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Thanks to everyone who tuned in to the @LondonPR #FutureDigiWork event last night. There were lots of questions after so I'll try and answer some here... 
1) What *good* habits have people picked up in lockdown?
Everyone's experiences are different, so I'm generalising here. But a better appreciation of work/life balance and the multiple roles we all juggle. Plus we've all been forced to become better communicators.
Everyone's experiences are different, so I'm generalising here. But a better appreciation of work/life balance and the multiple roles we all juggle. Plus we've all been forced to become better communicators.
2) how can we use listening [to employees] to feed back into, and guide, our organisations' responses
Show value: both in spotting employee pain points, and in how this impacts customer interactions. This is a goldmine but need to get balance right btwn listening & surveilling
Show value: both in spotting employee pain points, and in how this impacts customer interactions. This is a goldmine but need to get balance right btwn listening & surveilling
3) If "collaboration is an essential skill, but not always present," how do you build, grow/strengthen the trust bonds amongst a team in a remote environment? How is this done in the remote/cognitive space?
Useful read on this from FT: https://www.ft.com/content/27364b27-6c0c-4dec-b109-17c054b49465
Useful read on this from FT: https://www.ft.com/content/27364b27-6c0c-4dec-b109-17c054b49465
Also 3)
An old but imho relevant piece from me on developing conditions for innovation using enterprise social
And from me: https://www.linkedin.com/pulse/jamming-creating-conditions-enterprise-innovation-sharon-o-dea/
An old but imho relevant piece from me on developing conditions for innovation using enterprise social
And from me: https://www.linkedin.com/pulse/jamming-creating-conditions-enterprise-innovation-sharon-o-dea/
4) Is remote distributed working more inclusive? No travel barriers, everyone’s experience is the same, we share more of our whole selves, less visible corporate hierarchy?
Absolutely yes! I believe it can make work *more* inclusive. See https://www.linkedin.com/pulse/levelling-playing-field-sharon-o-dea
Absolutely yes! I believe it can make work *more* inclusive. See https://www.linkedin.com/pulse/levelling-playing-field-sharon-o-dea
5) How do you think performance management will best be achieved with new ways of working and how would you advise line managers to approach this issue? Whats the comms role in addressing this if an issue at all?
This one comes up a lot and I'm not sure I have a good answer.
This one comes up a lot and I'm not sure I have a good answer.
...I mean, one of the major performance management indicators for office based work was whether people turned up on time (& often, if they worked late). Flexible work relies on outcome based measures, but that's difficult for most kinds of knowledge work.
Ideas/suggestions?
Ideas/suggestions?
