• There were significant shifts underway in offices even prior to the pandemic. The crisis has accelerated this process by highlighting longstanding questions e.g. what’s the point of the office? Is it for brainstorming? For learning? Or is just a measuring stick of presenteeism?
• There’s significant evidence that hybrid working is here to stay, at least for the most privileged workers who are able to assert control over their own conditions of working life. This raises the prospect of a split between the hybrid haves and the hybrid have nots which might replace white collar and blue collar as the core schism within the workforce.
• A dominant narrative of occupational success is being challenged by the pandemic. Upward mobility and ever increasing job responsibility and workload, matched by increasing pay perks and job titles was seen to be the means to a good working life. She describes this as a busy merry go round of the always on life which is now being called into question. In practice this meant that working hard for upwards advancement was seen as the only model of occupational development and if you don’t pursue this (or try and fail) then you’re regarded as a failure. However she cautions that the lack of career structure in the nowhere office can be a problem, particularly for those who get caught in a mid career state.
• She draws out the distinction between the mitigation of inequalities caused by online working (equal squares, formality of process, less emphasis on being clubbable) and the material inequalities involved in who can afford to have a workable home office under safe and comfortable conditions.
• The most interesting section so far is corporate leaders sharing their observations: social capital harder to build over zoom, it degrades and there’s a cost to neglecting it. There’s a lack of feedback on zoom, a lack of sense making after meetings which undermines the formation of organisational cultures. These observations are very relevant for my [[postdigital science and education paper]].
• Networks have to be begin somewhere! She usefully cautions against disregarding trivial and fleeting encounters. She argues for a Chief network officer who is responsible for creating connections, ensuring voice and ensuring meetings. It’s interesting to think about research networks and research institutes in these terms. It’s one of the rare ways in which academic modes of organisation are actually well thought out.
• There’s more autonomy involved in working off site and this means that hybrid working inherently poses a challenge to established structures of control within the workplace. Furthermore it invites a broader reflexivity about the purpose of the office, suggesting we need to establish the functions which it serves (for whom and how often) rather than simply recognise it clearly does something without establishing what this is or optimising it to take best advantage of it.

https://markcarrigan.net/2024/08/29/my-notes-on-the-nowhere-office-by-julia-hobsbawm/

#hybridWorking #remoteOffice #remoteWorking

How to make sure your #manager doesn't require you in the #office:

https://youtube.com/shorts/HzEIntUk7Hw?si=FQogSCvy9VennAtp

#duckeys #keyboard #programming #remoteOffice #returnToOffice #management

If you want to meet in-person with your team, you shouldn't say afterwards it was a "short week" because you lost a full work day for your "normal" tasks. It's up to you living a friendly remote culture to not get distracted by these in-person distractions.

#RemoteWork #WorkingRemotely #RemoteOffice #RemoteCulture #WFH

Well I'm being summoned to central office for my "lack of attendance" to a #ReturnToOffice order.

I've already pointed out numerous times, that my work suffers significantly in an #OpenPlanOffice and the numerous distractions there.

I've already pointed out that my #MentalHealth is significantly undermined by such environments.

I've already pointed out that I'm *paying* for a solo #RemoteOffice that is demonstrated to be working well for me and for communication with my team.

It evidently doesn't matter. I think they're gearing up to sack me, for failing to comply.

If not for #Capitalism controlling how I get money to pay rent and bills, I'd happily leave. But I can't afford to lose this job.

Can you really work remotely with just a smartphone? Here are 5 ways you can do it.

#RemoteWorkTips #RemoteOffice
https://www.msn.com/en-us/money/personalfinance/5-ways-you-can-work-remotely-using-just-a-smartphone/ar-AA1jiCh6

We had an announcement at work today. Starting in March our hybrid work environment is going to be slightly less than the current hybrid. Something like that, at least.

We’re going from four days at home and one day in the office each week to three days at home and two days in the office.

None of us are happy. We’ve been seeing the writing on the wall for a while, but now that the announcement has been made, it’s a huge bummer. We have plenty of time to work out the details (I’m thankful for that, at least) but I would much rather not have to deal with it. If it were up to me we’d be 100% remote.

Oh well.

https://robertjames1971.blog/2023/11/01/hybrid-work-environment/

#hybrid #hybridWorkEnvironment #remoteOffice #remoteWork #work #workFromHome #workInTheOffice

Synchronous or asynchronous, it's your call! Discover which communication approach suits your needs in our latest blog. Make the right choice today. Click to learn more! 💬👇

https://wpwax.com/synchronous-vs-asynchronous/

#communication #sync #async #productivity #efficiency #worklifebalance #timemanagement #digitalworld #technology #businesstips #decisionmaking #worksmart #workfromhome #remoteoffice #teamcollaboration #workflow #communicationstyle #onlinecommunication #virtualteam #digitalworkspace #officeculture