Blake Wilson's Profile
The variability in workspaces is a key difference that we didn’t have to contend with before. The uniformity of an office creates a more level playing field. As someone who has a 5 month old at home and a wife who works full-time (still going into the office twice a week), the effect on my productivity has been horrendous. I’ve had to cram work into margin periods when my daughter is sleeping. We are also crammed into a one bedroom apartment which doesn’t help. It’d be interesting to see work productivity before and after for each demographic. I’m sure some will benefit and some will be harmed, but the question is how much. I’m also curious at to what employers are doing to see through this temporary difference in productivity, especially for those employees who are struggling with the new situation.
Interesting post about the adoption and implementation of network analysis. I wonder what other tools management has at its disposal to encourage adoption of these invasive platforms. In addition to what you mentioned about transparency, I think a top down approach would speed up implementation. If top level management wears badges and gets feedback (up to the CEO getting feedback from the board), I think an organization is less likely to lose trust with employees and get buy in. Pairing promotions with higher data collection requirements could be seen as a reasonable tradeoff (i.e. once you reach a senior vice president level, you wear a badge). This emphasis on top level management could also help with reputation issues (like what we see with Amazon tracking data on warehouse workers).