Sitting in a coffee shop yesterday, I was watching the guy at the next table sip his mochalattevanillachaiwhatever and pound away on his laptop. This got me wondering: is he working? Is he slacking off? Who cares?
Well, a lot of people care. The manager cares: she's responsible for the results, after all. The employing company obviously cares, because they're paying for something to happen that will drive their business in the right direction, and the employee cares. People want to do good work in a way that makes sense to them and allows them to be at their best.
In his book, "Becoming a Successful Manager: Powerful Tools for Making a Smooth Transition to Managing a Team," JR (Bob, to the anointed) Parkinson talks about creating a "virtual community." These communities are based on trust,which is easier said than done. Here are some of his suggestions for both remote workers and their managers.
Basically, people will do their best work if they are empowered to do what needs to be done however it needs to be done, even if that means sitting in a noisy coffeehouse rather than a perfectly functional desk somewhere.
According to Parkinson, this empowerment comes from knowing the parameters of their work:
- What needs to be done
- When it needs to be done
- Who is responsible for getting it done
- Why it needs to be done
- How success will be measured
- Clarify and specify what needs to be done
- Encourage (not stress about) flexibility in how it gets done
- Allow for cultural and generational differences
- Incorporate (which means you need to know) the strengths of all team members
- Let goals dictate which technology they use, not the other way around
- Provide continuous verification and validation of goals, processes and quality
- Listen to a Cranky Middle Manager interview with Bob Parkinson on becoming a successful manager