"One thing I’ve decided for sure after a year of standing — I’ll never go back to sitting." - My Year At A Standing Desk And Why I’ll Never Go Back
“By dedicating a space to my work, I create clear boundaries between work and home life. When I am in my office, I do not think about home. When I am in my home, I do not think about my office.”
“If “the right thing to do” wasn’t a compelling enough reason, now there are numbers.”
Look deeper into seemingly shallow grievances to get to the root of workplace complaints.
"When we see someone else do something, we often assume they acted as they did, because of some factor about who they are. It is natural, then, when you hear someone complain to assume that is because they are whiny. You have to overcome that natural bias and look at the situation in which the complaint occurred. Take a little time to find out more about what is going on in their work environment." Read more>
Open offices don’t have to suck! Here’s how to build open layout workplaces that are good for introverts AND for extroverts!
(Hint: there is no such thing as a one-size-fits-all office)
On our second trip inside the Google Garage—or what Program Manager Memie Rheingold calls Google’s “hacker maker design space”—we discover the elements required for the ultimate collaborative environment.
Check out this company’s office. "Our new space brings everyone together in a single open-office environment that supports instant communication and improved collaboration across teams.”
“An office isn’t just four walls and a lease. It’s a perception of you. Location, surroundings, and community all play into the company culture.”
But is it as cool as Google’s new Dublin HQ?
Office pranks are one way to make your office more fun.
According to Kenexa CEO and human resources expert Rudy Karsen, "when you’re in a job that you enjoy and you’re good at, you’re not just a better worker. You’re a better spouse, a better parent, a better citizen."
So, in the spirit of pleasant workplaces everywhere, here’s a compilation of fast and fun ways to make your office a bit more fun.
If you do a good job, you get a bonus from your boss. Not so for companies using Bonus.ly, a service that lets employees decide who among them deserves some extra cash.
How would you feel if your co-workers decided your bonus?
GitHub’s Code For Work Place Happiness
The Utopian workplace that is GitHub didn’t just materialize.
GitHub CEO Tom Preston-Werner is on the phone from San Francisco speaking with the cordial certainty of a professor. Halfway through our conversation, I read to him something he blogged back in October 2010:
At Github, we don’t have meetings. We don’t have set work hours or workdays. We don’t keep track of vacation or sick days. We don’t have managers or an org chart. We don’t have a dress code.
Things have gotten more sophisticated since then, he says. Founded in 2008 by Preston-Werner, Chris Wanstrath, and PJ Hyett, GitHub’s grown from 10 people to 160. A Most Innovative Company, it recently received $100 million in funding at a $750 million valuation. And as a social network for programmers to share code—and the largest host of code in the world—it’s increasingly an integral part of the software that’s running the world.
GitHub acts like a cross between Wikipedia, Google Docs, and Facebook, letting programmers share code and, crucially, discuss the differences between builds. Preston-Werner says that when projects grow, managing complexity becomes the center of software development—making the decision of what code goes in where is more important than the code itself. By keeping the discussion close to the code, GitHub accelerates the engineering process.
But GitHub—like another social network—didn’t begin with the intention of becoming a company. It was a passion project that he and cofounder Wanstrath built on nights and weekends until it grew into their own company.
"We wanted to make GitHub a place where we wanted to work; that was part of the deal," he says, noting that he and Wanstrath were coming from gigs with a lot of process, rigid departments, and inflexible job descriptions."That’s what makes it interesting to us to build a company, not just the product that we’re building, but the company itself."