Author:mobilerss
Quantified Objectives
by Rick Frauton / Jan 13
My work as a digital nomad is compensated based on detailed invoices that I submit on a weekly basis. Each line of my invoice describes in detail the project I worked on and the amount of time I spent on it. At the end of the week, my payment directly reflects my productivity. This keeps me motivated to be as productive as I can be or I suffer the consequences. I would recommend this type of relationship to any digital nomads and their managers, as opposed to a salaried position.
However, there will be some cases where salaried workers work remotely, if only on occasion. Under these circumstances I would recommend that salaried digital nomads and their managers create a weekly (if not daily) plan to accomplish a mutually agreed upon set of tasks. I will add that a realistic approach to setting goals and timelines is key to making this type of relationship work effectively. Some managers like to ask for more than what can realistically be accomplished in a given time period as a means of getting their workers to ‘try harder.’ However, this can often lead to undue stress on the part of the worker, and risks establishing a pattern of missed deadlines. This is an unhealthy working relationship that will probably not last for long.
Instead of always asking for more, I would suggest to those who manage digital nomads to discuss goals and set timelines in a dialogue with workers. When both parties agree on a realistic set of goals for a given time period, the worker is then accountable for getting the job done. Of course there will always be unforeseen variables that affect the timely completion of certain tasks, so it is the responsibility of digital nomads to maintain regular (at least daily) contact with their managers to keep all concerned abreast of their progress. If a digital nomad consistently fails to deliver or communicate, then he or she is unfit for the job and should be replaced.
Email, Skype And Phone
by Rick Frauton / Dec 18
Digital nomads have several distinct methods of communication with remote colleagues and partners:
- Email is best for organizing complex ideas and communicating them to one or more parties, such as a strategy outline. Email is also ideal for sharing documents as attachments.
- Skype IM is great for quick exchanges at random intervals throughout the workday, such as sending a URL.
- Phone (or Skype Call) is best for brainstorming ideas and engaging in real-time dialogue, such as a strategy meeting. Skype Call is also great for conference calls among several parties.
- SMS is good for brief exchanges when away from a computer, such as at a luncheon.
- Wikis (such as PB Wiki, which I like) are great for long-term brainstorms and managing task lists. These are also useful to keep a group informed on evolving plans. Most offer a handy ‘alert’ function that emails everyone on the list when any changes have been made.
One of the challenges I have faced with email is that sometimes good ideas get buried among old email and lots of junk mail. A good solution to this problem was to use the wiki for ongoing strategizing, as well as product testing and reporting.
Mobile phone usage costs money, so Skype has been great as a free alternative for voice calls. I would recommend using a hands-free headset to reduce feedback/ echoes. International calls on Skype cost some money, but very little compared to international telephony.
Mutual Trust & Respect The Key To A Healthy Work/Life Balance
by Rick Frauton / Aug 12
All employer/ employee relationships should be founded on a mutual trust and respect. If the work that is delegated to the employee is of any importance it should be clear to all parties concerned at the end of the week whether or not that work has been completed. Further, it is the employee’s responsibility to exhibit progress on mutually agreed-upon goals to employers and clients on a regular basis.
With regards to maintaining a healthy balance of work and personal life, this is also the sole responsibility of the employee. If the work-load becomes overwhelming, the employee should communicate this to the rest of the team. If the work being produced is lacking, however, it becomes the responsibility of the employer to raise this issue with the employee. Beyond that, ’supervision’ should be reserved for children and adults with special needs. Therefore, mobile workers must consistently manage their time and work-load effectively, and regularly communicate progress to all parties concerned.
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