Linked: What If We Just Stopped Being So Available?
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Linked: What If We Just Stopped Being So Available?

This is really the thing. We all know that our devices are with us all the time, and we all know that everyone else knows. So when the notification pops up, there’s an instantaneous thought process that we all go through.

And no, it’s not is this important or can it wait? The actual thought process is “they know I see this and are probably expecting a response”

However the article below also points out that much of the time, that’s isn’t true. Someone was just reaching out and there is no hurry or even an expectation of immediate response but we don’t know that. So, we either drop everything to reply or we apologize for any delay in replying.

Which makes no sense.

I’ve been involved in direct work with clients in half-day training, or multi-hours long workshops and replied to an email afterwards with an “I’m sorry, I was tied up” opening.

Yes, I’m apologizing for doing my job and paying attention to it.

How dumb is that?

Linked: More women than men feel uncomfortably cold at the office, and it’s impacting their work performance
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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,…

Shared Links (weekly) Dec. 26 2021

Shared Links (weekly) Dec. 26 2021

Linked: Quinn Emanuel Says Lawyers Can Work From Home Indefinitely
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Linked: Quinn Emanuel Says Lawyers Can Work From Home Indefinitely

What I am also interested in though, is whether any other staff positions were given the same consideration. If the lawyer can work from anywhere, and the impetus is to attract the best lawyers that they can, there’s no reason the same thing can’t be said about many of the other (granted not all), of the staff positions, right? If the lawyers aren’t coming to the office, why do paralegals, assistants, IT, Accounting, etc. need to?

Does Quinn Emanuel value those folks, and want the top talent at those positions too?

Linked: Does your remote team really need an in-person offsite?
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Linked: Does your remote team really need an in-person offsite?

As the future of work settles in a bit, in the sense that we are now working remotely by choice more than by COVID requirement, we are seeing a large shift toward the desire to work remotely. I believe that shift is everyone listed above. For introverts, people with disabilities, people with adult or child care requirements, working remotely is bliss. (I did it even before COVID.) We can still do the other things that are important in our lives without being forced to a specific location, and we can do it without being forced to be in the same physical space as people we may or may not like.

The problem is, and we see this clearly in the discussion below, doing things in-person is how we’ve always done things. The custom of having a quarterly or annual offsite was designed in a workplace that has always catered to extroverts and people who were available to be at the office for longer and longer hours. That culture has always excluded people. Think about the after-work drinks custom. How many moms got to attend instead of hurrying home to their kids, and how many men got to attend simply because somewhere there was a mom hurrying home to take care of the kids instead of them? How many introverted employees never showed up, or showed up out of a sense of guilt, quietly sipped their drink, and left as soon as it seemed polite to do so? And don’t even get me started on the number of employees in recovery who cannot, and should not, go out drinking with the group. 

But, what did you hear about these events? They were great, we had a blast, we really got to bond with other folks from the team, etc. That feedback all comes from the minority that actually gets to go, and enjoys being in a group setting.