October 19, 2015
by Serg Koren
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Part 52 – Five Tips To Make Your Business Travel Tolerable

Business travel is hard. It’s gotten worse over the years, so anything that can help you get through the process in a better state of mind is worth considering. This is what I’ve come away with after years of travel that may help you.

1 – Health first

Traveling when you’re healthy can be enjoyable. Traveling when you’re sick can be a nightmare. You need to prioritize your personal health over that of your business. Yes, it is hard sometimes, but you won’t be at your best if you are ill, you’ll be worse after you arrive, and most business can be postponed. Rescheduling is inconvenient, but your health must come first.

Before traveling, rest. Get extra sleep. Go outside and get some fresh air. Flying is stressful and it will wear you down. You need to build up your energy reserves prior to traveling.

Eat before long flights. Eat wisely. Don’t overeat. Definitely, don’t overdo any alcohol. Drink lots of water before and during any flights. The air in airplanes is typically dry and cold and dries you out. If you’re dehydrated you won’t be at your best, and in the worst case, you may develop kidney stones.

No one likes traveling next to a sick person.

2 – Travel light

This is probably the most important tip to making traveling enjoyable. Packing light not only makes you move through airports faster, it also helps you conserve energy. You don’t want to be standing in luggage check-in lines or dragging 3 suitcases miles across a large airport. Once you arrive at your destination, you don’t want to stand by a carousel hoping your luggage shows up.

Pack only what you know you need, not what you think you will need. Take clean, comfortable clothes that are appropriate in all situations. Unless you are going to a formal function, you don’t need clothes specific to the event, or time of day, or enough clothes for a week when you’re only  going for a weekend.  Clothes can be washed or dry-cleaned at your destination.

Packing light applies to shoes as well. Have one pair of comfortable, appropriate shoes. Shoes weigh a lot in your luggage/carry-on.

If you do need or want more, you should ship what you need, not check it in.  Shipping is usually easier, and may be cheaper. Another alternative to consider is to purchase what you need at your destination, and then just ship it home.

The less you have to carry with you, the better the travel experience will be.

3 – Sit fast / Stand slow

If you’re traveling on a plane or even a train, this tip will help you maintain your sanity. Before you set foot on the plane, pack anything you’ve taken out in the lounge while you were waiting, and take out anything you will need on the plane. Take any coats off before you board. Don’t do this once you’re on the plane. You’ll slow up the boarding process and may raise the ire of your fellow passengers or crew.  You should board, stow your gear, and sit as quickly as possible.  Also, do not block the aisles longer than necessary.

Conversely, unless you are late or have an emergency, don’t try to be the first person off the plane. Everyone else is trying to be the first off as well, and your addition will only slow the overall process down and increase your stress levels.

Sit fast, relax.  Relax and stand to exit when you can.

4 – Rest, not work

During your flight, why are you working?  Is it because you have to or want to? I always see people trying to get some work done on a flight. Trying to catch up on work on a plane is probably a bad idea. It’s noisy, it’s crowded, it’s bumpy. Your concentration will be off, and whatever you produce probably won’t be the best.

During the trip, you should try to relax and rest. The couple of hours you lose flying can be made up after you arrive at the hotel, and you may be surprised at how much better you feel and the quality of your work that results.

 

5 – Relax, be considerate

Traveling is stressful at various levels. Don’t get caught up in the rush mentality of a lot of travelers.  Try to relax, take your time, and try not to get upset or frustrated at your fellow travelers.

Be considerate of others. People are often so involved in their own frustration and difficulties, they fail to realize that their reaction affects the frustration of others which just exacerbates the problem. “Pay it forward” works with both the bad as well as the good. Pay forward the good.

Business travel may never be fun, but at least you can make it less of a chore.

September 28, 2015
by Serg Koren
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Part 51 – Five Steps To Dealing With Business Issues and Problems

Every business needs to deal with reported problems and issues. These are reported by your customers and users, as well as your employees and co-workers. Regardless of the source, issues and problems need to be dealt with in a systematic manner.

Here are five key steps every business problem and issue should follow in order to be properly resolved.

1 – Document 

Whenever you get a report of a problem or issue, make sure you document it. Define a category: technical, personnel, process, etc. Make sure you also document the date, time, and source. This not only ensures you don’t forget or overlook it, but also allows you to measure any improvements based on changes you make.

2 – Confirm

This has two phases. The first, is to confirm with the person making the report that you understand and have documented the issue properly. This not only helps reduce any misunderstanding, but also helps reassure the person their point has been heard and is being addressed. This last is important in building trust and goodwill.

Phase 2 is to confirm the problem is real in the sense that it is something that can be resolved. Some issues may be perceived or based on a misunderstanding, and step 1 may resolve these. Other issues may be beyond your control or ability to resolve. There may be a group of issues that may be resolvable in the future, and step 1 captures the need.

As part of this step, you may want to evaluate whether solving a given issue will have a cascading effect of solving other related issues.

3 – Fix

This may be the hardest step. Resolve the issue. The resolution depends on the nature of the problem and its category from step 1. Make sure you resolve the problem documented. Spending time fixing non-problems may have unforeseen consequences and wastes time and resources.

Solve one issue at a time or in isolation from others. By solving multiple issues concurrently, you may introduce linkages and dependencies between solutions.

[Editoral aside]

If your issue is resolved in a customer service environment, minimize fixes that use scripted interactions by your employees. Your employees should use checklists, but not have scripted question/answer interactions. These tend to be frustrating to your customers and implies your employees don’t have the training or knowledge necessary to resolve the problem. Additionally, your more experienced users may have already gone through the obvious script points. Resolutions using question/answer scripts should be left to your web site.

4 – Verify

Verify the solution solved the problem. This needs to be done as a follow up with the person who initially identified the problem. This confirms you solved the original problem, and not something else. This not only closes the loop, but also builds trust and goodwill again. A problem is solved when your customer says its solved, not when you find and implement a solution.

If the problem isn’t solved you may need to go back to step 3 or maybe even step 1.

5 – Document 

Document the follow up, and the resolution. This is important in the event the problem reoccurs or questions arise. Make sure this documentation is fed back to your customer service workers.

Oftentimes, your customer service department is the only one that tracks issues and problems. It is important that every department track issues and problems in parallel with tracking their goals and other projects. As a suggestion, each department may want to implement its own Kanban board specific to problems and issues related to the department or group. This makes problem resolution a focus in each group.

August 24, 2015
by Serg Koren
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Part 50 – Five Things To Consider When Building a Real Team

Team building is more than just getting your employees to work together.  How you team-build is just as important as to why. You can have your employees working together and in-line with your objectives, but they may not be working as a team.

The members of a team not only work together but they trust and rely on each other.  They also have fun. The other thing that distinguishes a good team is they help each other freely.  You can trust someone but you may not get help or offer help.  To an extent, a real team is made up of people who consider one another friends.

One of my employers taught me a valuable lesson. They flew everyone in our group out to a retreat in Sedona AZ for a “team-building exercise” week.  There were motivational talks and trust and team building games.  Everyone had a great time.  It failed.

The lesson learned is you can’t force or indoctrinate a group of people to act as a team.

On the other hand another of my employer’s did nothing about team building.  We all just went out to lunch regularly, we would have impromptu softball games after work and we would have cookouts at one of the manager’s homes. Everyone had a great time and we developed a great team.

The lesson learned is you can create a team without spending a ton of money.

Here are five easy ways to build a team based on friendship.

1 – Have your employees interact across job roles.

Stove-piping a group as a team may be good for focus but it fails in the long term because it limits the vision and objectives of the group and isolates them from the rest of the company. Social get togethers (games, lunches, etc.) help to break down these barriers and promote cohesiveness.

2 – Employees should host their own events

In addition to you or your company sponsoring an event, employees should be encouraged to do so as well Allowing your employees to have ownership of their activities is more effective than staged cheer-leading events such as the one I mentioned in Sedona.  Employees want control, not to be controlled.

3 – Spouses, significant others, and their children are always welcome.  

Employees have family responsibilities.  Not being able to share it fun events with the important people in their lives can cause them not to attend.   Not being able to bring a spouse can lead to stress and issues at home which in turn will come back to affect the job. By including spouses and children you also build the sense of community and family.

4 – Break down in-job cliques 

Groups of like-minded people will tend to self-assemble.  This is fine but it should not affect the morale of other employees or the company as a whole.  Inclusion should be promoted, not exclusion. Inclusion will help build trust and break down barriers. It’s fine to have a “girl’s night out” or a golf outing for the guys, but this should not be the norm. If cliques and exclusive events become an issue for morale you will need to take action.

5 – Interact with your own employees

If you’re a manager or owner, you should never isolate yourself from your employees through layers upon layers of “management” or just because you’re  a “manager”.  Host your own events, and make sure you attend some of the employee sponsored ones.  Let your employees see you and interact with you outside the manager/employee roles.  You both may learn something.

The bottom line is one of morale-boosting  and interaction as you build a team.  Morale is more than just knowing you have a good job and are doing it well.  A good team works and plays together in order to reduce the stress that gets built up as part of any job.

July 20, 2015
by Serg Koren
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Part 49 – Five Reasons You Shouldn’t Fear Failure

Our culture hates failure. Children tend to be punished for failing.  Winning is everything in sports, business, and life.  So why does failure exist and why is failure seen as a bad thing?  Here are five reasons you should accept failure as part of your life.

1 – Failure is a teacher.

No one is perfect at all things. No one accomplishes everything they set out to do.  Failure happens.  If you accept this fact you can more easily accept failure as part of life. Failure teaches us to do better or do something else. Learn from failures. Success often takes time.

2 – Failure motivates.

Find the motivation that results from failure.  If you fail at something, find the energy and emotion needed to try harder (and better) the next time.  Failures can cause you to focus. The fear of failure is energy.  Channel that energy into overcoming your failure.

3 – Failure isn’t an emotion.

Failure is an outcome.  People “fear” failure. I’d argue people don’t like the emotions that arise from failure.  The failure itself is emotionless.  Failure isn’t fear, and fear isn’t failure. When you decouple the two you realize that failure is just another event, like accidentally knocking over a lamp.  People don’t normally fear knocking over a lamp.

The difference is that we tend to have more emotion, energy, and work invested in the task that failed than the lamp. This investment makes it harder to let go of the success we were working toward. Understanding the investment (and controlling it properly) makes failure more acceptable internally. Set proper levels of expectation on your chances for success or failure.

4 – Failure is/isn’t controllable.

If you fail at something, don’t “try try again”.  Evaluate why the failure occurred.  What control do you have over the elements that caused the failure. Change what you can control.  It is also important to note that there may be nothing you could have done differently. Then the failure was random, or inevitable. If it is inevitable, move on to something else. Sometimes trying again is the wrong decision.

5 –  Failure isn’t bad

We are all taught to “succeed”, and if you fail you’re a failure. Everyone fails. Everyone fails at something every day. It is important to realize that failing doesn’t mean or make one a failure. Saying “I failed” does not mean, “I am a failure.” Failing doesn’t make one a “bad” person, just as success doesn’t make one a “good” person.

You may not like failure.  You may fear failure.  But we all live with failure.  How we do so is the key.

June 22, 2015
by Serg Koren
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Part 48 – Five Reasons You Need A Company Evangelist

Your company needs a good evangelist, a person who can help build support and believers in your company and product line. In some situations a good evangelist is better than a sales force.  An evangelist, first and foremost, needs to be a believer in your company and your products. The passion a good evangelist has can be transferred to your customers and potential  customers.  An evangelist can find new supporters, and followers, in addition to new customers.

Here are five reasons you should consider employing an evangelist.

1 – Focus on promoting, not selling

A company evangelist’s role is to promote your company, and their primary tools are knowledge and passion.  You can consider an evangelist a one-person promotions team.  They are compensated by salary rather than by commission, since the goal is not to close deals but transfer information and build loyalty. This reduces any potential  for conflict of interest.

A good company evangelist needs passion and knowledge.

2 – Cheaper and more personal than a promotions or marketing team.

An evangelist costs less due to the numbers employed.  A promotions team normally doesn’t have face-time with customers at the individual level. A marketing team usually deals with abstracted data coming from focus groups and market studies. If you’re a small startup, having an evangelist early may make more sense and be more cost effective than having a marketing team.

An evangelist, on the other hand, spends time with people, speaking, answering questions, and can judge the mood and desires of those the evangelist encounters.

A good company evangelist spends time with people and is a good speaker

3 – Can be targeted

A good evangelist can be targeted to resolve issues or bring back information needed elsewhere in the company. Bringing an evangelist in to defuse a critical customer situation can sometimes be helpful, since they are often seen as more objective than the salesperson or company management that are involve at a day to day level.

A good company evangelist needs to be a good listener.

4 – Is Visible

A company evangelist is more visible than a sales team, and can be deployed faster than a marketing campaign. An evangelist can also be partly responsible for ensuring the company remains visible during periods when there is little news by speaking at conferences, and user groups. They keep your company in the customer’s mind in a way a salesperson may not be able to.

A good company evangelist needs to be available.

5 – Can be the face of your company

On occasion a company evangelist can stand in for you at functions and presentations when you are unable to. This allows you to be represented by someone who understands you and your company’s priorities. An evangelist can also act as a spokesperson. Sometimes an evangelist is more personable than your upper managers.

A good company evangelist understands the company vision and direction.

An evangelist may not solve all of your problems. However, an evangelist can be used in ways managers, sales, or marketing cannot.  A good company evangelist allows your company to be more flexible and open.

 

 

June 8, 2015
by Serg Koren
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Part 47 – Five Reasons To Promote Mentorship In Your Business

Mentoring is a relationship between two people where one more person knowledgable trains and transfers information to a less knowledgeable one. Many times mentoring is more efficient than formal training or education.

A lot of companies have programs that formalize and promote mentoring.  The trend, however, seems to be fading. There are businesses that never formalize their programs, but still have informal mentoring in order to save money either in managing the program, or in training.

Mentoring doesn’t need to be costly or complicated. Also just because the program is formal, the mentoring doesn’t have to be.  All you really need are two willing people and a quiet space.

Employees usually want to help their co-workers regardless of whether you formalize a program or not, but if you do there are benefits. Here are five reasons your new business should have a formal mentoring program

1 – Promote awareness

By adopting a formal mentoring program your employees will be aware of the opportunities of both mentoring and being mentored. You are acknowledging help  is sometimes needed, and is available in-house.

Additionally, a formal program may be used for enticing potential new employees.

2 – Recognize talent.

A formal program with formal rewards can be used to recognize excellent mentors and the people they train. This is a simple, great benefit for motivating employees. The benefits offered need not be expensive.

3 – Retain knowledge.

Employees leave.  All of their knowledge and expertise goes with them. Mentoring is one way of retaining and passing on the knowledge and experience of employees.  With today’s aging employee-base this becomes more important.  It is easy to teach information and facts, it’s more difficult teaching experience.  Mentoring is the bridge.

4 – Reduce stress

By having a formal program, you are recognizing that people want and will help each other.  Oftentimes, employees may have questions or problems and another employee will help them.  If you don’t have a formal program the person providing the help may feel stressed because they are taking time away from their own job and responsibilities. By promoting mentorship you recognize those involved are doing so without penalty.

5 – Build teams

By promoting mentorship you can bring people together that may not interact otherwise.  This fosters communication and camaraderie.

A formal mentoring program helps your business and everyone involved.

June 1, 2015
by Serg Koren
0 comments

Part 46 – Five Ways To Know You Have An Optimistic Business

Having an optimistic business is as important as being personally optimistic. How can a business be optimistic? And why does it matter

1 – Your business is open to change.

A business that is not open to change is probably stuck in a rut. It is will probably have bored and disgruntled employees who have been doing the same thing for a long time. Placing a horse collar on your business places a horse collar on your employees. Today if you are not open and willing to change you will lag behind your competition. An optimistic business believes in the future.

2 – Your business promotes diversity.

Optimism is about hope. You need to give people who work for you as well as those who may want to, hope. If you deny people employment or your product, you are denying hope. This will also affect the attitudes and optimism of your employees. An optimistic company sees value in individuals.

3 – Treat customers and clients as people not as a revenue source.

First, a distinction. Customers buy things. Clients use your services. You need to be aware of this semantic difference. It may seem trivial, but it sets a tone and perspective as well as expectations when you deal with your audience.

Regardless of whether you have customers, clients, or both, you need to treat them all as people who have issues and they have come to you for help. If you perceive them primarily as a means to getting more sales, your business is not optimistic. Help first, sell later. An optimistic business solves problems, a pessimistic one is worried about money.

4 – Treat employees as people not as resources to be managed.

You manage projects, you empower people. A business that is not optimistic treats their employees as assembly line widgets to be slotted and used. An optimistic one allows employees to contribute to key decisions and grow. The word “grow” means more than just getting better at what you do; it also means learning to do things you don’t normally do. Employees who are treated as people are happier and appreciated. They are optimistic.

5 – Contribute and support your community.

You do not have an optimistic company if you are isolated and out-of-touch with the larger world.  An optimistic one donates time, money, people, or a combination to both the business community as well as the local and larger world around it.

An optimistic company sees value in encouraging optimism in others. A pessimistic one sees value in itself. Which is yours?

May 11, 2015
by Serg Koren
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Part 45 – Five Things I Would Not Tell My Younger Self

WARNING: This is meant as humor.

I’ve seen a few posts online about “advice to a younger self”. Most of these are squishy, feel-good, and mostly commonsense. This got me thinking. What would I not want to be told if I were young. I’d want the truth. Here are my top five.

1 – Get up early and exercise. Your health is important.

The last thing you want to do is get up early and go for a run or workout at the gym. This would just raise stress levels when you could be relaxing or sleeping in bed. Everyone knows stress reduces your life expectancy. Similarly, there has been no reliable science that says you actually live longer than the time you spend exercising. You just spend time exercising instead of living. Also you need to be as relaxed as possible to take on rush hour traffic.

2 – Remember the little people on the way up, for you will meet them on the way down.

This is hockum! [A term of art.]

This assumes everyone acts this way. If that were true, people would be nicer than they are and help you up. You have to claw your way to the top over the crumpled bodies of your co-workers. Also, this assumes you want to get to the top. You should be happy and content with your position in life. Finally, this assumes you want to go back down. Any military strategist will tell you it’s easier to hold the high ground once you’re there. Never show weakness.

3 – Get out of your comfort zone

Everyone knows this is just professional suicide, or at least asking for a stick in the eye. Just look around. Everyone in your company is trying to protect their own jobs. They don’t take chances, they tow the company line, and never leave the safety of the corporate policies. That is, except for the weird guy/gal who keeps trying to do things their way, tries to “improve” the system, keeps trying to get everyone to use Kanban, and uses Linux instead of the company Windows machine. They will be the first to be “downsized”.  Don’t stand out by trying new things.

4 – Keep learning

Learning is a waste of time. Well, not completely. Remember the punchline to the old joke: “I don’t have to outrun the tiger, I just have to outrun you.”  It helps if the tiger is old as well. So you just need enough learning to be smarter than your co-workers. No one got promoted for taking classes or going to conferences. If learning was important, your company would send you to training and conferences (and pay for them). Don’t waste your time learning. You’re more useful when you help to clear the paper jam in the printer.

5 – Your personal life matters.

If you have a personal life, you’re already a loser. If you’re living, you’re not working. You’re not being productive when you’re enjoying time with your friends and family, or on vacation. How else are you going to afford your new smartwatch? Work should be your all. People who don’t work are failures and will never succeed. They will never be happy.

So remember, sometimes it’s just as important not knowing as it is knowing. Life is full of nasty surprises. A boring life is a happy life. Finally, if you ever want to go back and tell your younger self what you have learned, you will change the timeline and you won’t be the wise person you are now. Everything is awesome.™

April 27, 2015
by Serg Koren
0 comments

Part 44 – Five Types Of Employees You Deal With As A Founder

You have a vision and you have started your company and are looking at hiring your first employees. You should probably wait and consider the five types of people you probably haven’t thought about. These are people who have a specific relationship to your vision and who will either promote or hinder its attainment. In order to be successful, you need to be aware of all of these.

1 – People who are you

These are the people who go all in on your goals, process, product, and promote what you do at every opportunity.  They are the ones who continually come up to you and say, “What if we…” They are the idea makers. These employees should be your evangelists. They can fill in for you when you can’t. They are a valuable resource to have. These are the employees, as you, are willing to put in long hours for little pay.

2 – People you need to prove

These are the people who like your vision, but either don’t fully buy into it.  They may have specific doubts about the details, but not the overall vision. These are the employees of which you need the most. They are the ones who walk up to you and say, “We could..” They want to understand the rationale behind what you are doing and help improve  or refine your vision.  They see the problems and have a solution. They will volunteer to pitch in and help. They will sacrifice some of their own personal lives because they see benefits to the company as well as themselves.

3 – People you need to convince

These are the people who don’t buy into your vision because they don’t understand it. These employees are the equivalent of your customer-base. They are open-minded and need to see and understand the vision in order to buy into it. They are your best in-house sounding board. They come up to you and say, “Why don’t you…”  These employees are going to find your problems and have ways to improve things.  These are the employees who will pitch in and sacrifice if it asked. These employees can be converted to people you need to prove.

4 – People you need to watch

These are the people who are the skeptics even if they understand your vision. These employees are going to try to get away with certain things. They will only make an effort when there is some benefit for them or their own vision. They are the wildcards. They are the ones who come up to you and say, “I don’t think you…” This can either be a criticism or a challenge. You will need to learn to distinguish the two.  In some situations they can be a valuable asset when they act as a Devil’s Advocate and challenge your vision. They will test you and can either break or strengthen you. You need one or two of these. You should reward them when they do a job well and should listen to their complaints with an open mind.

5 – People who are not  you

These are the people who are the nay-sayers and the ones who are alway criticizing, but offer no suggestions of their own.  They complain and make others around them miserable. They are working only because they need a job. They think, “I don’t care…” The likelihood of them accepting your vision is remote. These are the troublemakers, and you should have none of these. They are self-centered and will only sacrifice if you make it worth their while.

How your employees approach you can say a great deal about the kind of person they are and how you can deal with them:

  • “What if we…” — ideas
  • “We could…”  — suggestions
  • “Why don’t we…” — needs clarification
  • “I don’t think you…” — criticism/Devil’s Advocate
  • “I don’t care…” — self-centered

You will make many sacrifices in starting your business.  Your passion will drive you. The thing to always remember is that your employees, in all probability, will not have the same drive as you. You should understand the sacrifices you will ask of them and how they will react. In certain situations, a good founder and manager will end up making sacrifices so that their employees don’t have to.

April 20, 2015
by Serg Koren
0 comments

Part 43 – Five Reasons You Should Not Let Your Workers Work From Home

WARNING: This post is tongue-in-cheek.

You’re the owner of a startup. It’s your company and you want everything done your way. After all, you’re the one who came up with the great product that will change the world. You are certain you know how to make it successful, and your workers don’t.

They should do what you tell them to do, and not goof off. After all, time is money. Here are five reasons to keep your workers near and under control despite silly requests to work from home.

1 – You won’t be able to micromanage them

This is probably the main reason. If your workers are home, you can’t watch them to make sure they are not slacking off. You can’t afford the salary you pay them. They  have to be run at 100% load so as not to waste your money. What’s good for a computer is good for a worker.

You have to make sure they do things your way. If your workers decide to use their own initiative, or God forbid, imagination the project will go off the rails. Everyone knows a manager’s job is to keep people on track.

You can’t do your job if they are home.

2 – You won’t be able to have real meetings

Meetings are necessary. Meetings are good. You need face-to-face meetings. You can’t have remote meetings because your Windows XP system at home doesn’t have a good webcam, and your DSL connection keeps disconnecting. That’s why you need to have bodies in a conference room.

Weekly meetings are good. You have to keep people synchronized and on-message. You can also talk with your upper management about things that bore the rest of the workers so that they will feel more motivated when they leave.

Everyone knows you can’t have a cheerleading event without real bodies.

3 – You won’t be able to see who is goofing off

You can’t trust people.  That’s just normal. Workers are going to goof off and take days off.  Everyone knows that. Sure, they may get all their work done, but you can always make up more. You can’t do that if they aren’t in the office. If they work from home, you can’t know who is working hard and who is hardly working.

Also, it’s unprofessional to work in pajamas.

4 – You won’t be able to hear the latest gossip

If people work from home how will you know if there is harassment going on and who is having an affair with whom? Worse still, you won’t be able to complain about your own life to them, or what happened on American Idol.

Gossip build camaraderie and teams.

5 – You won’t be able to justify your own office

You’ve rented expensive office space for your workers. You want them to enjoy their great cubicles. You have a great office. If your workers work from home, you’ll be all alone apart from the temp that answers the phones. If that happens, you’ll have to get rid of the office and the great mahogany desk for which you paid that designer.

If your workers are allowed to work from home you would be throwing away all the rental money. You can’t have that. You have to make sure the cubicles have bodies in them, 2 or 3 each, in order to justify the office.

It’s not a company without an office full of busy workers.

So, if you are toying with the idea of letting your workers work from home, don’t. It will cause all sorts of issues.  Maybe you should have hired some employees instead of workers.

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