![]() But how to make time for personal development in my company? How to make people learn more? Question: How to make people do a regular weekly review? I need to make time to swim, bike and run. Personal development should be a regular thing. But is it good in the long run? Should we just keep doing what we’re doing and leave personal development “for later”? If we are to choose between learning new things and getting our day-to-day job done, the latter always wins. How can we find time to do that when there’s so much to do? On taking the time to read articles, listen to audiobooks and podcasts, watch or attend conferences. To be able to move forward, we need to be focused on personal development. If you’re standing still, you’re moving backwards. In our world, if you’re not moving forward, you’re standing still. Both of these worlds are changing rapidly now. Due to the nature of our software and our mission, we’re a productivity company. Our company is in the technology industry with our suite of apps. What to do then? How to make people work less, but better? Question: How to make people learn more? But the CEO part of me didn’t like the fact of giving my team more free time with nothing in exchange. I generally liked the idea of working less. So I had to re-structure my week anyway.Īnd from all the above-mentioned workweeks the mixture of Ryan Carson/Google was the most appealing to me. Don’t get me wrong, I like being the CEO of my company but if you ask me, I prefer working on the product, doing marketing related tasks or writing essays like this one. What I didn’t like about this week was that I started it with boring CEO-related stuff. Usually everyone was online somewhere between 9-5, with a few people starting earlier or taking breaks throughout the day and finishing off at night. Up until now, our “No Office” company was working in a very traditional way. There’s Marissa Meyer workaholic 130-hour, sleep-at-your-office-and-pull-all-nighters workweek, which is very posh among startups but unsustainable in a long run.There’s Google’s 20% rule - when employees can work on a side project one day a week, which sounds great but I’m not sure if it’s even a thing anymore.There’s the traditional 9-5, Mon-Fri, 40-hour workweek, which is very boring and so last-century.There’s Ryan Carson of Treehouse with their 4-day workweek and 3-day weekends, which is very interesting and tempting for the employees.There’s crazy Tim Ferriss with his “4-hour workweek”, which was nothing more than a publicity stunt.There are many different approaches to a modern workweek: And this new policy is supposed to help us exactly at that.Īnd it all started with 3 questions that I couldn’t get off of my mind: Question: How to make people work less, but better? When we experiment, we do it for a reason. ![]() Because we enjoy a better lifestyle thanks to our “No Office” arrangement.Īfter all, we’re a productivity company. We’ve been working like this for almost a decade and hundreds of thousands of users of our Nozbe app don’t seem to mind that at all.īut we’re not unorthodox just for the sake of it. We all work remotely from our homes and we don’t have a single physical office. We’re already quite an unorthodox company. Introducing an experimental policy that will give us a more productive, yet shorter workweek with more time for a weekly review and for learning new things… or not. Note: If you prefer a different “audio” version of this article, we discussed this new TGIF policy with my co-host Radek at the #60 eposide of The Podcast. We called this new policy “Piąteczek” (in Polish), which you could translate to: TGIF as in “Thank God It’s Friday”. Let’s work less, let’s have fewer meetings and let’s make more time for self development and weekly review. As much as possible, right? Well, I proposed something totally different. After all, I should want my team to work more. Something that might not seem logical from my perspective as a CEO. Last week I decided to try a new policy at Nozbe.
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