Internet Down!
Just recently, we experienced downtime in the office Internet supply.
We rely on the internet these days on the internet for so much: we store files in the cloud, we send and receive email, we use the internet for research, we use it to file returns and reports to various corporate and regulatory authorities. In other words, the internet is another utility which we all take for granted.
But what do we do when it goes down? If it’s only for a few minutes, it doesn’t matter, we can go and get a coffee or visit the washroom, or some such minor task. If, however, as in this case, it lasts several hours then what?
I found it was an excellent time to work off-line. I reviewed my planning, I made phone calls, I organised my office and myself. in other words, I caught up with all the little tasks that are often neglected thanks to the “distraction” of the net.
Imagine you lost internet for, say, two hours. What would you do? Would would you use it as an excuse to goof off? Or would you look for other profitable ways to fill the time?
Losing internet isn’t the end of the world, although judging from the reaction of some, it might as well be. If a great deal of our work or business is conducted online, then yes, it can be frustrating and we may even risk losing business as a result. Usually though, a quick call to the client/supplier/buyer explaining what’s happened is enough to resolve the issue.
If, however, we’re able to find other ways to use that downtime gainfully then, perhaps internet outages are no bad thing. They give us the time to “reset“ ourselves and our priorities.
In a world where, thanks to the internet, more and more is at our fingertips and we’re bombarded with ever increasing amounts of information,“time out” is surely no bad thing?
I’ve spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With a wealth of international experience in international financial services around the world running different operations and lending businesses, I started my own Consultancy to provide solutions for improving performance, productivity and risk management. I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email. My website provides a full picture of my portfolio of services. For strategic questions that you should be asking yourself, follow me at @wkm610.
Labels: Productivity
Scanning Social Media
I’ve heard of cases of employers asking prospective candidates to provide their Social Media (SM) access details to allow said employer to scan the candidate’s SM accounts. This is a controversial subject in today's world.
Such access would be necessary if candidates limit viewing of their SM pages to “Friends/Contacts only”.
Yes, checking social media may give an insight into a candidate, but given that it's done by another human with their own inherent biases (cultural, educational and social), it can’t be taken as the be-all-and-end-all of any screening process. As others have pointed out, one can “clean up” one’s online presence to show only what one wants. How far back does one go to find something that may reflect negatively on the candidate?
Now let me play "Devil's Advocate": if employers are allowed to screen candidates’ social media, why not allow candidates to screen their potential boss' and co-workers’ social media? Many probably do anyway.
The answer is simple: be careful what you put “out there”. Even if you are, the sheer diversity of opinion in this world means that someone will still find something to dislike. Using social media as a crutch to validate one’s personal biases simply means we are willing participants in reinforcing others’ self-image and imperfect perception of the world. It may provide comfort in that a candidate has no “obvious” undesirable qualities or views at the time of scanning but does not mean that this won’t change over time (or that such views were deleted before the scan).
The real skill is in assessing candidates’ characters and potential face-to-face and by taking up references. In certain sectors (e.g. childcare, working with the elderly), “official” reports may be required.
In the end it still comes down to the fact that, when hiring, we are taking a risk that the candidate will prove a success (and this is the case in at least 90% of hirings). If we find that there’s am increasing trend of “problem employees”, there’s something wrong with our hiring system.
I’ve spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With a wealth of international experience in international financial services around the world running different operations and lending businesses, I started my own Consultancy to provide solutions for improving performance, productivity and risk management. I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email. My website provides a full picture of my portfolio of services. For strategic questions that you should be asking yourself, follow me at @wkm610.
Labels: Career, Risk, Strategy
Will Employers Have to Change?
With China’s recent relaxation of its COVID restrictions on movement two years after it began, the virus has mutated to a less lethal variant, and the global vaccination program has succeeded in conferring at least a degree of immunity on most of the world’s population.
One of the results of the pandemic was the number of furloughs or forced retirements given by employers to staff, whom they could simply no longer pay due to a lack of income. The latter was hardly surprising: nobody could go about their daily business of working, shopping, going on holiday, eating out. This meant that any business that relied on “footfall” for its livelihood, went under. Hotels, airlines, restaurants, tourist sites all, but ceased their activity.
As workers were furloughed or laid off, they had a chance to re-evaluate their lives without the distraction and pressure normally provided by work. The really lucky ones found that they could retire early. Others started their own successful businesses. others found other means of earning a livelihood to the previous “traditional” employment.
Internet services also multiplied as “social distancing” required people to shop and interact online.
Now that things are back to as nearly “normal” as possible, employers are finding that pre-pandemic compensation packages are no longer fit for purpose. The pandemic has woken workers up and new and different alternative compensation schemes will be required.
Of course, salary will still be a major element, but now we see that working-from-home (WFH) is becoming a standard rather than a perk or privilege. “Traditional” attitudes are no longer acceptable to many workers.
Employers need to change. Depending on their industry or specialisation, this will be easier for some than for others. The retail industry, as an example, will still require staff to man cash, tills, lay out stock, and assist customers in selecting goods that they need. The hospitality industry (hotels, restaurants, tourist attractions) will need staff to look after guests, diners and tourists respectively. These are not industries which can offer the luxury of working from home across the board.
This shouldn’t come as a surprise. An example of how employers have had to change can be found in the maternity laws of many countries which allow both mothers and fathers to take time off work to look after newly born children. Their jobs must be held open for them for when they return. If we can do this, why can we not reorganise and change the way in which employers hire labour?
Some employers have already realised what is happening and are adjusting. These may be the ones who make greater use of modern technology to achieve their goals. As a result, as long as their staff have a robust broadband internet connection at home, it matters less whether they work from home or from an office. My son, for example, works entirely from home as his employer is the IT industry. Others are offer “blended“ working, i.e. being able to work from home on at least one day per week and coming into the office on others.
Many organisations have reported productivity increases as a result of shorter working hours. Workers have time to recharge, be with families and “decompress” or “disengage” completely from the workplace. As a result, when they do return to the office/workstation, they’re reinvigorated and in a better mental place.
We also need to understand that, apart from the current group of workers, the next generation have very different aspirations and requirements when it comes to work. This is the generation that is far more concerned with protecting the environment, having employment that contributes to the general social good. These workers will again require very different conditions or packages to attract employees.
When we examine our own businesses, what can we do as employers to keep the staff we want?
I’ve spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With a wealth of international experience in international financial services around the world running different operations and lending businesses, I started my own Consultancy to provide solutions for improving performance, productivity and risk management. I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email. My website provides a full picture of my portfolio of services. For strategic questions that you should be asking yourself, follow me at @wkm610.
Labels: Leadership, Productivity, Strategy, Teamwork
