Control with fine print
Interesting stuff. I don’t think I’ll be getting Frontpage 2002 until MS fixes this “confusion”, and issues a clearer EULA.
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This isn’t new. It’s the reason things like the Panama Papers exist, because law firms have a whole lot of data about their clients, information that those clients usually do a really good job of protecting – “It’s an issue about the data, fundamentally,” says Jake Olcott, a vice president at BitSight Technologies, a cybersecurity…
Stop considering people who aren’t on camera as less engaged. This is just your bias. Your smartest employees understand the additional stress being on camera causes and take every opportunity to limit that effect for themselves. Keep people who are that self-aware.
Recently, I was doing a training session with some new employees and started off by telling them to turn their cameras off. I am fairly sure it was their favorite meeting of their week.
Think about how easy that was. I was showing them how to use a cloud tool, I wanted them focused on the screen, what I was doing and what I was saying about what I was doing. They were. I didn’t need their cameras to tell me that.
This is something I have noticed a few of my connections doing with Instagram stories, and something I’m trying to do more of as well. Right now, my Instagram story doesn’t get the audience Facebook or Twitter does, but I agree, the story is a very powerful feature. But with stories, everything is there, in…
We’ve seen the memes. The ones about the law firm offering a lunch hour yoga class to overworked, stressed, associates who haven’t had time to even take a lunch break in months. Or the “reward” for months of 70-80 hour work weeks is free pizza. It just makes people angry because it’s a token that does nothing to actually recognize the work involved, or correct the problems that created this mess to start with.
Workplace stress, anxiety, and other mental health issues are not just something a little mindfulness can fix. Workers are waking up to the fact that it’s the company culture that is contributing to this. Offering a way for employees to help “fix” themselves might seem like a nice thing, and in many ways it is, but doing it while not making any effort to recognize the contributions managers and corporate culture make to the problem, along with a commitment to make changes, is the very definition of “too little”.