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<!DOCTYPE html><html xmlns="http://www.w3.org/1999/xhtml"><head><title>Remote Working From Dream to Reality</title><meta charset="UTF-8"></meta><meta name="generator" content="Hovercraft! 1.0 http://regebro.github.com/hovercraft"></meta><link rel="stylesheet" href="css/hovercraft.css" media="all"></link><link rel="stylesheet" href="css/highlight.css" media="all"></link><link rel="stylesheet" href="default.css" media="screen,projection"></link><link rel="stylesheet" href="remote_presentation.css" media="screen,projection"></link><script type="text/x-mathjax-config">
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</script></head><body class="impress-not-supported"><div id="impress-help"></div><div id="impress" data-transition-duration="750"><div class="step step-level-1" step="0" id="home-remote" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="0" data-y="0" data-z="0"><figure><img src="images/remote_presentation_title_image.png" width="100%"></img></figure><div class="notes"><p>Hi everybody!</p><p>Thank you for your interest</p><p>My name is Matthew</p><p>We will talk about...</p><p>Let me start with a Quick poll</p></div></div><div class="step step-level-1" step="1" id="home-remote-striked" data-x="0" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/remote_presentation_title_image.png" width="100%"></img></figure><div class="notes"><p>My presentation is not an exact and exhaustive recipe book on what you need to do, but rather a collection of personal experiences since 2022.</p></div></div><div class="step step-level-1" step="2" id="racoon-on-fire" data-x="2500" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/racoon_on_fire.png" width="100%"></img></figure><div class="notes"><p>My goal is to keep you in the racoon mood by making clear that Remote Working could be challenging</p></div></div><div class="step step-level-1" step="3" id="minion-on-tears" data-x="2500" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/minion_in_tears.webp" width="100%"></img></figure><div class="notes"><p>We will see that Remote Working is here to stay so I will give you some advices to keep things on track so you don't look the minion at the end</p></div></div><div class="step step-level-1" step="4" data-x="5000" data-y="0" id="agenda" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="agenda">Agenda</h1><ul><li class="substep">Mindset Shift</li><li class="substep">Nonlinearity</li><li class="substep">Transparency</li><li class="substep">IT Policy</li><li class="substep">Get Together</li></ul><div class="notes"><ul><li>MS: It's a basic requirement for everything to work smoothly.</li><li>NL: Remote working is essentially a non-linear process based on asynchronous communication and trial and error.</li><li>TR: It is a cornerstone of the success or failure of your remote working strategy.</li><li>ITPOL: When we do crazy experiments, we need guidelines to do things right.</li><li>GT: Not going to go into the details of how to implement get-togethers, but rather give tips and tricks on how to maximise their impact.</li></ul></div></div><div class="step step-level-1" step="5" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="7500" data-y="0" data-z="0"><h1 id="who-is-this-impostor">Who is this Impostor?</h1><ul class="small-list"><li class="substep">15y in Industry ➡️ Scrum Master in ⌚</li><li class="substep">Full-time IT position since 2018 🤓</li><li class="substep">Since 2022 working Remote First</li></ul><div class="notes"><p>I tried to summarize what gives me the right to talk in front of you today</p><p>-> Working in a field that has been frozen by 50 years of "we've always done things like that"</p><p>clearly makes you stronger when it comes to know how to make things possible.</p></div></div><div class="step step-level-1" step="6" id="audience" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="10000" data-y="0" data-z="0"><h1 id="who-is-this-talk-for">Who is this Talk for?</h1><ul><li class="substep">Business leaders 🇨-positions</li><li class="substep">Change Managers 📈</li></ul><div class="notes"><p>Poll the audience => so get out / Joke but still you will understand why</p></div></div><div class="step step-level-1" step="7" id="audience-2" data-x="10000" data-y="300" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><p><strong>People with enough energy and/or power to change things within their organisation ✅</strong></p></div><div class="step step-level-1" step="8" id="key-figure-1" data-x="10000" data-y="2800" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/microsoft_productivity_paranoia.png" width="100%"></img></figure><h1 id="productivity-paranoia">Productivity Paranoia</h1><div class="notes"><p>Because leaders dont' see things like employees...</p><p>Microsoft conducted a survey of 20,000 people in 11 countries</p><p>And that's yesterday's situation and not the future which is coming with remote</p></div></div><div class="step step-level-1" step="9" id="key-figure-2" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="10000" data-y="5300" data-z="0"><figure><img src="images/impact_of_hurricane_harvey_7_months_study.jpg" width="100%"></img></figure><h1 id="impact-of-hurricane-harvey">Impact of Hurricane Harvey</h1><div class="notes"><p>All of this is quiet interesting because if you do an experiment like what happend when Hurricane Harvey striked North America in 2017...</p><p>...</p><p>New research from the UK’s largest money saving brand has revealed that the average UK office worker is only productive for 2 hours and 53 minutes out of the working day;</p><p>the main distractions affecting employee productivity are social media, traveling organisation and news websites</p></div></div><div class="step step-level-1" step="10" id="key-figure-3" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="10000" data-y="7800" data-z="0"><figure><img src="images/perentage_paid_full_days_WFH.png" width="100%"></img></figure><h1 id="return-to-the-office-is-dead">Return to the Office is dead</h1><p><em>Pr. Nick Bloom Standford University</em></p><div class="notes"><p>So... what we saw is that at least remote working does not change things at all in terms of productivity.</p><p>And what's more interesting is that things are going to last for while because people don't won't to go back to the office...</p></div></div><div class="step step-level-1" step="11" data-x="12500" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="mindset-shift">Mindset Shift</h1><div class="notes"><p>Without Mindset Shift everything is over</p></div></div><div class="step step-level-1" step="12" id="mindset" data-x="12500" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/organization_mindset_shift.png" width="100%"></img></figure><div class="notes"><p>I'm convinced that Remote Working is the key to a deep entreprise transformation</p></div></div><div class="step step-level-1" step="13" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="12500" data-y="5000" data-z="0"><h1 id="fine-micro-shifts">FINE Micro Shifts</h1><ul><li class="substep">F - Fast Feedbacks!</li><li class="substep">I - Inexpensive</li><li class="substep">N - No permission needed</li><li class="substep">E - Easy to implement</li></ul><div class="notes"><p>So try to implement with baby steps by trying it with a single squad of your team</p><p>Rather than making big changes make small ones .</p><p>N = (opt-in/out solutions, small scope, etc.)</p></div></div><div class="step step-level-1" step="14" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="12500" data-y="7500" data-z="0"><h1 id="be-more-radical">Be more radical...</h1><div class="notes"><p>As a Scrum Master I observed some time that some companies won't change at all because it's deeply rooted into processes or employee them self...</p></div></div><div class="step step-level-1 radical" step="15" data-x="12500" data-y="7800" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><p><strong>👷 Create a startup...</strong></p></div><div class="step step-level-1 radical" step="16" data-x="12500" data-y="7900" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><p><strong>buy out every employee one by one...</strong></p></div><div class="step step-level-1 radical" step="17" data-x="12500" data-y="8000" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><p><strong>and fire the one who won't change 🔥</strong></p></div><div class="step step-level-1" step="18" data-x="15000" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="nonlinearity">Nonlinearity</h1></div><div class="step step-level-1 canvas" step="19" id="nonlinearity" data-x="15000" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><script src="https://cdn.jsdelivr.net/npm/chart.js"></script>
<canvas id="myChart"></canvas><div class="notes"><p>Use preamption points to reach the goal</p></div></div><div class="step step-level-1 canvas" step="20" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="15000" data-z="0"><script src="https://cdn.jsdelivr.net/npm/chart.js"></script>
<canvas id="myChart2"></canvas><div class="notes"><ul><li>Kanban - One way to do that is to use your task manager to highlight tasks with different colors once their duration exceeds three, five, or ten days, for example.</li><li>Daily stand-ups</li><li>Retrospective at least (see next slide)</li></ul></div></div><div class="step step-level-1" step="21" data-x="15000" data-y="5000" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="retrospectives">Retrospectives</h1><ul class="small-list"><li>🚦Glad-Sad-Mad & Interactions between people</li><li>🧰 Ways to improve comfort and efficiency</li><li>🚧 Points that led to schedule deviations</li><li>😍 Particularly appreciated situations [<strong>MIN 3!</strong>]</li></ul><div class="notes"><ol><li>support from colleagues, autonomy at work, work overload, WHO-5, etc.</li><li>in general, tools & processes available to be improved / implemented (Work-life balance, working hours, use of digital tools, etc.).</li><li>interesting solutions found (approach to be reproduced, or avoided)</li></ol></div></div><div class="step step-level-1" step="22" id="good-documentation" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="15000" data-y="7500" data-z="0"><figure><img src="images/good_documentation.jpg" width="100%"></img></figure><div class="notes"><ul><li>Chat</li><li>Wiki - also have to do with Transparency</li></ul></div></div><div class="step step-level-1" step="23" data-x="17500" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="transparency">Transparency</h1><div class="notes"><p>Transparency is the basement of remote efficiency let me down into a specific example but it could be extended to a lot of entreprise's domain</p></div></div><div class="step step-level-1" step="24" data-x="17500" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="salary-system">Salary System</h1><p>Our internal salary system is <strong>based on</strong> transparency, but try also to avoid nitpicking.</p><p>It’s a derivative work of the <strong>Liip Salary System</strong> itself, based on <strong>Basecamp</strong>.</p><p>Other comparable systems known are: <strong>Les Tilleuls.coop</strong></p></div><div class="step step-level-1" step="25" id="salary-system" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="17500" data-y="5000" data-z="0"><figure><img src="images/ADT-Salary_system-2022-07-11-1119.excalidraw.png" width="100%"></img></figure><div class="notes"><ul><li>we guarantee <strong>equal treatment</strong> between genders, based on a transparent and participatory system;</li><li>we pay a gratification <strong>to all or to none</strong> (no individual bonus);</li><li>we do <strong>not negotiate</strong> salaries;</li><li>we maintain a very low <strong>wage ratio of ~3</strong> (ratio between the highest and lowest salary);</li><li>we <strong>don’t discriminate</strong> between job type.</li></ul></div></div><div class="step step-level-1" step="26" id="impact-expertise" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="17500" data-y="7500" data-z="0"><p><strong>💡 Impact is the difference between results provided - resources consumed</strong></p><figure><img src="images/ADT-Salary_system-Impact.png" width="100%"></img></figure><p><strong>💡 Expertise is the sum of know-how + experience</strong></p></div><div class="step step-level-1" step="27" data-x="20000" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="it-policy">IT Policy</h1><div class="notes"><p>Quick poll who is NOT working in an IT company</p></div></div><div class="step step-level-1" step="28" data-x="20000" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="remote-working-could-lead-to-poorer-working-conditions">Remote working could lead to poorer working conditions</h1><ul><li>💵 Insufficient income</li><li>🕛 Highly variable working hours</li><li>😖 Tiredness and suffering</li><li>🪦 etc.</li></ul><div class="notes"><p>In some extreme cases, such as in the tourism sector during the pandemic, RW has led to poor working conditions...</p><p>History: A 3-count waltz
* <em>16th to 18th century:</em> <strong>strong collective solidarity</strong> ➡️home is not conceived as a place of intimacy with the community taking precedence over the individual
* First a privilege of the nobility, the <em>19th century</em> brought a <strong>split between private life and work</strong>
* <em>21st century:</em> <strong>ICTs are breaking down boundaries again</strong> and overlaying private and professional spaces</p></div></div><div class="step step-level-1" step="29" id="cybersecurity" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="20000" data-y="5000" data-z="0"><h1 id="cyber-security">(Cyber) Security</h1><ul><li>Provide access only to the machines that are needed</li><li>Infrastructure as Code and Secrets Management</li><li>Streamline your process so that you can onboard someone in <strong>20 min</strong> in terms of machine, server and SaaS rights.</li></ul><div class="notes"><p>Let me take an example, You have two ways to look at Security in an entreprise</p><ol><li>Control freak</li><li>Opportunity to relax everybody by giving specific field of action</li></ol><p>Compare IT Policy to RBAC to create a relaxing environment for every instance</p><p>You can still be transparent by using Infrastructure as Code but with playbooks that retrieve screts from a central manager based on role</p><p>BTW be able to onboard somebody is a good sign that you are ready for remote working (works the same for outboarding)</p></div></div><div class="step step-level-1" step="30" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="20000" data-y="7500" data-z="0"><h1 id="be-transparent-and-document-it">Be transparent and document it</h1><ul><li>BYOD</li><li>Working time</li><li>Right to time off</li><li>On-call limits</li><li>...</li></ul></div><div class="step step-level-1" step="31" data-x="22500" data-y="0" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="get-together">Get-Together</h1></div><div class="step step-level-1" step="32" id="isolation" data-x="22500" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/photo_isolation_hazel_aksoy.png" width="50%"></img></figure><div class="notes"><p>Just give me the opportunity to talk about the dark side of remote working</p></div></div><div class="step step-level-1" step="33" id="isolation-danger" data-x="22500" data-y="2500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="remote-working-s-danger">Remote Working's danger</h1><ul><li class="substep">Feelings of isolation and lack of social interaction</li><li class="substep">Physical and mental health problems</li></ul><div class="notes"><p>This is your biggest enemy</p></div></div><div class="step step-level-1" step="34" id="happiness" data-x="22500" data-y="5000" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><figure><img src="images/happy-cat-jae-park.jpg" width="80%"></img></figure><div class="notes"><p>But there are ways of ensuring everyone's health</p><p>Yeah, I've put a cat in... everyone loves cats anyway</p></div></div><div class="step step-level-1" step="35" id="happiness-measures" data-x="22500" data-y="5000" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><h1 id="employee-healthiness">Employee Healthiness</h1><ul class="small-list"><li>The World Health Organisation- Five Well-Being Index (WHO-5)</li><li><em>stressnostress.ch</em></li><li>"Working on a display screen" SUVA recomendations</li></ul><div class="notes"><p>Like each of the many things that matter to you in your company, take care to ensure that your employees feel good.</p><p>The measurement tool is not important in absolute terms, but trust your way in relative terms.</p><dl><dt>WHO-5:</dt><dd><p>A score below 13 indicates poor wellbeing
In order to monitor possible changes in wellbeing, the percentage score is used. A 10% difference indicates a significant change (ref. John Ware, 1995).</p></dd></dl><p><a href="https://www.psykiatri-regionh.dk/who-5/who-5-questionnaires">https://www.psykiatri-regionh.dk/who-5/who-5-questionnaires</a></p></div></div><div class="step step-level-1" step="36" id="coffee" data-x="22500" data-y="7500" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-z="0"><p>☕</p><h1 id="value-the-time-spent-being-non-productive-during-calls">Value the time spent being non-productive during calls</h1><div class="notes"><p>If you have to retain only one thing today it's that !</p></div></div><div class="step step-level-1" step="37" id="get-togethers" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-scale="1" data-x="22500" data-y="10000" data-z="0"><h1 id="organize-informal-physical-meetings">Organize Informal physical meetings</h1><figure><img src="images/atlassian_analysis_time_since_team_gathering.png" width="100%"></img></figure><ul><li>At least every 4 months (ideally 3)</li><li>Organized on a rotating basis by all</li></ul><div class="notes"><p>Finally, Atlassian did an internal survey to measure the connection boost after get-togethers...</p><p>It's interesting to see that after 3 months you yan really see a decay and my best advice is to plan it at least every 4 months</p><p>It's like in a couple: you turn a planned moment into a bit of spontaneity, If you let people organize the get-together on rolling base one by one.</p><p>e.g. Give a budget and let people show others something that is special for them (theme, activity, etc.)</p></div></div><div class="step step-level-1" step="38" id="sources" data-x="11000" data-y="5000" data-scale="14" data-rotate-x="0" data-rotate-y="0" data-rotate-z="0" data-z="0"><ul class="small-list"><li class="substep">Xavier Coiffard <a href="https://podcast.remotefr.com/">https://podcast.remotefr.com</a></li><li class="substep">Benoit Gantaume <a href="https://artisandeveloppeur.fr">https://artisandeveloppeur.fr</a></li><li class="substep">Le travail à distance - Défis, enjeux et limites Claudia Senik</li><li class="substep">Liip Salary System <a href="https://www.liip.ch/en/blog/salary-system-liip">https://www.liip.ch/en/blog/salary-system-liip</a></li><li class="substep">WEKA Business Books - Le droit du travail suisse de A à Z</li><li class="substep">All my teammates @ Advance Ticket GmbH</li><li class="substep"><em>Your servant</em> <a href="https://matthieu.borgognon.ch">https://matthieu.borgognon.ch</a></li></ul><div class="notes"><p>So time is running really fast and if you want to go any further some of my sources will help you.</p><p>But mainly let me thank All my teammates for their support and patience with our long running experiment.</p><p>Thanks for watching onsite and remotely
Q&A</p></div></div></div><script type="text/javascript" src="js/impress.js"></script><script type="text/javascript" src="js/gotoSlide.js"></script><script type="text/javascript" src="js/hovercraft.js"></script><script type="text/javascript" src="remote_presentation.js"></script></body></html>