In about two weeks, I’m moving from Seattle, WA to Nashville, TN. This is awesome for a number of reasons. Nashville has less depressing winters, some great friends and family live there, there’s an NHL team, and I’m really excited to reacquaint myself with the city I grew up in. (That said, I am going to really miss Seattle. This place is amazing). There’s just one part that makes me a little nervous: Working remotely. It freaks me out. It shouldn’t, but it does. Kind of a lot. Several people at RescueTime work remotely, and they make it work just fine, but I’m still uneasy.
You see, I’ve worked remotely once before, and I was terrible at it. I mean, I still got my work done and all, but I fell into just about every conceivable work-from-home trap in the process. It was several years ago, and I was living in Boston, working for a small web design company in Anchorage, AK. The four hour time difference meant my work day didn’t start until noon (which is awesome), but it meant I was working until about nine (opposite of awesome). I didn’t have to keep those hours, but between everyone else being on Alaska time and me not being a morning person at all, it was an easy pattern to fall into. Finishing work so late each day sort of wrecked my motivation to go out and do anything afterwords, so often times I would just keep working. That’s a really bad habit to fall into, and led to some pretty bad workaholic tendencies (also not so great for my social life :\). I was working out of my house, so the isolation started to get to me. For days at a time, I found myself with literally zero reasons to put on pants. In a way, that sounds luxurious, but it stops being fun real quick. After a while, I figured out ways to get a little bit more balanced, but it never really got to a spot where I could say I actually enjoyed it all that much.
So you can see why getting back into a remote work situation would be unsettling. But I’ve got some reasons to be optimistic this time around.
I’m not the only one in my company working remotely
The last time I worked remotely, I was the only one in the company not in the main office, and that caused a huge disconnect. I felt guilty being the odd man out, like I was burdening everyone with my weird schedule and the fact that I couldn’t be there for meetings. At RescueTime, more than half the team works remotely, so I don’t feel that same pressure. It’s already a part of our culture. And the folks I work with have been doing this for years, so I don’t have to figure it out all on my own.
Technology is way, way better now
Before, the main options I had for interacting with my coworkers were phone calls, email, and FTP. Now I have all sorts of options to stay connected. We sync files through Dropbox, share code with Git, and share all sorts of random knowledge tidbits with Evernote and Google Drive. On a more social level, Google Hangouts makes it so we can see each others faces (and screens) whenever we need to. And we use HipChat for group chat, which has been surprisingly effective at making everyone feel a little less spread out across the country. On the time management front, RescueTime helps me steer clear of some of the really bad habits I’m prone to by keeping me aware of how my days are shaping up.
There are other options for not working strictly from home
I know that working from home drives me crazy after a short while, so I have to get out and find somewhere else to work. This time around, I have two things working in my favor. Coffee shops are a great option now that I’ve developed a fancy coffee addiction (thanks a lot, Seattle!), and Nashville has an abundance of coworking spaces that I can go to give myself some structure (as well as some physical distance from home, so I can draw the line when I’m done for the day). I’ve spent a few days at CoLab Nashville, which has been great, and there are several others that look really good. I have a lot of options.
Nashville-to-Seattle is way different than Boston-to-Anchorage
It’s not as hard to go back. Flying to Alaska was always a huge, expensive undertaking, no way around it. (To be fair, a huge, expensive undertaking that also involved moose, bears, Northern Lights, and a bunch of other completely magical stuff.) Seattle is still far away, but I’m only crossing two time zones, not four. (No direct flights though, so that’s sort of a bummer.) I’m not really sure how necessary going back will end up being. Going back to the first point, the other people working remotely give me some new options for face to face time. There are two RescueTimers in Atlanta, and that’s only a few hours’ drive.
Remote work is actually a thing people think about now
In the time since I last worked remotely, the conversation has gotten a lot more interesting and sophisticated. In addition to all the tools I listed above, there’s just a better understanding of what the tradeoffs and pitfalls are. A lot of people have put effort into figuring this stuff out, so there’s a better roadmap. It also helps that I have a pretty clear idea of some things that simply don’t work for me (living and working in the same space, all the time, for example). This time around it feels like there is a lot less that I’ll have to sort out by pure trial and error. I’m about halfway through reading Remote, by 37signals, and it’s a really nice rollup of the dos, don’ts, and current thinking about remote work.
So I think it’s all going to work out ok. Still, got any tips?
While I’m optimistic, I still know myself and know the traps I’m apt to fall into. Does anyone have any good tips or strategies for remote work? If so, leave them in the comments, I’d love to hear about them!
The Quantified Self movement, in all it’s various shapes and sizes, is giving us the opportunity for an unprecedented view of ourselves. Examining ourselves through a lens of data holds the promise for better health, increased productivity, even greater happiness.
But what does self-tracking do to your creativity?
Now, it could be argued that all this careful measurement and instrumentation is really just a misguided way to optimize all spontaneity out of life. Albert Einstein said “Everything that can be counted does not necessarily count; everything that counts cannot necessarily be counted.” There’s absolutely truth to that. Today’s knowledge workers need to be creative. It’s probably the most important skill to have, especially as more process-oriented work is increasingly automated. The problem, from a self-tracking standpoint, is that creativity is subjective, and damn near impossible to express in a structured way. Some people are certainly trying, but I think it will be a long time (if ever) before any broadly agreed upon metric is established.
I think that’s just fine. Self tracking can still do amazing things for your creativity.
New problems, new solutions
Just as we’re faced with problems we didn’t have 20 years ago (when you could work for more than three minutes before being interrupted by email), we need to discover new coping strategies. A data-based approach makes a lot of sense.
Sure, it’s true, quantifying creativity is problematic. But do you know what’s not problematic? Quantifying emails, meetings, workflows, and all the other process-oriented stuff that takes up increasing amounts of our day. All of that is easily measurable, and self-tracking paints a pretty interesting picture in the negative space around our creative output. One of the observations we hear over and over from RescueTime users is “wow, I spend WAY more time in email than I thought!” Multiple studies have shown that the average desk worker spends about 30% of their time in email. It doesn’t feel that way because it’s generally spread out across the day in small chunks.
Switching back and forth on tasks takes a toll on our cognitive performance, and some research suggests that heavy multi-tasking diminishes our ability to recognize a breakthrough idea. Humans are nearly universally bad at multi-tasking, but it’s increasingly difficult to escape. But we can at least keep track of it, and that can bring an awareness that allows us to take steps to minimize it.
Different strokes for different folks
It’s easy to imagine creativity as this innate quality that manifests in spontaneous bursts of genius, but if you look at creative minds throughout history, you’ll see a very sophisticated creative process that’s been refined over time. It’s part of mastering your chosen craft. But what works for one person may not work for others. Hemingway only wrote in the morning, and had a very specific flow from handwritten pages to the typewriter. Picasso on the other hand, worked late into the night and slept in. Self-tracking can enhance this process, allowing individuals to methodically tweak their behaviors to find the ideal state of flow. Is the time you wake up more or less important than the total amount of sleep you got the night before? What about the quality of your sleep rather than the duration? Or is the really important thing the strong cup of coffee you drink before work? These are questions you can answer with self-tracking.
Let’s admit that maybe some of that creative output can be measured, and that’s really awesome
Even though there’s really no way your creative genius will be fully expressed by some numbers sitting in a spreadsheet (unless you are a mathematician, I suppose), most any creative endeavor has output that can be be revealing when tracked. Hemingway kept a daily log of his word-count “so as not to kid myself”. He used this to keep track of his progress, but also to reward himself. After a particularly productive day of writing, he could spend the next day fishing, guilt-free.
Motivation is key to creativity, and consistently measuring output is a fantastic way to stay engaged, especially with creative projects that require long slogs of work before seeing a finished outcome. It’s the digital equivalent of turning around after an exhausting uphill hike and beholding the beautiful view you’ve trudged into. Services like iDoneThis make this as easy as giving a short reply to a daily email. Another example is National Novel Writer’s Month, where daily word count is celebrated as a way of keeping authors pumped up about writing their novels.
Your turn. Do you think self-tracking impacts your creativity?
Obviously, we’re a little bit biased here at RescueTime. We think the greater awareness that comes from self-tracking has a huge benefit on one’s creativity. But I’m curious what you think? Do you agree? Or is it too clinical of a lens for such a organic thing? Or, is it simply navel-gazing, and a distraction in and of itself?
In Cory Doctorow’s science fiction novel Down and Out in the Magic Kingdom, people don’t work for money. Currency, as we know it, has become obsolete as technology has created such abundance that the old models of scarcity fall apart. Instead, paychecks are replaced with a new currency called Whuffie. Whuffie is a measure of reputation, or esteem. It rises and falls based on a person’s actions. Be a jerk to someone on the bus, and your Whuffie falls. Help a little old lady cross the street, and your Whuffie rises. Write an amazing story, and your Whuffie shoots up exponentially as it’s enjoyed and shared by thousands of people. And there’s the tricky part. It’s not enough to just to be good, you have to also be recognized for being good. In fact, one of the major plot points is when a series of unfortunate events and a fit of rage cause the main character to lose all his Whuffie, effectively making him an outcast from society.
Ok, so that world may sound far fetched, and a post-scarcity economy probably isn’t coming along anytime soon. But the concept of Whuffie is starting to turn into a very real thing in our professional lives, and it’s only going to get more prevalent in the future.
One of the top ‘future-of-work’ trends predicted in the book The 2020 Workplace is that workers will be hired and promoted based upon “reputation capital”. This will be a combination of both the depth and quantity of an employee’s social and professional networks, as well as hundreds of smaller data points indicating the worker’s influence in those circles. This already makes sense today in sales or marketing positions, but in the future it will extend to all roles within an organization.
Social feedback loops in the workplace today
Twitter and Facebook have given customers of all businesses a vehicle for voicing opinions on interactions with employees. This amplified message can make it easier for a worker to be recognized for her hard work and good service (unfortunately, it can also have some negative consequences as well). But many services are going a step further and formally baking their worker’s reputation directly into their business models.
Micro-outsourcing marketplace TaskRabbit matches workers with people willing to pay them for odd jobs. Workers are rated and reviewed at the end of each task and those rankings in turn affect the likelihood that a worker will get more work in the future. Your ability to put together an IKEA bookshelf is important, but it’s equally important that other people recognize you for it. Similarly, the private car dispatcher Uber uses rankings by customers as it’s indicator of driver quality and will deprioritize or let go drivers with low overall scores (which has caused some controversy).
It’s not just customer service jobs
Reputation capital is becoming important in other areas, beyond customer service. At a previous company of mine, one of the things recruiters looked at when hiring software engineers was their level of participation on GitHub. While it was never a requirement, having a presence and being a member of the community was a considered a huge plus. Doing a quick scan of software engineering jobs on various job boards suggests that this preference is becoming more widespread.
Other niche communities where reputation is starting to matter more and more to employers include StackOverflow for software engineers, Kaggle for data scientists, and Dribbble or Behance for designers.
The rise of corporate social networks
For people already employed by a company, internal social network tools like Yammer and Work.com have features that allow colleagues to recognize an employee for a job well done. All those individual data points accumulate on the worker’s profile in the form of badges. This helps top performers stand out, and lets others in the organization easily identify experts on specific topics.
Instead of managerial performance reviews, software company Valve uses a multifaceted peer ranking system to get a better idea of each employees contribution to the company. Evaluations from multiple co-workers are aggregated in a way that forms a comprehensive picture of how the worker is performing, in a way that may not be evident by solely concentrating on traditional productivity output metrics.
Where should the line be drawn?
Part of the reason that reputation is becoming a big factor in our workplaces is that it’s now so easy to access all this new information about people, their accomplishments, and their impact on others. Data-points that would have been impossible to compile ten years ago are now cheap and abundant, either as a byproduct of existing networks, or due to technological advances that make giving feedback a frictionless experience.
But access to all this new data raises a lot of questions, and it’s clear that employers and employees are still struggling to find the proper balance.
Uber was recently on the receiving end of protests by some of their drivers. Among their complaints was the fact that drivers were being algorithmically dropped out of Uber’s labor pool due to low customer rankings. In a thought-provoking reaction, Om Malik refers to the potential for “data darwinism“, as some workers inevitably won’t be able to keep up with the ever-shifting emphasis around reputation, data and feedback.
Here in Washington State, a bill is in the works that will make it illegal for employers to request passwords for an employees personal social network sites. Other similar employee protections are already in place in many states. I personally can’t imagine ever asking an employee for that information in the first place, but the fact that bills are being passed prohibiting it is proof that the lines of what reputation information is acceptable in the workplace haven’t been clearly defined yet. I expect issues like this will receive much more attention in the future, and employers will have to ask themselves some hard questions about where their ethical boundaries are.
A reputation-based workplace could be really great, though
Despite the growing pains of social feedback loops in the workplace, there’s a lot of potential. Imagine a world where you never worry about your upcoming performance review, because you’ve had a constant stream of feedback from your peers letting you know exactly how you’re doing at your job. Imagine that feedback being multi-directional and transparent, so you are able to rank your manager on their performance and see how they rank compared to other managers at your company (or at other companies, for that matter).
What needs to happen to get us there?
Social feedback loops in the workplace are still in their early, prototypical stages. There are a lot of kinks to be worked out.
Both managers and workers need to become more data-literate (or, systems need to get more human-literate)
All this data is overwhelming, and most people don’t have a good sense for what decisions to make based on it. This will cause problems until decision makers become more skilled in integrating data into their processes. Used correctly, it can be an extremely powerful tool that empowers workers and scales really well across large organizations. Used incorrectly, it can be the source of a lot of really bad knee-jerk reactions. There will need to be experts to guide people through how to incorporate all these new streams into their thinking.
The flip side of this is that the systems aggregating and presenting this data will need to build in safeguards to encourage good data-based decision making. Social feedback loops can be terribly messy and lack context, so systems have a challenge of setting the proper expectations of how they should be used.
Raw data is generally really bad at giving context, and as such fails to paint a complete picture of the situation. Part of the solution may be even more data, presented in a coherent way that tells a more complete story. Take Uber’s five star rating system, for example. How would those ratings changed based on some data about the passengers giving them? Should a 1 star rating mean less if it was clear it came from a person who consistently gave 1 star ratings? What if it was determined that a driver was mostly picking people up from an area that statistically gave lower rankings than usual? What if it was clear that a driver who received low ratings was new to the area? That may mean that instead of grounds for dismissal, it becomes an opportunity for some relatively inexpensive training that would remedy the situation.
Workers will need to start considering the role of reputation in their careers.
For sales people, journalists, and a handful of other professions, this is nothing new. But for everyone else, the idea that it’s not how good you are at your job, but rather how recognized you for being good at your job will be a bit of an adjustment.
What do you think?
Are social feedback loops part of the future of the workplace? And is that a good or bad thing? Do all these new data streams represent a better way for being recognized for doing a good job? Or is it just a bunch of irrelevant noise, a distraction from the work people are supposed to be doing in the first place?