SUBTITLES:
Subtitles generated by robot
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
03:24
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
03:55
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
07:34
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
10:42
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
11:12
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
11:44
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
12:46
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
13:17
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
14:48
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
15:51
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
16:55
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
17:26
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
17:58
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
18:29
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
19:01
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
19:33
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
20:04
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
21:07
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
21:38
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
22:08
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
22:58
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
23:28
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
23:58
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
24:34
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
26:12
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
26:44
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
27:15
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
27:46
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
28:17
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
28:49
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
29:25
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
29:55
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
30:27
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
30:58
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
31:30
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
32:02
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
32:34
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
33:04
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
33:36
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
34:08
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
34:39
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
35:09
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
35:41
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
36:12
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
37:13
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
37:42
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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