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Zusammenfassung von Work Together Anywhere

Name: Work Together Anywhere
Rating: 4.1 (64 reviews)
Author: Lisette Sutherland and Kirsten Janene-Nelson

Lisette Sutherland and Kirsten Janene-Nelson

A Handbook on Working Remotely – Successfully – for Individuals, Teams, and Managers

4.1 (64 Bewertungen)

24 Min.

Kurz zusammengefasst

"Work Together Anywhere" by Lisette Sutherland and Kirsten Janene-Nelson is a guide to building a successful remote team. It offers practical tips for communication, collaboration, and problem-solving while working from anywhere.

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Work Together Anywhere
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What’s in it for me? Prepare for remote employment or management.

In the past, everything was on-site. These days, the reasons for going remote are often quite practical. Technology such as video-conferencing tools and task-board software allow us much – if not more – of the functionality of the office on the go.

So why are there still some misgivings about working remotely or managing a team of remote workers? Some employees voice concerns over reduced benefits and job security, while some employers just don’t trust employees if they can’t see them.

If we identify the competencies required for certain remote options, we can focus on improving them and incorporating them into the way we work and interact with others. These blinks take a look at the future of working remotely, as well as offering a guiding hand through the various difficulties and worries of working together, anywhere.

In these blinks, you’ll learn

how to adapt best practices for remote work;
why remote employees are often more cost-effective for a company; and
how to cultivate trust in a team of remote collaborators

Working remotely can increase productivity and engagement.

Think back to the time when you were looking for your very first job. Perhaps you had aspirations to work in a certain field, at a certain company, or in a certain city. Maybe your excitement extended to professional connections, comradery with colleagues, or the feeling of being part of something important and meaningful. And then you found it! A job that ticked all the boxes.

You were excited, ready to dive into the world of work. Then you arrived on your first day.

You got the keys to your own cubicle and looked around. Some things were great, but others didn’t quite match up. Nobody romanticizes a rush-hour commute stuck in traffic. No one thinks of the stress of taking an entire day off work because the plumber was supposed to come sometime between 8 a.m. and 2 p.m. No one thinks about having to choose between living in your favorite city or moving to somewhere drab and alienating because that’s where the jobs are.

All too often, office work acts as an obstacle rather than an asset to achieving our dream career.

The key message here is: Working remotely can increase productivity and engagement.

Increasingly, people are deciding that the benefits of remote work outweigh the more traditional office job experience. There are several reasons for this. According to a 2017 survey by FlexJobs, 76 percent of respondents said they’d be more productive working remotely because of “fewer interruptions from colleagues.” Seventy-six percent also listed “fewer distractions” as a reason for their increased productivity, and 70 percent included “reduced stress from commuting.”

A 2014 study featured in the Harvard Business Review measured the productivity of both remote and on-site call center employees for the Chinese travel website, Ctrip. The results after nine months? Those working remotely made 13.5 more calls than in-house employees. Added up, this meant that employees who stayed home worked the equivalent of an additional day per week.

One of the study’s creators, Nicholas Bloom, offered a few possible explanations for this. Part of this jump in productivity was simply because employees’ living rooms were quieter and less distracting than the office. More telling was that the remote employees worked during their nonexistent commute time, and their breaks were shorter and less frequent than their co-located colleagues. Furthermore, they took far fewer sick days.

Some people really do enjoy the hustle and bustle of your typical office, but most actually find that the advantages of remote work benefit their professional and personal lives much more.

Offering a flexible remote option can translate into long-term loyalty and reduced costs.

Let’s say you’re a manager, and one of your team members approaches you about the possibility of working from home two days a week. What would your initial reaction be? Would you question her commitment? After all, everyone else seems to be perfectly happy to come into the office day in and day out. Or would you try to see the advantages of letting her play a more proactive role in optimizing her work-life balance?

Despite some employers’ valid skepticism of remote work, mounting evidence suggests that organizations that refuse to offer their employees the possibility of remote work end up jeopardizing their competitiveness in the long term.

Focusing on results, rather than time spent, can help ease productivity concerns with remote employees.

You’re a hard worker, and everybody knows it. You get to the office, sit down at your desk, and stay there till lunch. And actually, since you eat at your desk, too, you stay there through lunch. You keep your head down, indefatigably working until the clock strikes 5 p.m.

“What a diligent, dedicated employee I have!” thinks your manager as you put on your jacket and wave goodbye. And then you’re gone, driving down the highway with the wind in your hair, Fleetwood Mac blasting from the stereo.

Before switching to a remote career, first evaluate whether you have the necessary communication skills, work ethic, and technological foundations.

Imagine you’re a baker, and your lifelong dream has been to open your own bakery. Sure, you know how to bake, but is that all you need to succeed? Well, you might need a space to bake in and sell your goods. In this space, you might need some equipment – an oven, perhaps, bowls, ingredients – things that were just magically there every day at the bakery you used to work at, but that don’t automatically come with the signing of a new lease.

The same issues apply when changing from a co-located office position to working from your living room.

When working remotely, focus and remember to communicate clearly with your team.

Maybe you really are a workaholic, and for you, it’s more difficult to stop working than to start. One day bleeds into the next, and each morning you heat up yesterday’s leftover coffee and expertly traverse your bed-to-desk commute.

There’s nothing so wrong with day-old coffee, but failing to establish a more disciplined routine can lead to overworking. It can also lead to extra distractions. For example, people you live with might not know when you’re working and when you’re not. While there are some superheroes out there, most people find it more difficult to concentrate with their two-year-old running around the room.

Transitioning your team to a remote option should be done in gradual, measurable steps.

As a manager, you may be worried about what might happen if you let your team out from under your nose. In fact, in one survey, 70 percent of managers said their greatest fears about managing remote employees concerned productivity, accountability, and reachability. After experiencing it in practice, however, the same managers said the most difficult thing about remote managing ended up being communication. Productivity ended up being far less of a problem than first feared.

What does this tell us? Well, it suggests that managing a remote team might not go exactly as planned. It’s therefore important to move your team to remote work slowly.

When hiring remote workers, test their relevant skills in the interview, and then design an effective onboarding process.

If you were hiring a violinist to go on tour with an elite symphony orchestra, what interview questions would you ask her? “Do you play the violin?” would likely elicit an immediate “Yes.” But just to be extra sure, you’d probably request that she demonstrates her skills. After all, it’s a performance-based position, and if she can play, she can play.

All too often, however, when it comes to hiring new employees at a less musical company, such vetting techniques can be overlooked, especially for remote workers. Just as an applicant who lists Microsoft Excel under “Computer Skills” on his résumé might not actually be able to use spreadsheets in a meaningful way, the basic minimum competencies required to be a successful remote worker are often claimed by the candidate but not verified during the interviews.

Most on-site benefits can easily be adapted into online benefits.

If you’re sitting at your desk and you have a question about a report you’re working on, what do you do? Assuming your desk is in the same building as your coworker’s, you can just mosey on over and ask him yourself. But what about if you’re in different cities, countries, or even time zones? Sounds like a big problem. But it really isn’t. It just requires frequent communication through the channels available, be it telephone, email, video call, or apps like Slack.

In many cases, remote workers are actually easier to reach than their co-located counterparts, and part of working from anywhere means communicating clearly to collaborators about when and how they can contact you.

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Worum geht es in Work Together Anywhere?

Work Together Anywhere (2018) takes on the future of office work by examining the benefits that flexible remote work options can provide employees and managers alike. It outlines the skills and mind-set needed to work in a remote capacity – or manage a team of remote workers – as well as going through the technology that makes it all possible.

While the classic office job isn’t likely to go extinct any time soon, more and more people are choosing remote work. This is a handbook for them.

Wer Work Together Anywhere lesen sollte

Anyone working remotely or managing remote workers
Anyone considering working remotely or managing remote workers
People skeptical of the advantages of remote work who are open to being persuaded

Über den Autor

Lisette Sutherland is a public speaker, author, entrepreneur, and podcaster. A remote worker herself, she’s also the director of Collaboration Superpowers, which provides online and in-person workshops geared toward helping people work from anywhere. This is her first book.

Kirsten Janene-Nelson is a freelance editor and book-publishing consultant. She has worked with authors spanning numerous genres, especially as an editor and proofreader, including her remote collaboration with co-author Lisette Sutherland.

©Lisette Sutherland and Kirsten Janene-Nelson: Work Together Anywhere copyright 2018, John Wiley & Sons Inc. Used by permission of John Wiley & Sons Inc. and shall not be made available to any unauthorized third parties.

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