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Matt: They could leverage that income way more. Most companies have ninety percent of people in the office and ten percent of people that are telecommuting or remote working or what have you. Which is not true, but we can talk about that. There’s about a hundred and fifty people in this office, there’s about fifteen hundred people in the entire company, so ninety plus percent of the people that you’re gonna be engaging with are unlikely to be in this office, which means ninety percent of the time you’re gonna be on video conferencing. We want to make sure that if people are gonna have a good work/life balance, they need to have time zones that are somewhat aligned. You know, some of the people who work at this company have never traveled abroad before and when they know that one year they’re gonna be in Bulgaria and another year they are going to be in Sicily - the person sitting next to me had a trip in Bali a couple of years ago, which out of all places doesn’t seem central but apparently I hear that that was pretty good. Stephane: Well yeah, that’s another thing that economists have been studying for a while. I think he is loyal to us because he loves what we do and because we pay him really well and all that stuff. Like, if you look at France and Morocco, it’s already happening.

Stephane: Yeah I would say, like, people need to recreate norms in general and think about what makes sense and what doesn’t. There is another bracket of people that are saying, “I have care duties, I have young children, I have a sick spouse, I have elderly parents,” but for whatever reason, the whole nine-to-five grind, plus the two hours of commute, just does not work with my life. ’cause then somebody, at least one of the people does not sleep, ever, and that’s really, really painful for everybody. And I would say for instance, one thing we have started to do a few years ago is we allow onwin yeni giriş people to de-locate. So I talk with freelancers, I speak with agencies, I speak with our enterprise customers, we do dinners with customers, all that stuff. But I think increasingly there’s also a bigger social calling for realizing that hey, there’s some forum bahis giriş really great developers and great marketers and great everything else over there, and we can really help these people get a better life by giving them a job instead of trying to poach people from Google who will then poach them back. So start with people that are excited about embracing the change.

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If you do start with people outside of the office, I would say at least for the first few, have some form of on-campus training for them where you bring them into the company, have them spend a few weeks with people just to build that social connect, understand how things get done, and then you allow them to go back and work remotely. This very zero sum game, red ocean type of approach of the war for talent, https://www.fountaingatewaychurch.com/92426952 the way it’s conducted in the Bay Area. You know what I was telling you earlier, like, we have enterprise clients who regularly ask us, like, can you please do this for us? Stephane: Just, there’s fewer interruptions, for one thing. So there’s something there and we need to dig a little bit deeper. Most of the time, especially if you’re a slightly later stage company and you’re iterating on the nth time on your payments infrastructure or what have you, it tends to be a little bit more programmatic. You know, definitely as a developer, having the sales person or the designer constantly distract you while you’re trying to write code and then it takes you thirty minutes to just get back into what it is that you are trying to do, and by the way, you have introduced a bug along the way because you don’t really remember what you were doing.

I would say it’s easier to ignore a synchronous text message than it was to ignore the person who is desperately trying to wave at you and attract your attention. But if you are trying to be doing more like synchronous, agile type of development, time zones are a real issue. My point is there is a real value in seeing eye contact and the body language and all that stuff that you lose if you just do phone calls. And I just thought okay well this is - rather than me repeating myself a hundred times, let’s just write it down and describe how it works once and for all. And I would just allow people to challenge themselves and really - the five whys. I would say there is one specific part of our organization that - you and I had this discussion a little bit earlier, off the mic. Bay Area that still have their first early employees.

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Matt: It’s kind of coming from both sides of me, yeah. John: Yeah so there’s where you’re located, there’s how you experience each other - So right now we’ve got these microphones in front of us and these headphones on. But then I’m like well I’m more connected with people, probably ’cause I’m talking to them more, but we could really maintain a connection, so much so that we had two employees start while I was gone and I had two meetings with one, three meetings with the other, and there’s this moment where you’re like wow, I feel like I’m with you, when I saw them in person it wasn’t like, nice to meet you, it was like, oh we’ve been hanging out. So Google has to pay their employees very high salaries because they’re in this competitive market. Because I feel like video gets you maybe eighty percent of the way there. In an ideal world workers are better off and companies are better off. And frankly they may not be that attractive to the workers in the first place because, if you’re a highly skilled worker in today’s economy, your skills are in high demand and you get to choose where you work. John: A stand up is where like they - everyday all the engineers get into VR - actually they’re often sitting - and then they just go around the room and so I do a check in, here’s what I did yesterday, and here’s what I’m getting done today and there’s some live troubleshooting of issues if need be.

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But in the grand scheme of things it doesn’t cost that much money, right? Stephane: Is the gross. That also worries me though because we have gotten very good at sort of inciting human emotions. The reason is because most of the work we do here is going to be with people that are remote. Matt: I don’t know if this is the ultimate thing but it seems like people are just going to use this to check Facebook while they’re on meetings. In each case they’re like, oh the people are plugging into these worlds. But we are moving towards a world where tipobet kullanıcı adımı unuttum what it means to be a full time Pluto isn’t tied to where you’re physically located.So we are in a small - describing it for the listeners here, right? But that future is already here, so it feels pretty safe to assume that a lot of us will do work in VR very soon. And it doesn’t need to be that way. It’s the money that goes and allows people to be more free, be more flexible, live anywhere in the world that they choose to live in and be able to have access to jobs that they would not be able to get otherwise. But the reason why it’s a big deal is like - not to get into politics or something - but there is increasingly, in the Western world, a group of, a part of the population that is saying this system is not working for us. Google has notified us that at the end of our lease they are not going to renew.

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