2 posts tagged workplace

This week, we’re getting a reality check about flexible working from Ryan, who really gets into the nitty gritty around the challenges of flexible work and why he embraces them.

A little bit about Ryan:

Ryan Rutan is 25% technologist, 25% marketer, 25% entrepreneur, and 25% silly putty.  This amalgam has led him from being the director of marketing for a technology company, to the director of technology for a marketing company, and most recently the President of Digital-MR in the US.  He is charged with expanding the company’s position in North America, with a focus on business development for their syndicated web listening reports across financial, smart phone, and retail apparel markets.

With 16 of his 32 years on the planet engaged in commercial enterprises from cafe ownership to cattle ranching, he is able to bring a youthful energy backed by nearly two decades of broad experience to his endeavors.

Living across 3 continents, and working in twice as many countries, he has developed an “everywhere from anywhere” approach to work.  He embraces the new flex arrangement with Digital-MR brought about after uprooting a 4 year residence in Cyprus to return to his family and hometown in the US with his wife and dog.  Evidencing a commitment to flexibility, the move was made in 3 suitcases, one animal carrier, and a single briefcase. 

Tell us more about your flexible work arrangement, what does a typical workweek look like?

Because a large part of my remit involves interfacing with my European colleagues, my day typically starts just shy of 5:00AM, with work commencing as soon as the coffee is poured.  In this way, I am able to maintain a reasonable overlap with their working hours. 

We utilize a number of web based technologies to create online environments that enhance communication, collaboration, and productivity between the functional roles within our company, and points of contact with clients and vendors.  I have my own golden ratio, and its 10:1, written words to spoken. This creates a record, and leaves little room for creative reinterpretation (intentional or otherwise) of the details.  Wherever possible, a document takes the place of a personal/phone briefing, a meeting is replaced by a collaboratively developed report, limiting the number of forced interruptions that occur in a day, allowing productivity to stay at peak levels, and the focus to be on delivery of “products” and not communication of objectives. 

An average workweek comprises 50-60 hours, with 6-12 of these being spread over the weekend.

Was your job flexible to begin with, or was it something you negotiated with your employer?

Digital-MR is a digital market research agency, and because we occupy web based spaces, the roles within the company are inherently geared towards flexibility.  My ability to perform is predicated only on being able to access the internet. 

What have been the most notable benefits of your flexible work arrangement?

The inception of my flexible role coincided with an overseas move (Nicosia, Cyprus to Columbus, Ohio), and because of the flexibility, my wife and I were able to manage this continental migration over a weekend, without taking a full day off during the process.  This ability to remain viable at work even during chaotic personal events means that I can limit the tough choices between career and home life, because now they can co-exist. 

The scope of my role has expanded along with becoming flexible, and in addition to the early mornings, has meant some late nights, and long stretches of needing to be on task. Because of the flexibility, I have been able to be physically present with my family as they gather in the evenings, if not separately mentally engaged.  Its a great comfort to look up to their smiles when I retract nose from grindstone.

What have been the biggest challenges you’ve faced working flexibly?

Workaholism is always lurking in the next Blackberry alert.  Because my full work environment is constantly at hand, it is always a challenge to say “no, that can wait.”  Rather than spend energy on making a conscious effort to separate them, it is often easier to give in to the urge to work.  The fact that I enjoy my work makes this a less painful concession, but it does take its toll.

What advice would you offer those who would like to negotiate a flexible work arrangement with their employer?

Prior to opening the dialogue with your employer or partners, strongly consider things like:

How much do I rely on the input of others, and how much will my efficiency be reduced (and therefore my hours increased) if I do not have them readily at hand?

Looking for ways to maintain their “voice” at work, and remain an integral part of the management process.

Proving the concept:  Make use of tools that allow the work environment to be more flexible and productive now, providing proof of concept for further expansion.  By showing not only that your current role doesn’t lose efficiency, but that it can actually improve by removing the limitations of office based work, will go a long way in adding credence to your request.  

Tell us about your “office” space….

My Asus UL-30VT, Blackberry Bold, and a great leather shoulder bag are all I need. I have temporary home office, which will convert to a dedicated home office in the next 2 months, but my approach is more “anywhere with wifi and a wall socket”.  I infrequently need scanning and printing, which require either a trip to a print-shop if I am out (Fedex-Kinko’s are convenient) or are more than handled by the simple all-in-one Canon I keep under (unplugged) the table that currently serves as my base of operations.

If you could describe your “workstyle” in one-two words, what would it be?

Lean + Dynamic

Anything else you’d like to add?

Working in a non-traditional environment brings a unique set of benefits and challenges that should be weighed carefully before undertaking any drastic changes in your own situation. 

I was able to sample a flexible role through project based work with distal offices in my previous company, and knew that it was a good fit for me.  My role is also one that lends itself to being flexible, and my comfort level with the various technologies that support such an undertaking have made it a great experience thus far.

They say “that which does not bend is bound to break,” so I will embrace flexibility and all that comes with it.

So what about you, can you relate to Ryan’s flexible work arrangement? 

Chances are, if you live in the United States, you’re thinking about basketball brackets right about now or know someone who is.  Since a lot of the games take place during the traditional workday, we were curious about how managers are handling the “madness”.  Does our passion for spectator sports impact workplace flexibility?

Read on…

Photo by big swift

Today’s guest post is by Vince Capps.  He is a self-employed IT Consultant located in Little Rock, Arkansas, with ten years of  extensive experience in the engineering, administration and support of information technology systems, websites, and databases.  He’s also a part-time online student at the University of Massachusetts Lowell, in his senior year of pursuit in obtaining a Bachelor’s Degree in Information Technology.  Vince’s hobbies include being outdoors as much as possible, writing, graphic design, amateur boxing, watching live sporting events, and playing with his White Labrador Retriever friend, Cooper.  Follow Vince on Twitter for information on his soon to be released website, constantv.com, a personal blog and collection of short stories and IT projects.  

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Many employers fear that March Madness will drag down their workers’ productivity, that allowing the tournament to be monitored will become an obsession and larger priority than that of the job.  While this might show to be a plausible argument, many employers might want to lessen their apprehension, as doing so could become profitable.

 
Let’s review, for an example, a mid-sized, three hundred employee investment banking company that has consistently grown in value for over thirty years; one where the management likened the tournament to the industry of trade.  After all, the tournament consists of the same gambles, hunts, and chases that create a sort of “madness” for buyers and sellers of stocks and bonds.   Alike, the outcome of investments and games can change so quickly and shape the entire market/tournament by a marginal derivative.  The only difference is that the outcome of March Madness isn’t as serious as that of the trading markets..  Well, for some anyhow. 

 Most employees in such a company will likely agree that “eating” what they “kill”, “living on the deal”, is fun but full of stress.  Over time, this causes investors to be gun shy by the lack of fluidity in their deals.  The tournament is an appealing way for management to lessen this tension, as they believe that games are therapeutic, reinventing or recharging the wheels that employees use to make optimal decisions.  Not only that, but it strengthens the foundation of communication between those who have difference of interests in particular markets.  

Sure, management is conscientious about the possibility of deterioration of workflow (and they should be for the welfare of the company).  But the increased morale of the workplace is of far more importance.  
Given the overall status of today’s economy, it is important that employees have a way to brighten their scope and play well as a team.  

A company that has confidence in their team is one that has confidence in the future. 

Does your company encourage March Madness at your workplace?