The basic problem with working in an office is you're just not in control of your work environment.
Masalah mendasar bekerja di kantor adalah Anda tidak bisa menentukan lingkungan kerja.
[The Way We Work]
[Cara Kerja Kami]
Howdy, my name is Matt, and I'm the CEO of Automattic, the company behind WordPress.com, Jetpack and WooCommerce. We're coming up on over 800 employees, and they live everywhere, from California to Alabama, Mississippi, to where I live in Texas. They're also in 67 countries. Canada, Mexico, India, New Zealand. Some of them choose not even to have a home base, they're nomads. Whether they are in RVs or traveling through Airbnbs, they are in new places every day, week or month. As long as they can find good Wi-Fi, we don't care where they are.
Hai, nama saya Matt, dan saya adalah CEO Automattic, perusahaan di balik WordPress.com, Jetpack dan WooCommerce. Kami punya lebih dari 800 pekerja yang tinggal di berbagai tempat, dari California, Alabama, Mississippi, sampai tempat tinggal saya, Texas. Mereka juga tersebar di 67 negara. Kanada, Meksiko, India, Selandia Baru. Beberapa pekerja bahkan tidak punya rumah, mereka hidup nomaden. Di mobil rumah (RV), atau menjelajahi Airbnb. Mereka berada di tempat baru setiap saat. Lokasi mereka tidak penting bagi kami, selama ada jaringan Wi-Fi.
Our focus on distributed work didn't happen accidentally. It was a conscious choice from the very beginning. Notice I don't use the word "remote," because it sets up the expectation, that some people are essential and some aren't. I use the word "distributed" to describe what we do, where everyone is on an equal playing field.
Fokus kami pada pekerjaan terdistribusi bukan suatu kebetulan. Ini pilihan kami sejak awal. Perhatikan, saya tidak memakai kata "terpencil" karena akan menimbulkan persepsi, sebagian orang penting, sebagian lain tidak. Kata "terdistribusi" menggambarkan cara kerja kami. Setiap orang punya hak sama.
I think a distributed workforce is the most effective way to build a company. The key is you have to approach it consciously. When we started WordPress, many of the first 20 hires were people I'd never met in person. But we'd collaborated online, sometimes for years. I wanted to continue that for one simple reason. I believe that talent and intelligence are equally distributed throughout the world. But opportunity is not.
Tenaga kerja terdistribusi sangat efektif bagi perusahaan. Kuncinya ialah pendekatan yang sengaja dilakukan Saat membangun WordPress, sebagian dari 20 pekerja pertama belum pernah bertemu saya. Tapi kami sudah tahunan berkolaborasi daring. Saya ingin melanjutkan hubungan itu dengan alasan sederhana. Saya percaya bahwa bakat dan kecerdasan terdistribusi rata di seluruh dunia. Tapi, peluang tidak merata.
In Silicon Valley, the big tech companies fish from essentially the same small pond or bay. A distributed company can fish from the entire ocean. Instead of hiring someone who grew up in Japan but lives in California, you can gain someone who lives, works, wakes up and goes to sleep wherever they are in the world. They bring a different understanding of that culture and a different lived experience.
Di Silicon Valley, raksasa teknologi memancing dari kolam kecil atau teluk yang sama. Perusahaan terdistribusi dapat memancing dari seluruh lautan. Alih-alih merekrut orang yang besar di Jepang tapi tinggal di California, rekrutlah orang yang tinggal, bekerja, bangun dan tidur, di belahan dunia mana pun mereka berada. Mereka memiliki budaya yang berbeda dan pengalaman yang juga berbeda.
At the base of the decision to go distributed, there's a desire to give people autonomy over how they do their work. Unless you're in a role where specific hours are important, you can make your own schedule. Everyone can have a corner office, their windows, the food they want to eat, you can choose when there's music and when there's silence. You can choose what temperature the room should be. You can save the time you'd spend commuting and put it into things that are important to you.
Dasar keputusan menjadi perusahaan terdistribusi: kemauan untuk memberikan otonomi cara kerja kepada pekerja. Kecuali peran Anda mengharuskan jam kerja tertentu, Anda bisa membuat jadwal sendiri Semua orang dapat berkantor di mana pun, dengan jendela, makanan apa pun. Anda dapat mendengarkan musik, atau memilih keheningan. Anda dapat mengatur suhu ruangan sendiri. Anda menghemat waktu perjalanan pulang pergi dan menggunakannya untuk hal yang lebih penting.
A distributed workforce is ideal for a technology company. But people often ask me, "This works great for y'all, but what about everyone else?" If you have an office, you can do a few things to build distributed capability.
Pekerja terdistribusi cocok untuk perusahaan teknologi. Namun orang sering bertanya, "Cocok untuk kalian, apakah cocok untuk semua orang?" Jika punya kantor, Anda bisa membangun kemampuan terdistribusi.
First: document everything. In an office, it's easy to make decisions in the moment, in the kitchen, in the hall. But if people work remotely and some members of the team are having those conversations they don't have access to, they'll see these decisions being made without understanding the why. Always leave a trail of where you were and what you were thinking about. This allows others to pick up where you left off. It allows people in different time zones to interact, it's also great to think about as an organization evolves, people leaving and people joining.
Pertama: membuat dokumentasi. Di kantor, sangat mudah membuat keputusan seketika, di dapur, di aula. Ketika bekerja jarak jauh, dan beberapa anggota tim ingin membahas topik, tapi tidak memiliki akses, mereka hanya tahu keputusan dibuat tanpa tahu alasannya. Selalu membuat catatan terakhir dan pemikiran Anda. Hal ini memudahkan pekerja lain untuk mengikuti dan memudahkan interaksi antar zona waktu, juga patut dipertimbangkan, saat organisasi berkembang, banyak pekerja keluar masuk.
Try to have as much communication as possible online. When everything's shared and public, it allows new people to catch up quickly. You also need to find the right tools. There are so many apps and services that help with day-to-day communication, video conferencing, project management. The things that changed how you work probably aren't objects anymore. They're things you access through your computer. So experiment with different tools that enable collaboration, see what works.
Cobalah berkomunikasi daring sesering mungkin. Saat semua informasi disebarkan untuk umum, orang mudah mengikuti. Anda perlu peranti yang tepat. Tersedia banyak aplikasi dan layanan yang membantu komunikasi sehari-hari, konferensi video, manajemen proyek. Hal yang mengubah cara kerja Anda mungkin bukan lagi benda, tetapi informasi yang Anda akses lewat komputer. Jadi, cobalah berbagai peranti yang memungkinkan kolaborasi, pilih peranti yang cocok.
Create productive, face-to-face time. In a traditional office, you're in the same place 48 weeks out of the year and you might have three or four weeks apart. We try to flip that: we come together for short, intense bursts. Once a year we do a grand meet-up where the entire company comes together for a week. It's half-work, half-play. The primary goal is connecting people. We want to make sure everyone's aligned and on the same page, and they have a deeper connection with their colleagues. When they work together the rest of the year, they can bring together that understanding and empathy.
Ciptakan waktu tatap muka yang produktif. Di kantor tradisional, Anda berada di tempat yang sama 48 minggu setahun, mungkin Anda pergi selama 1 sampai 4 minggu. Kami coba membaliknya: berkumpul untuk kegiatan besar singkat. Sekali setahun ada pertemuan akbar ketika seluruh perusahaan berkumpul satu minggu. Kami bekerja sambil bermain. Tujuan utama kami: menghubungkan manusia Kami ingin memastikan semua orang sejalan dan sependapat, dan punya hubungan lebih dekat dengan kolega mereka. Saat bekerja sama sepanjang tahun itu, mereka bisa menyatukan pemahaman dan empati itu.
And the final practice: give people the flexibility to make their own work environment. Every person at Automattic has a co-working stipend that they can put towards a co-working space or just to buy coffee, so they don't get kicked out of the coffee shop. One group in Seattle decided to pool their stipends together and rented a workspace on a fishing pier. Each person who joins the company gets a home-office stipend. This is money they can invest in getting the right chair, monitor, the right desk setup, so they can have the most productive environment for them.
Praktik terakhir: berikan fleksibilitas untuk membuat lingkungan kerja sendiri. Tiap orang di Automattic punya tunjangan kerja bersama, yang dialokasikan untuk ruang kerja bersama atau membeli kopi, jadi mereka tidak akan didepak dari kedai kopi. Satu grup di Seattle memutuskan untuk mengumpulkan tunjangan dan menyewa kantor di dermaga pancing. Tiap orang di perusahaan mendapat tunjangan kantor di rumah. Uang ini bisa diinvestasikan untuk kursi kerja, monitor, meja kerja, jadi mereka berada di lingkungan produktif.
Today, there are just a few companies that are distributed first. In a decade or two, I predict that 90 percent of companies that are going to be changing the course of the world are going to function this way. They will evolve to be distributed first, or they'll be replaced by those that are.
Saat ini, belum banyak perusahan terdistribusi. Dalam 1 atau 2 dekade, saya perkirakan 90 persen perusahaan, yang akan mengubah arah dunia, akan bekerja dengan cara ini. Mereka akan berubah menjadi perusahaan terdistribusi atau akan kalah bersaing.
As you think about what you're going to build next, consider how you can tap into global talent, give people autonomy to live and work where they feel they should and still participate fully in whatever it is that you're creating together.
Saat berpikir tentang hal yang akan Anda lakukan, pertimbangkan cara mengangkat bakat global, memberikan otonomi untuk hidup dan bekerja sesuai keinginan, dan tetap berpartisipasi penuh pada apa pun yang diciptakan bersama.