Transfer this information to third parties where required to do so by law, or where such third parties process the information on Google’s behalf. Google may use the data collected to contextualize and personalize the ads of its own advertising network. Google will use this information for the purpose of evaluating your use of the website, compiling reports on website activity for website operators and providing other services relating to website activity and internet usage. The information generated by the Cookie about your use of the website (including your IP address) will be transmitted to and stored by Google on servers in the United States. Encourage your managers to embrace flexible work schedules so your people can continue to be their best at home and for work.This website uses Google Analytics, a web analytics service provided by Google, Inc. We need to remember to be open, flexible, and empathetic to one another. We know that many schools and summer camps are canceled through September, and we understand that our employees need to have some certainty around managing other responsibilities that are outside of the norm during this time. Work with HR and encourage your people to suggest what they’d be most interested in to stay personally connected to their colleagues.įlexible schedules and hours: I first wrote about flexible schedules during the COVID-19 pandemic in March, and everything that was true then still applies now. New community get-togethers: We’ve experimented with several different virtual events such as wine tasting, yoga classes (I tried one), baking club, and trivia night to see what works best for our team and culture. There are another 10+ scheduled through June. We try to hold meetings at times that work for our teams across the US, Europe, and Asia-Pac and we’ve seen really great engagement for the program overall. Since then, we’ve hosted more than 20 AMAs with a variety of Fuzers providing updates on their major projects, cross-functional initiatives, or training for the company. Regular ask-me-anything sessions: Initially these video meetings were started to create a channel for open communication and transparency from the executive team to the whole company. Here are some programs we’ve put into motion at Fuze: We’ve also implemented a few best practices to help our teams stay connected and engaged over the past eight weeks. There is no substitution for being face-to-face, but the technology we have access to through the Fuze platform allows us to feel like we are together. But there are other factors to consider: how will people get to work safely using public transportation? If you are in a large office building, what will elevator traffic look like? So much is unknown. There are already questions being raised about the density of office space and what will be necessary. I am confident in saying that work will look different in the future. This will assist in re-charging the economy, while also not putting additional undo burdens immediately on transportation systems, hospitals, etc. By maintaining our work from home recommendations, we are allowing more space for other industries and workers to return to work safely. But those industries that have the privilege of being able to be productive while operating remotely can continue to support social distancing through remote work. As we know, many businesses simply do not have the ability to conduct any type of work remotely and a return to physical work space is imperative for them to survive. While this may not be ideal for some of you who miss being in the office (including me), I feel that being an “intentional laggard” in returning to offices will not only help employee safety, but will ensure we are being thoughtful about our communities’ safety. I’d encourage other CEOs in a position to do so to please consider keeping your workers at home as well. I recently asked all Fuze employees globally to continue working from home until September- at which time we will re-evaluate. This is rare for a tech company CEO to say, but I think it is important. Now I believe that in order to take a leadership stance on returning to the workplace, we must be intentional laggards. This was originally published on LinkedIn.īack in early March, I asked all Fuze employees to work from home before any sort of official government shutdown.

Office rush team