Attempts by the US and UK to require backdoors in secure messaging apps are a huge step in the wrong direction. Right now, we need more encryption, not less.
Not Maria Cantwell. She was among a growing number of legislators who found The Briefing impressive but not persuasive. The issue for those skeptics wasn’t what successes we had breaking codes, but whether maintaining export rules was actually productive. If the genie was out of the bottle, so what if American companies couldn’t export.
Thanks, Wolfgang. The first part of your question is easy to answer. It’s hard to create a great work culture when everyone’s working remotely because. In person, solid work relationships emerge spontaneously, conversations happen anytime, and sometimes a colleague takes a break from parental leave and brings in a baby and everyone goes nuts.
Making those culture-affirming moments happen remotely is tough. If I had the solution, I’d make a fortune hiring myself out as a consultant. I do have a few suggestions, gleaned from my experience as a worker for a big employer and a reporter who observes what’s happening in a lot of companies. First, every week, do an all-hands where everybody gathers. In addition to company-wide announcements, choose one team to share what they’re doing. Leave time for Q and A. If it’s a big company, add another meeting for each suborganization. Second, when new employees join, greet them with a series of one-on-ones, not only with their managers and close coworkers, but experienced colleagues who can help them navigate the org.
A related question is how to get people back to the office. One idea is to make the office more attractive. If they are returning to workplaces where their previous customized spaces are gone, and they have to scramble for desks, they will dread returning. In the tech world in particular, many companies are urging employees back to work at the same time they are cutting back perks. That makes financial sense, but disincentivizes people to come back.
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