![]() ![]() Aware that Tarka will require a supply of isolynium to assemble the isolytic weapon necessary to sever the DMA from its power source, Federation Intelligence identifies four potential vendors who sell the black market element and dispatches vessels to those locations.Īs part of that assignment, Burnham meets with Saru and Stamets, who report that the lack of data about the region beyond the Galactic Barrier is impeding their efforts. Discovery-A from the pursuit, assigning Burnham to conduct research on Species 10-C, the creators of the DMA, in preparation for first contact. As we return, Admiral Vance deploys Starfleet in an effort to locate the two fugitives…Īngered by Captain Burnham’s inability to predict Book’s actions, Federation President Rillak sidelines U.S.S. Following Cleveland “Book” Booker and Ruon Tarka’s theft of the Federation’s prototype spore drive, the pair departed on an unsanctioned mission to destroy the Dark Matter Anomaly (DMA). Right now may not be the best time, but we can and probably will get back there, as long we understand that it will require real commitment and investment.After an unbelievable mid-season cliffhanger and a six-week hiatus that made room for the equally impressive Star Trek: Prodigy, Star Trek: Discovery returns for the second half of its fourth season in thrilling fashion. The pandemic gave us a glimpse of a rosy future that empowered virtual workers to spend more time doing what they liked while maintaining high productivity and a pleasing work-life balance. But if your company’s leadership decides to give remote another go, you might want to let them know their efforts will fall short if they don’t give it the full college try. If your CEO wants everybody back into the office pronto, you’ll likely need to either abide or move on. Remote is a privilege, not a right, much like having one’s own office back in the day. This should be instituted as part of the company’s policies and standards, embedded in onboarding and training and posted prominently in online platforms. And when you have inconsistencies in an organization, especially where people are working remotely full or part time – this is when engagement and productivity can suffer.Įxecutives and managers should regularly reinforce company values and stress the overarching mission, linking these to decisions and targets. If leadership isn’t uniformly bought into the policies and standards which govern how office, hybrid and fully remote employees work and interact – then you have a situation where there are inconsistencies. This starts with a commitment from top executives to model and invest in the foundations for a strong remote culture – the systemized policies and procedures that derive from vision, mission, goals, values, and operating principles. So what’s the best way to get there? Driving remote productivity across time zones, mindsets, and workdays requires more discipline and structure. Firms that are willing to invest and commit to embracing remote or hybrid models, and the systems and policies that back them up, are likely to find themselves overwhelmed with talented job candidates who will be overjoyed to become engaged and productive employees. Remote work is not to blame, but poor implementation. It’s a self-fulfilling cycle of failure: managerial doubt leads to less productive and more anxious workers. An August 2022 report from software firms Qatalog and GitLab found that, rather than carving out an effective work schedule, remote workers are wasting an average of 67 minutes a day attending unnecessary online meetings, sending emails at strategically chosen hours and otherwise being ostentatiously online. Virtual staffers sense this lack of trust and in turn perform a bit of “productivity theater” - making a show of toiling away online. These executives and managers have no data-driven reason for their “productivity paranoia,” as Microsoft CEO Satya Nadella dubs it they just cannot see their workers at their desks. It’s a last gasp for the status quo, the revenge of the old-school executive suspicious of workers he’s unable to see.Ī late 2022 survey from Microsoft bears this out: a full 85% of leaders have less confidence in the productivity of remote workers. The primary driver of the back-to-the-office trend is not boosting productivity or cutting costs, but the unwillingness of leaders to invest the time and resources required to do remote right. ![]()
0 Comments
Leave a Reply. |