Organizations could learn a lot from teachers and the classroom. The environment is all about sharing knowledge, increasing engagement, and developing people. There are a lot of analogies to be made; unfortunately, bullying is also something that seeped into our minds when we were kids and then we smuggled those bad habits with us into the workplace. This has significant impact on employee engagement, and following on from there to employee retention.
How analytics will impact the future of work
Flowtrace resources and ideas for team engagement, positive culture in the workplace and company intelligence.
Posts by Erik Mashkilleyson:
We interviewed Olga Starosotska, entrepreneur and CEO of Monshare, an expense tracker app. In this part, we look at how Monshare used Flowtrace to facilitate the right kind of remote communication at different stages of growth.
In this last part Olga shares her experiences about the importance of communication, collaboration, and how just talking is not the answer to increase effective communication culture.
We interviewed Olga Starosotska, entrepreneur and CEO of Monshare, an expense tracker app. In this part, we look at how Monshare used Flowtrace to create a transparent leadership culture and find insights in day-to-day remote management.
In this part she shares her knowledge regarding leadership and reliance on startup culture to get stuff done in a remote team.
We interviewed Olga Starosotska, entrepreneur and CEO of Monshare, an expense tracker app. In this part, we look at how Monshare used Flowtrace to manage time in a fully remote company across three continents.
In this part, Olga shares the delicate balancing act of time usage. She shares her tips and tricks how to get remote team aligned across the timezones among other things.
We interviewed Olga Starosotska, entrepreneur and CEO of Monshare, an expense tracker app. In this part, we look at how Monshare used Flowtrace to put together the remote team and got the business started.
In this part she shares her experience about building a remote team and how to get started building a business.
Whether a new hire will be successful and satisfied in their new role is down to the right kind of onboarding. It’s especially crucial for remote employees who can’t integrate organically into the processes and culture of the company.
Importantly, employee onboarding does not end with the first days of formal employee orientation, where new employees learn about the company’s vision, mission, culture, history, codes of conduct, benefits etc. After the orientation, employee onboarding can last from weeks to months depending on the complexity of the role.
During the long tail of employee onboarding, the new employee makes personal connections with their team, sees how people work, gets their first assignments and gets a tacit understanding of the processes and organisational dynamics of the company.
Organizational silos are the byproducts of growth and specialization inside a company. Organizational silos, or information silos, are basically teams (not people but organizational structures) that have distanced themselves from each other and possess information that the other teams don't. In a silo, employees will have less of a relationship with the company. Instead, they are loyal to their silo and its objectives. They will learn to gradually care less and less about the company as a whole. They do not work in the company. They work in the silo. And the company is what causes problems for the silo.
Trust and teamwork are in a crisis if you ask managers. If you are a knowledge worker, you are working remotely in the COVID spring of 2020; whether you want to or not. Everyone has become intimately familiar with remote team collaboration – instant messaging, simultaneous editing, and gawking at your colleagues' bookshelves in video calls – the most used tools being Slack, Zoom, Microsoft Teams, and Google's G Suite. And Sharepoint for some, you poor souls.