autonomy the good thing is this actually should be easy since you have access to a global talent pool so being instead of being restricted to the 30 miles around you where there may be limited set of talent you can actually hire anywhere so
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there's an enormous amount of productive people in the world so you shouldn't have a tough time keeping a very very high hiring bar which i think is really good lastly I think counter to most people's intuition my experience has been that remote workers tend to have the problem of overworking more so than under working so you're gonna have to have a good management structure that helps coach remote workers on how to set up those look at work/life balance and keep themselves from burning out route so I think it's more often that you as a manager will have to tell people hey it's ok to set aside set aside your
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machine take some time off more often than you'll find yourself saying hey why didn't you show up to work today Thank You Manny yeah it's interesting that we recently hire about five people who came from remote working environments and it's interesting that they all mentioned the one thing that they're missing and that is a sense of community and what we offer and if you look at the service that have called the Millennials that is the thing they crave the most it's be having a sense of belonging a sense of unity a sense of direction that only
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comes from being in an environment that is fostering that so for us the way that it shows up in productivity is two-way first of all is on ramping meaning we have one of our core values is that we find strengthen in diversity and in difference of an opinion but to do that you actually have to go out and hire people who don't look like you people who come from many different walks of life different colors different religious and finish finalities and the majority of those people don't have experience the industry we're in so we actually have to spend time onboarding them and making sure they are successful and there's two problems with doing this
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remote one is that people who are having trouble who are stuck have a really hard time asking questions meaning people will always think that I'm bothering somebody or and we're gonna have I'm gonna have to interrupt somebody out of the flow to ask a question so it's way easier to interrupt them and say are you having are you are you doing okay are you how are you coming along with this task how are you how are you making progress in the ability to create that bond it's hard it's really hard to replicate when you're not in person so the ability to on board a very diverse set of talent is far easier and far less encumbered when
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you're writing person the second part is the obvious one which is this continuity the spontaneity rather of ideas is that it's a meeting in the cafeteria it's a meeting in the lounge room is that it's an impromptu meeting it's a whiteboarding session that all of a sudden has five team members collaborating on a particular piece of idea is the ability to celebrate your wins as a team is the gong being rang in elegantly goes in claps that is really really hard to replicate at home because you will get up in front of your computer in clap and like you know
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that's three anti-climatic cause your wife tells you to quiet down at the baby sleeping so it's the office gives you actually a lot of Liberty around being yourself and being part of this community and I wouldn't exchange it for anything else so many talk about community and that sense of you're part of a team so how do you how do you deal with that when you're not in the office yeah I think this is an interesting one you know Manny mentioned diversity I think it's much easier to do this when you're hiring from a global talent pool we have folks in 15 different countries who
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speak more than a dozen languages we have people from all across the world which there's no better way to get true global community than to do it remotely because you'll have so many different ideas and backgrounds coming from together all across the world to help work on this product and I think that's really fun to do because for us we have two million users we can interact with all these users across the world in the cities that they're end and build that true sense of community with our users and then we can use tools like slack and zoom to help build camaraderie amongst each other yes it does have to be
20:36
more intentional as you mentioned Santi we have to set aside these guidelines and etiquette to help make sure that stuff happens but I Garg you that's a good thing even if you are in an office is to define what your culture is to define what those guidelines are to help you build a sense of community even in the office even further I would say we mentioned the the the sideline brainstorming session the random spot annuity I think that is important but most of your day is actually spent executing on particular tasks so it's important to have that isolated focus
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time where you can go dig into that instead assign some of those brainstorming opportunities for later oftentimes that's the 10% of work not the 90% of the work so you should optimize your work environment for the 90% and not the 10% thank you many you and I were talking about cultural differences and we talked about diversity so do you feel that in office workers that's better for some cultures and some other cultures are better off with remote workers or I don't think
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it's culturally I think it's more the type of people you attract that is more okay being at home and being you know separated physically from everybody else and because we want to include everybody we we make it a point of having Quietus in the office in those days you can potentially even work for home and meaning we don't have any meetings but for us to really be inclusive we need to really draw out your best ideas from everybody that we hire you know sometimes you have to like point to the
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person I mean like looking forward to hearing your idea right now in the middle of this team and I've been brings them in and builds a bond that it's really hard to to build when you're not in person like sometimes when you want to make a point you want to touch the person right next to you say hey this is what I mean when I say what I say yeah and it's really hard to do the touch online thank you okay so we're gonna open it up for questions from the audience so I there's one there yeah and I see that all the time when people
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jump on assuming from my different offices they so the question is how do you make sure that people are on camera they want to be on camera versus it's either you turn on your camera or your fire and I agree with you have a hard time myself this is what we have we have a hassle we have a couple of offices and when we jump on xone call the majority cameras are off and I'm liking this looses 70% of the communication value
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were about to have right now my experience is the exact opposite across the hundred and ten folks and zapier videos are always on we want to see each other we want to engage with each other when you're in an office you're seeing people's face to face why if your office is zoom if your offices things like that face is important so I think it's just setting your cultural standard that that's half that happens you don't fire people if they don't do it but if it's the social norm people are gonna opt to do with the social norm so if it's if you as a
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leader or showing I'm on video camera and all these calls and doing it this way people are gonna follow suit and do it that same way as well thank you more questions hi I was just gonna suggest that having that discussion about how to use video is important I know and in my organization we discussed video as an alternative to travel but with an excellent explanation that in order for that to work people have to be willing to fully commit to it you have to be as
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in a video meeting as if you were sitting in the room which is not to say people don't open their laptops and do something else when they're in a room but you know and that includes having good audio good video good lighting and and committing to be there face to face for the meeting unless you know you have to be in your car or something so I've been involved with several groups where we simply start with having that level setting discussion that this is a requirement if it isn't gonna work then we're gonna have to figure out how to meet face to face which is gonna be much more costly and difficult I think just
25:04
assuming that people are gonna turn on a camera now if it really is part about organizations cultural yeah but I think when you're starting out with this stuff just assuming that people are going to use it the way it's intended you're likely to be disappointed I think it's worth having that conversation and setting that norm upfront at the beginning thank you agreed any additional questions it's all it's hard for me to see from here thank you you've presented kind of
25:40
an either/or either it's a culture remote or it's a in person what I'm interested in is hybrid which is what I've experienced the most and where I've seen meetings as being the biggest challenge so I was wondering if either of you could share your experience with hybrid meetings in a culture that you know that's a good question and and I would add to that when does it
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work better to have people in the office and when does it work better to have them remote yeah so I'll take a crack at so we personally have a particular structural requirement which is we sell to enterprise customers an enterprise customers need that we are secure and to prove to them to worry secure we have to have security certifications from an ISO 27001 psyched to type 2 etc so that rather requires a whoever touches our customer information has to be novel Kyle that is certified so that pretty much forces or entire development team
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to be in an office that's a regular point of work now that said because there is days that we need to be head down and we are actually cranking on work there is two days a week that we are it's mandatory no meetings in those days we encourage people to work from whatever you can come into the office you can work from home you can work from our coffee shop and the idea there is that it's at those we keep we try to put some guards around the the periods in
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which is okay to brainstorm and have people on the shoulder and have those improve the conversations that's it most people choose to come to the office anyway those two days and it is because I think that they miss that interaction and docume retiree to follow on to that I think when you're in a hybrid scenario you have to do your best to kind of even the playing field for everyone that's participating particularly for the remote workers because it's very easy for them to feel excluded from that so I think setting kind of some standards around how you collaborate with them is really important some
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things I've seen work so if you're a zoo music user if you're in the office instead of all gathering in a conference room stay in your own individual workspaces fire up the zoo meaning separately so that everyone is dialing and it's kind of operating from the same standpoint try to do your best to document all your decisions and things like that so if it's happening in the office and you have that side conversation make sure that the outcomes of that decision get logged somewhere whether it's in slack or email or something that helps incorporate those folks who are not there to participate
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in that meeting so you're gonna want to make sure that all the kind of interaction points that happen in an office that can happen kind of in private or in a silo don't get locked away and become excluded to just those few people that were participating you're going to want to set up kind of some standards that make sure that those in office interactions can be can include the folks who are not in the office that are in those remote settings so I think that's a really important thing to set rules and standards about because if you don't do that the natural
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tendency is to gonna be exclude those remote workers and create kind of a second-class citizen there so it's really important to make sure to have that conversation about how are we gonna include these folks how are we gonna make sure that they are successful and then we're not just hoping that they figure it out on their own because if you hope that they figure it out on your own they're not gonna have the support or the resources needed to be successful question sorry yes sir so one quick question was how do you deal with different functional groups across an organization where for one section of
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the company you know the video may not be all the time but optional versus other groups words you really want to definitely have the video and the face-to-face right how do you standardize across organization yet still allow differences among the different groups so the question is how do you allow different organizational pieces to have different norms you know I think those I think it depends on the the piece in the organization what their needs are and
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their requirements are when it comes to communication though that's a very human thing and we all experience it very similarly so I don't think that there is much difference whether in your marketing function or a developer function like communication still is kind of a human thing and it there is probably a set set of or a deterministic set of standards that you need to hold kind of across the organization you probably don't need to be dogmatic about it so maybe there are legitimate things that you do a little differently so for
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like when for example when our engineers will get on a call maybe it's two pair on code and so they're actually just sharing screen the whole time and looking in code so maybe video is not really as necessary because you know the the the project they're working on is code they want to see the code and not a face so I think there's situation situations where it doesn't apply and I think you need to be open to the fact that like sometimes those things aren't that way and no have set a culture where it's okay there's that folks understand
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these are guidelines and not rules and if you break them it's okay like we are doing it with the best intentions in mind yeah good question there was a question here this one there yes so you obviously made this decision to have a remote workforce I'm just curious what were they maybe two or three underlying reasons that drove you in that direction this is a
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funny question because this is one Manny and I spend a bit time talking about before hand there's a lot of reasons and pros and cons to these things but often the reason that sets you down a path of remote or oftens are very situationally dependent so for us the reason we ended up being remote was that one of my co-founders needed to be in Missouri and we needed to be in California and so we went down that path when we started hiring we didn't know very many folks in the Bay Area and the folks at the very beginning of our company when it was just the three of us the first people we wanted to work with
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were Pasco workers that we knew we could collaborate with and be successful with one was in Chicago another was in Columbia Missouri so we just took the best people we'd worked with where they were at and said we're gonna make it work that way so the fact that the best people were in different locations set us down this path of remote now along the way we've found tons of benefits like things like recruiting is a lot easier we have much stronger retention there's significant cost savings all that stuff we've realized along the path but and I think it is a good reason why
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you might do it but that didn't actually play into our decision it was very situational independent at the beginning it same for us we we started in a dinky little office in Seattle the four of us and we just had a bigger office and there's more people but there's always being the four of us to the point that we crave that that the energy that we drive from each other and now from a larger team that we look for ways to to get together even on the weekends we grab a few people go go go out for
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drinks or go to the park and whatever and and I feel it that's very stimulating for us so we so grow up that way and we stay that way two more questions one here and one there and then we're gonna have to wrap up thank you okay thanks a question I guess for both of you would be what would you like to see next so Manny for you like if if a piece of technology or a set of tools could be created that would allow you to tap in to the benefits the clear benefits of a
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remote workforce that just you know what would that what would those technologies allow you to do what would you like to see happen next so you could retain the benefits that you have now but then also tap into the the benefits of a remote workforce and then wait for you like you're immersed in this so what would what are some of the pains even though you're committed to it like what would just make it so much better like really amazing good I'll take a crack at it so the first thing is that I would love to there's so many availability
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around the remote there's something you will eventually run into it and there is no even when you open an office that office will be remote and you'll have to find a way to maintain your culture and keep driving that office has this remote I feel that if there is any way to have more ubiquitous nosov the of the feed of the stream of like more cameras more more shots of what's going on and a better way to interact I guess we're getting kind of like similar to fire Fahrenheit four five one I think that's
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a book where there is a camera in every living room and you can see everybody so it gets a little creepy but it is important for you to see the whole human not just a human who is interacting with you at that particular point when you were having a conversation but the whole of it like being able to you know take a break together know where you are and so that we can commence a conversation know when you're busy so that I don't bug you so ways to codify that social norm in a way that is it's in a video feed would be would be would be amazing of course you know 3d video will be you know kind
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of like Star Wars that we kind of cool so there's two things that I think would make it a lot simpler or easier for us the first is pervasive strong internet bandwidth connection globally so in every country nation in the world real strong connections that makes video and things like that so much easier so it really allows you to tap into talent in places that maybe aren't as well connected so that's the first one the second one I think is seeing our
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governmental agency is work to better accommodate these types of setups there's a lot of compliance challenges that you have to tackle in a remote setting that typically or governments aren't used to this so I think there needs to be some innovation on that front to help accommodate different types of work forces as well also the the last factor on it is it's a human factor it's a fact as this gentleman right here said it's that people don't get on I just don't see people getting on videos as frequently as I would like to there is the whole self-awareness that I'm seeing my face and doesn't look
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like I imagined it to be and all of a sudden you're not a video and that is that kills the entire premise so maybe zoom should have a feature that prevents you from seeing your own feet then maybe that could very well be it oh there that makes you less than other the zoom does have the touch up feature that makes you yeah we discovered that a while back in case you didn't know know worried about are you look good last question yeah in our organization we use both the touch-up and the I don't see myself yeah
36:42
it helps a lot so my question is related to culture wait we you you talked a lot about how important is to set up and talk about the cultural etiquette and behavioral norms to make sure that everybody follows that and I am very interested in the metrics for cultural success let's say and how often do you how often and how do you measure how happy your remote workers are and how well you're doing culturally yeah a great question so one
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of the things we started this year is doing employee surveys so we do this every six months it's a variant of like a Net Promoter Score so it's you know would you recommend working its app your different scale of one to ten so we've run that every six months and to understand how different people affinity towards the organization is changing and as you know certain we track it on a department basis so if we see things you know waver in one direction or other we know maybe there's a leadership change that needs to happen to better
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accommodate the changes in that set of the organization so I think that's one to I think you need to invest in management and training management and teaching management it's it's very important even strong managers coming from other organizations you need to think about how you're onboarding new teammates into your organization and since remote is such a new phenomenon people tend to be very open to having those conversations right out the gate so when they first join your company folks tend to be a sponge around this so take take advantage of that opportunity
38:14
to address these things in the first you know first a week on the job and talk about like hey here's the things that are gonna make you successful in this in remote environment it is different than what you're used to in an office these are the things we've done we've done these for six plus years we know they work so let's do it this way if you notice things too that aren't working for you let us know we're open to that this is kind of a grand experiment so let's be open to the fact that we don't have it all figured out and take into the the feedback that you have as part of the ongoing are as part of the
38:46
onboarding process so I think it's really important to have that conversation in the first 30 days and folks will react positively to it and then also make sure that you're measuring it over time through the employee surveys to make sure that you're living up to your cultural values and that people are still excited to be a part of your organization and aren't kind of drifting away which can happen in your remote setting so the great debate is coming to an end so well up where we would appreciate if you you
39:17
could go to zoom dot us for - after debate and cast your vote and while you're doing that I'll give many and wait 30 seconds to convince you to become an in office worker or a remote worker Oh mani do you want a jerk if you want to if you want a culture that moves fast execute in learns just as fast as you execute there's no way around then - to bring everybody in and to make sure that you take care of your employees in person
39:48
and you take care of your your team's in person and that you foster that culture it's a far easier to build trust in to build culture when you are right there and you can and you can see everybody's reactions and and move everybody along thanks Manny I think there's four things we didn't get a chance to dive into one is recruiting you get a recruit from a global workforce so it's a lot easier to find amazing talent - you're gonna have much higher retention of your team because you're allowing them to live in the city that they love so they can be next to family friends or whatever they
40:19
don't have to change for the job that they want to get at 3 you're gonna see a lot of cost savings because you don't have to have an office and also the employee is gonna see a lot of cost saving because they don't have to commute all the time maybe their office attire doesn't have to be a certain way so we'll see a lot of cost savings 3 I also think it's there's an added benefit that's good for the environment because you're not having to do commute you're not having to build all these office space helps with our global front footprint which is a really important issue for us today so I think there's a handful issues that make remote really good and those are just a few of the ones we haven't gotten a
40:50
chance to touch on thank you guys please audience cast your vote zoomed out us now after debate and we're gonna see if any of you guys change your minds as you can see this is not an easy topic and I appreciate both many and Wade taking positions I mean they both doing some kind of hybrid probably weight is more in the as much we were remote workers as we can get the better man is more in the
41:21
culture in the office makes a big difference but doesn't mean that they're dogmatic about it I appreciate you guys sharing your thoughts and this is something that's gonna continue to evolve it seems that there's a trend people are gonna be working remotely more and more and fortunately applications and platforms like zoom enable us to be more productive to maintain a culture if we're remote of were in person so I would like to thank
41:53
everyone here at zoom and at zoom topia for making a great product that has definitely changed my life and has changed our firm and it's gonna change a lot of people's lives and I would also encourage you Eric wanted everyone to hug him just show appreciation so if you see Eric they're just make sure you do that that's a challenge for you terrible there's no remote hugging yeah so thanks very much Wade and Manny and now we're gonna see the results and
42:26
we're gonna figure out if we change anyone's mind we have a trophy here Thank You Purcell so there was a my percent increase in the remote worker camp so this trophy this time goes to Wade thank you very much both Wade on Manny it was an amazing and great debate so it
42:55
was a two percent increase so thank you very much and enjoy the rest on Zootopia

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