MS digital rights management scheme cracked
Gee didn’t see this coming at all. They are asking for it by not allowing what has been “fair use” up until now.
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This is an acute problem for many of us, who want to participate in doing the work of promoting diversity and inclusion but are still getting measured by everything other than that. And, as the survey points out, it is oftentimes women who take on this work, in an effort to help other women and minorities achieve.
But, as much as the C-Level folks talk about the importance of this work, it is not a part of the job performance, nor is time and effort really allocated for it.
How many of you volunteer to take on this work, running an employee resource group, putting together presentations, leading group discussions, often at the behest of top management, and then when it comes times for performance reviews, the only thing that matters is time spent on bringing in revenue?
The message seems to really be, “It’s great that you want to do this work for us, but make sure you do it on your time because your productivity will be measured against the people who don’t spend any time at all doing this work”
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I wonder if they separated the numbers for different workplace environments. Like, in an open office concept, is it even worse, or do people email and IM less, offsetting what would clearly be in person interruptions and distractions? Either way, we are terrible at multitasking and the new push to communicate more, is not helping…
Linked: More women than men feel uncomfortably cold at the office, and it’s impacting their work performance
Look, work from home eliminates this. So it’s clearly a diversity “plus” to let people work at a temperature they control and are most comfortable with, right? “Temperature discomfort is one of the most common sources of complaint within office environments. In particular, research suggests that excessively cold office temperatures are a frequent issue. Notably,…
Linked – Resignations Can Become Contagious
Humans don’t handle uncertainty well. They will seek out the path that has more certainty. You’re either providing that, or you’re not. If you’re not, you’re losing one of the important factors that impact retention. There’s a reason resignations are contagious. There’s a reason they go up right after layoffs or significant managerial change. We don’t like feeling uncertain.
Linked – Why Technology Isn’t Utilized More In Litigation
The reason why law firms continue to do things the way they always have is simply because they still are rewarded for performing the way they always have. Tech companies create more and more solutions to woo over attorneys and make their lives easier, but for attorneys, there’s no reason or stimulus for change. Attorneys…
Linked – The Rise and Fall of Working From Home
It’s an interesting story, but I’m going to go ahead and instead of just taking the employer’s word for what happened and why remote working doesn’t work, look at it a different way. You hired people for remote work. You didn’t set expectations around communication, availability, etc. You didn’t have regular, scheduled communication with them,…