So that WFH/WFA will be more drama free

Lately, I get questions about how the GNFI team works. Especially related to the pattern of “working from anywhere” or Form of work anywhere We have played completely.

About the background work completely far What GNFI did and what were the benefits we felt, I had written it here.

WFH, WFA, or long distance work Actually it’s not a new thing at all. I have long known friends who work in this way. But in the past he was only an alternative option. The main option continues to work in the office.

Now the conditions have changed. People can increasingly understand that Ngantor And work is not always the same. Because in fact work does not have to be in the office.

But whether by not working to work guaranteed to always be more fun? Well here it is. We can make a long list plus minus. You must have your own opinion.

But as WFH or WFA becomes the choice of many companies, questions generally at this time are no longer fun or not. But rather something more technical:

What is the most difficult challenge WFA? How to replace bond which is usually more effective if there is direct interaction in the office? What tips to succeed in applying it? These are the three most that I often hear.

Asynchronous

Good. First, the most significant loss when no longer working in the same place and time is a physical meeting.

In fact, physical and direct meetings must be recognized usually produce something better than meeting virtual. Equally 30 or 60 minutes, different effectiveness. Not to mention when talking about the psychological effects produced.

Room meeting The festive, scribbles on the board, work papers scattered on the table, commenting, emotions that radiated, seeing expressions. Now there is no more. Because what we face is a private screen.

That’s why occasionally physical meetings are still needed. Its nature has indeed become a complement to virtual meetings. But when there is an opportunity, don’t miss it. I did it when out of town and coincidentally in the city there were fellow GNFI employees who worked from there or near there.

Now, 99% – 100% when we work at GNFI is done virtually. Through internet intermediaries and telecommunications equipment move.

This is where we adapt to the asynchronous work pattern. Asynchronous is when communication is carried out through an intermediary of the tool, so the message made or sent is not immediately used or received a response from the recipient. There are so many time or delay due to different positions.

The simplest, when sending WA messages could be replied to the next few minutes. Not to mention if the message is piled up, it can be longer.

Of course when something urge It takes a quick response, the most often the way we do is directly to call. Usually this is by asking first if you can call. Or make an appointment to do virtual meeting.

Because the team can work from anywhere. They set their own time, place, and freedom to work. Sometimes the work agenda must also be in order to the agenda of the house, family, couples, children, or others.

Until we often meet, enter meeting But one of the participants while on the road, queuing up at the dentist, accompanying parents to the market, or between school children. Sometimes even while taking a vacation child.

When not applying for leave, all remain in the status of work. So as long as it is still possible, they can join while doing these activities. If it is not possible, we can still slide a few minutes, waiting for the situation to be more possible.

Initially there may be someone who feels the organization is less firm in facing employees who carry out personal activities while working. But that’s the consequence of WFA. In my opinion, it is not a rule that must be tightened and frustrated so that everyone can focus on their work, but climate supportive and measurable that must be built. This will make every individual more able to adjust to the company’s movements. About how it works and from anywhere, they themselves choose.

Open

Climate supportive Departing from here: transparent and open. Some may still consider the same between transparent and open. Though different.

Transparent refers to conditions where we provide very sufficient information. If possible, whatever information is available. Regarding the company’s objectives, targets, projects, agendas, work systems, rules, rights and obligations.

To a minimum the secret. The goal is that everyone in the company knows the company is currently what are you doing And where are you going. Everyone can use that information to facilitate it at work.

It’s not easy to be transparent. But trying to cover up anything in our opinion is much more tiring. Transparent will provide answers for anyone who needs to know about something, and it saves time to explain at length to everyone who asks about the same thing.

Maybe not everything is very clear, but we continue to try to make everything as clear as possible for anyone.

Every time there are certain cases or questions that have just emerged, we will check whether the information about it is not enough to be available or is still gray so the team is still confused? If so, we must make it clear as soon as possible. Made in a document that can be accessed by anyone in need.

It turns out that transparent is very necessary especially when everyone almost never met physically. Enough information and can be accessed by anyone and at any time is very necessary. So that everyone can be fast “Connect” and no load After a long time because I felt that he didn’t know anything.

Transparent also frees organizations from drama, which is usually marked by sentences “Lhoo … me how come Don’t know about this? “. Usually not many people ask like this, but when someone asks so it can immediately make the atmosphere bad.

Then what is the difference between transparent and open? Open is a more advanced attitude than transparent.

Transparent can be unidirectional. For example transparent management to all teams in the company, leader to its members. In short, one party “flooded” information to the other party.

Meanwhile, open demanding readiness to not only provide information. But also the ability and behavior to receive feedback.

Well, if someone asks about bond, We feel that this transparent and open condition can be glue bond.

There are many methods to make us able to maintain and familiarize ourselves with the atmosphere of openness. One of what we did was to use OKR (Purpose – Main Results).

With OKR, every person in the organization inevitably is involved in Beride, sharpening, compiling, and determining the goals to be achieved by the company. At the same time thinking about ways to achieve it.

When every person in the organization knows where the organization is leading to where, why do you have to go there, and participate in determining what you want to do, the unity of involved will grow.

Want and able to accept feedback we also do with sessions 1 at 1. As a CEO, in a month I usually have a schedule of four eyes with some friends at GNFI.

Through Google Meet or ZoomThere I listen more to the stories, questions, or whatever they say. I make sure they are safe to convey anything, no one will be offended. There are also consultations, or complaints that I need to explain. It doesn’t matter.

Hearing 1 at 1 It sometimes also raises ideas that need to be followed up. We consider this as a bonus.

What if there are still those who don’t feel involved and don’t know anything about what the company is doing? If it is transparent and open, it has been done seriously, which like this usually the number will be less. So that it can be handled more personal. At GNFI, things like this will be handled by friends on Development of people.

I did not claim what we did at GNFI had succeeded. And surely succeed to be applied in other organizations. We are all in the process of learning constantly. Adopt the best ways, evaluate, modify, to find the right one. Will it be permanently locked permanently? We know the condition is very dynamic. It’s a bit rash if you think that the current method is the most correct and we must be a tight lock so as not to change.

Do you have another opinion or answer? It would be fun if we could share with each other.