Udalenka after the victory over a coronavirus. To whom and what she threatens with?

A huge number of different forecasts about what will be the world after crisis/pandemic/recession is already released. Also I will dare "povangovat" a little on this subject. And the period "later" that not "scratch" each other, I will call the Near Future.

So, certainly, in the near future there will be many changes. And in the field of medicine, and, of course, in the field of education. Industry analysts write about it much and I, certainly, agree – these spheres of our life will be very seriously transformed.

Input of digital identifiers of the personality will be precisely accelerated and, most likely, the radical method provides control of movement of citizens. How – through video surveillance, through wearable bracelets or the implanted chips (it I more likely for effect) – not an essence as it is important. The main thing – total control of the population will be provided. Whether it will exist further in "passive" model (i.e. to be used only in extreme cases) or permanent online logging of life of each of us will be conducted is already absolutely other question... Yes, and the speech, of course, goes not only about Russia. Similar measures, I think, will be undertaken practically in all countries.

"Вангуя" globally, of course, it is necessary to tell that the European Union any more will never be former. It as – as soon as in it was gone in family trust, the countdown begins. I would assume that such entity as the European Union, or in general will be gone in the next few years, or will remain purely formal history. Perhaps, also euro as single European currency will sink into oblivion. But... these "predictions" directly hardly concern questions of the Near Future of technologies (though indirectly it will influence their transformation) therefore I will not stop on this question.

As I will not stop also on "predictions" for new model of thinking, for new economy, for new philosophy, for a new civilization of the Debt and Honour (there are also such forecasts). As well as I will not stake on Horses of the Apocalypse – all this, of course, can take place, but so far speak about it, it seems to me, prematurely.

And here the subject "udalyonki" – remote work of employees – I after all would like to twist, turn.

Mass transition to remote work puts before workers and employers a number of questions of both organizational, and technology character

The question of employee involvement, not working directly at offices of the companies, appeared for a long time, and the greatest distribution (conditional, of course) received just in the last years five when technologies allowed to provide almost in full both remote execution of work, and its control, and acceptance.

There were progressive companies which had no offices at all or used office only for accomplishment of representational functions. All their employees worked remotely, often being even not only in the different cities, but also in the different countries.

And all the same, it was not necessary to speak about a total victory of progress over tradition – the vast majority of the companies and organizations adhered to classical model of job management: "If I do not see subordinated how I can manage it?" And this model led to construction everything new and new office centers, to the growing urbanization as the people from the whole country went there where there are more chances profitable "sit down in office"...

The present situation as it seems to me, will significantly change alignment of forces on this field.

What to pay business lease for the empty areas when the company continues the work? Yes, it is possible, not absolutely with that result which was earlier (I speak about efficiency here, but not about the arisen economic problems).

Before looking at the Near Future with business eyes, perhaps, it is worth looking at it with the worker's eyes.

Udalenka from the point of view of the worker

Of course, I will speak about the specialties which are not requiring direct presence in a workplace are analysts, programmers, managers of different qualifications, economists, accountants and other "office workers".

And there is the first paradox of remote work which significantly affects quality. Earlier some already came across it therefore they departed from, apparently, progressive model.

It is about inability (complete or partial) a number of people to do work in house conditions... It is too much distracting factors (from a favourite sofa on the right, to the interesting program on TV at the left) which do not allow the worker to focus on the work performed by him completely. And if there are still additional "activities" (children, parents, the spouses/spouse), then it can turn out so that for all day "worker" will not start the responsibilities.

Not important, with what it is connected: with inability to manage the time, with the low level of professional liability, with difficulties of focusing of attention... All this for the second time. Important that the employee, having passed to the "udalyonka" which is not able to provide not only former amount of the development, but also in general its any sufficient amount.

Yes, exactly in the near future in the summary professional qualities at applicants will begin to appear: "it is effective on remote work". With those who in itself are effective "on an udalyonka" everything is more or less clear – not to relax them the main thing and with respect thereto we will consider a bit later kit of tool which would allow both to the employer, and the worker to save the working capacity, working out of office.

And here what to do with those who "itself do not cope"? Except the same tools which are necessary for self-organizing employees they, of course, will need additional incentives.

Simple of them is a classical self-development. Therefore in the nearest future a large number of online courses a la "How to remain effective on an udalyonka" will appear or "We concentrate attention on production tasks, working from the house", etc. The similar surge in "trainings of personal growth" was a few years ago on time-management regarding effective management of the time (both working, and personal).

Besides, work "not absolutely from the house" – different co-workings, anti-cafe and other institutions which, without being directly office, nevertheless, allow to be switched off from a house situation will be "exit" for such employees.

Similarly with those who in principle have no opportunity to work from the house because of "overpopulation" – physical lack of the place, technical capabilities to organize remote work and so forth.

Most likely, two last professional categories will just begin to specify in the near future in the summary about "need of existence of a workplace in the territory of employer" or about "work only at office".

I consider it necessary to consider and one more aspect of remote work is a question of working time. Being in office, the employee performs the work in working time, accommodating directly in the workplace. And how the situation with "udalyonka" is?

It is obvious that in this case the employee can build the "working" time absolutely in other diagram convenient to it. At the same time, not only without reducing, and on the contrary, significantly increasing the performance! Not for nothing at offices of the progressive companies already except free cafes both shower cabins, and dream capsules, and rooms of physical unloading began to appear... In house conditions we receive a rate "all inclusive" – here to you both rooms of a relaxation, and cafe and even, perhaps, a house zoo. Therefore and the working schedule in this case can be built absolutely otherwise – not from a number of hours, and from specific objectives and indicators.

Of course, someone will tell now: "About! Yes you are Captain Obvious!" And I, certainly, will agree – all these aspects already repeatedly both were discussed, and "started", and were considered by reputable community, especially, in the IT industry. But then why, tell me, "so far the thunder did not burst", is not enough who massively, in large (on number) the companies passed to remote jobs?

Perspectives and calls for employers

And here for the employer the Near Future at the correct approach, really, can bear essential perspectives. We already said that it is, at least, failure from a part of expensive offices to which lease both the furniture, and the equipment, and protection is still plused... and... and, and...

And what it if idle time (and now obvious) a method to lower costs?

And if to consider that it allows to hire employees, regardless of their physical location (that again can lead to significant economy), then same human Klondike! Actually, it is avoiding model of "ant hill", to the myceliums model.

However, how to manage this "mycelium"?

The question of presence of heads of line departments (rises the first in the near future - the directions) who have skills to manage dispersed teams. And today, unfortunately, in the real sector of economy not really there is a lot of like those. And the IT can just serve in this part as a sample as processes of remote software development practice already rather progressive tense, and essential practicians in this sphere are developed.

By the way, there have to be trainings like "the effective distributed management".

The second question – search of employees who have skills of effective remote work about which above we already spoke.

It will provoke also reorientation of the recruiting agencies. If earlier they watched to regions more to find the qualitative specialists ready to moving, then now it is necessary to look for those who are able to work "at distance". And it is already other paradigm.

And the third question is, of course, implementation without fail of tools of different orientation for the joint distributed work: from corporate messengers – to workflow systems (already, by the way, legally significant).

Here I will dare "pogenerit" a little.

Paper will finally stop the course

Of course, workflow systems were implemented in many organizations earlier. However, at the same time in the majority, there was an essential layer of documents which continued "live in paper".

Now there will be a situation when paper finally stops the course (if at the same time to look at the future changes in the corresponding industry – decrease in demand for office paper, and the Izh with it and at office equipment).

And if earlier document flow meant the address first of all (or only) white papers, then queue and will reach now "working documents" – managements of the ideas, sketches or other artifacts of intellectual work which exchanged either in paper, or in an electronic, but "informal" type earlier. Now to these documents there has to be a place in the all-corporate documentary environment in which will regenerate EDMS.

Significantly the EDMS interface (at least, for new document types) as there is nothing more terrible for creativity, than a routine and bureaucracy should become simpler (the joke, but in each joke is only a joke share).

Certainly, should become EDMS (or something near it) the instrument of control of execution of instructions.

The majority of high-quality implementations of EDMS from the very beginning meant this functionality the basic. So documents – documents, but the main tasks of EDMS are an issue of instructions according to these documents and a possibility of tracking timeliness and workmanship of the issued instructions.

In the distributed working environment the main objective will be assigned to this functionality. Simplicity of issue and control of execution of instructions, transparency of instructions, their effective distribution, delegation and prioritization – all this will rise at the center.

In many respects, in this part, EDMS will become similar to modern IT Service Desk-системы (why to invent the bicycle?) in which this functionality is already perfected for years.

Evolution of instruments of delegation

Yes, if raised the questions of delegation. Here too the new tools similar to instruments of load distribution are necessary. And, again, in my opinion, it is the simplest to spot how this functionality is implemented all in the same Service Desk now. When the task is set on group, there is either an algorithm of task allocation, or the responsible who is responsible for all task (there – an incident).

Similar tools from a layer of "direct control" will remove, at last, to systems (tools) corresponding information that will allow to organize effective distributed control.

Yes, at this stage many owners of business will be surprised how many excess "office plankton" they contained earlier. In the mode of "manual control", room labyrinths and indistinct responsibility it was easy "remain necessary".

When all functionality of control and execution removes to systems, and the motivation of managers of the directions will be performed by functions, but not in number of subordinates, there will be just new (more precisely, well forgotten old) a model of job management of employees which relies not only (not so much) on hierarchy, how many on functions and processes.

Of course, it will demand also other model of quality evaluation of work of workers. In such conditions will appear "leaders of production" (which earlier as fire, practically all chiefs were afraid – then from all will be demanded the same performance).

Will raise this question not only economic, but also ethical, both philosophical, and other aspects of life activity of the organization.

And the one who will understand it before others that and will occupy new (or freed) niches in economy of the Near Future.

Control of tasks, but not working hours

We a little already told about it when we investigated "transformations" of workers.

But for the employer this transformation can seem more difficult. Enter "the free diagram" and so was not just for many. And to organize it also remotely … actually, uncontrolledly... It already too!

But, reconsideration of functioning of an organism of the company from "loading" to "the purposes and tasks" will become a key point of understanding: whether "business was transformed, or just adapted to new realities".

Transformation of communications

Of course, and now there are corporate tools for holding joint actions – the systems of a videokonfrentssvyaza, messengers and so forth.

But here too there will be some situations requiring reconsideration and, perhaps, search of alternative solutions.

The speech, first of all, goes about intellectual actions which are effectively used by many in offline mode - it is different breynshtorma, team buildings and other attributes of a modern effective command.

Remote distribution of employees will demand review of such tools. Perhaps, even failure from a row earlier quite effective of them. But, anyway, old will be succeeded by something new. There will be rates of "the distributed creative" or "the distributed team building", and everything will rise on the places.

And, of course, something should succeed messengers usual already – at many in phone dozens of "groups" already now – both school of the child, and housing and public utilities of the house, and fellow students/schoolmates / one..., and..., and...

With respect thereto, still quite recently very effective tools in the form of groups in Telegram or in WhatsApp promptly lose the attractiveness.

Question of motivation

Partially the motivation question directly or indirectly was repeatedly raised. But, not to lose it in lots of forthcoming "transformations", took out it in the separate block.

The Near Future just will also be characterized by New realities, and the new relations between the worker and the employer will be key.

Bot "chief" and "activity simulators"

And at the end – a little positive imagination.

Employers, wishing to stimulate the "removed subordinates", will start a bot of "chief" which, selecting one of the current tasks of the employee, will ask it questions: "How long?. You, in general, were engaged in this task?. Did not you forget that it is extremely urgent?", etc. In turn, advanced "distant employees" will start a bot "the activity simulator" which will send to the chief of the message with questions from time to time: "I correctly understood that it is important to finish this task before the end of the week?. Whether appeared new input on this task?."

I think, we are waited by the most interesting time – the Near Future!

All of health!

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