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IoT solutions are enabling physical distancing

Tyler Cracraft
Contributor

Tyler Cracraft is an electronic engineer turned solution architect at Advantech who has more than a decade of experience working in the electronics technology industry.

If you’re a business owner or investor and are wondering about the long-term impacts of the COVID-19 pandemic on the business world, you’re not alone.

Today’s business leaders have been plunged into the deep end of telecommuting with little notice, and the way we do business has been impacted at almost every level. Travel is restricted, meetings are virtual and delivery of goods and even raw materials is being delayed. While some industries that depend on large gatherings are seeing extremely difficult challenges due to the pandemic, others such as the tech industry, see the opportunity and responsibility for innovation and growth.

As many states begin phased reopening, companies are trying to determine what the workplace and business environment will look like in a post-quarantine world. The first obvious step is the integration of personal protective equipment (PPE). Sanitization and face masks will become required and nonessential face-to-face meetings will be a thing of the past, along with shaking hands.

Additionally, relationship-driven careers such as sales and recruiting will have to find new ways to connect to be successful. Physical distancing rules will have to be established, which may include employees coming in alternate days while telecommuting the other days of the week to keep offices at reduced capacity. Large offices of 10 or more may implement thermographic camera technology for fever screening or other real-time technology-based health screenings.

One thing is for sure: IoT devices that enable physical distancing will become an integral part of reopening businesses, facilitating sales connections and embracing a different way of living.

Solutions for physical distancing

There are a variety of IoT devices available that can help business leaders successfully implement physical distancing in their offices. Thermographic camera technology coupled with facial recognition can create a baseline for each employee and then assist in determining if an employee has a temperature outside of their norm. Other remote health monitoring may also take place with healthcare providers, helping employees determine on a daily basis if they are well enough to go into work.

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Will China’s coronavirus-related trends shape the future for American VCs?

Rocio Wu
Contributor

Rocio Wu is a second-year MBA candidate at Harvard Business School and a venture capitalist.

For the past month, VC investment pace seems to have slacked off in the U.S., but deal activities in China are picking up following a slowdown prompted by the COVID-19 outbreak.

According to PitchBook, “Chinese firms recorded 66 venture capital deals for the week ended March 28, the most of any week in 2020 and just below figures from the same time last year,” (although 2019 was a slow year). There is a natural lag between when deals are made and when they are announced, but still, there are some interesting trends that I couldn’t help noticing.

While many U.S.-based VCs haven’t had a chance to focus on new deals, recent investment trends coming out of China may indicate which shifts might persist after the crisis and what it could mean for the U.S. investor community.

Image Credits: PitchBook

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Relativity Space’s focus on 3D printing and cloud-based software helps it weather the COVID-19 storm

Just like in almost every other industry, there’s been a rash of layoffs among newer space startups and companies amid the novel coronavirus crisis. But Relativity Space has managed to avoid layoffs — and is even hiring, despite the global pandemic. Relativity CEO and founder Tim Ellis cites the company’s focus on large-scale 3D printing and its adoption of cloud-based tools and technologies as big reasons why his startup hasn’t felt the pinch.

Because Relativity’s forthcoming launch vehicle is almost entirely made up of 3D-printed parts, from the engines to the fuselage and everything in between, the company has been able to continue producing its prototypes essentially uninterrupted. Relativity has been classified an essential business, as have most companies operating in anything related to aerospace or defense, but Ellis said that they took steps very early to address the potential threat of COVID-19 and ensure the health and safety of their staff. As early as March 9, when the disease was really first starting to show up in the U.S. and before any formal restrictions or shelter-in-place orders were in effect, Relativity was recommending that employees work from home where possible.

“We’re able to do that, partially because with our automated printing technology we were able to have very, very few people in the factory and still keep printers running,” Ellis said in an interview. “We actually even have just one person now running several printers that are still actually printing — it’s literally a single person operating, while a lot of the company has been able to make progress working from home for the last couple of weeks.”

Being able to run an entire production factory floor with just one person on-site is a tremendous competitive advantage in the current situation, and a way to ensure you’re also respecting employee health and safety. Ellis added that the company has already been operating between multiple locations, including teams at Cape Canaveral, Florida, as well as at Stennis Space Center in Mississippi and at its headquarters in LA. Relativity also had a further distributed workforce with a few employees working remotely from locations across the U.S, and it focused early on ensuring that its design and development processes could work without requiring everyone to be centrally based.

“We’ve developed our own custom software tools to just streamline those workflows, that really helped,” Ellis said. “Also, just being more of a cloud-enabled company, while still complying with ITAR and security protocols, has been really, really advantageous as well.”

In addition to their focus on in-house software and cloud-based tools, Ellis credits the timing of their most recent round — a $140 million investment closed last October — as a reason they’re well-situated for enduring the COVID-19 crisis. He says that Relativity not only managed to avoid any layoffs, while sending out new offers, but they’re also still paying all employees, including hourly workers, their full regular wage. All of this stems from a business model that in retrospect, seems prescient, but that Ellis says actually just has significant advantages in today’s global business climate by virtue of chance. Still, he does believe that some of Relativity’s resilience thus far signals some of the biggest lasting changes that will result from the coronavirus pandemic.

“What it’s really going to change […] is the approach to global supply chain,” he said. “I think there’s going to be a big push to have more things made in America, and then less dependence on heavy globalization across supply chain. That’s one you thing we’ve always had with 3D printing — not only is it an automated technology, where we can have very few operators still making progress even during times like like this and printing some of the first-stage structures of our rocket — but on the supply chain side, just having simpler supply chains with fewer vendors and different types of manufacturing processes means it’s much less likely that we’ll see very significant supplier and supply chain interruptions.”

Meanwhile, while Ellis says that ultimately they can’t predict how the coronavirus crisis will impact their overall schedule in terms of planned launch activities, which includes flying their first 3D-printed vehicle in 2021, they anticipate being able to make plenty of progress through remote work and a production line that can easily comply with social isolation guidelines. Partner facility shutdowns, including the rocket engine test stand at Stennis, will definitely have an impact, but Relativity’s resilience could prove a model for manufacturing businesses of all stripes to emulate once this moment has passed.

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Attract, engage and retain employees in the new remote-work era

Irene DeNigris
Contributor

Irene DeNigris, chief people officer of iCIMS, has a passion for cultivating a highly engaged, high-performance culture.

When looking for answers, where do people first turn? For many, it’s Google.

During the first half of March, we saw Google searches for “work from home” reach a 12-month high, garnering at least 50% more search interest than the anticipated peak, which usually occurs within the first week of January. This number will continue to grow as outside circumstances evolve.

This search behavior reflects the world around us. Today, employees and employers alike are grappling with the new norm — at least for the short-term — which is working remotely. While having a remote-ready model in place was once viewed as a competitive advantage to attract talent, it’s now a must-have to keep organizations afloat.

With vacant positions costing organizations around $680 daily, the impact that interrupted recruiting efforts can have on a business’ bottom line is jarring. As such, HR professionals were early adopters of successful remote communication practices, learning lessons that can be applied across the business to successfully make personal connections without being in-person. Employers are doing all they can to address their existing employee base at this critical time, while also working hard to maintain their hiring efforts.

Having the right technology in place to sustain work-from-home practices is more important now than ever before. There are four steps that employers can take to successfully integrate and adapt successful virtual hiring technologies into their business continuity plans, considering all outside circumstances, and without sacrificing their productivity and unique company culture.

Prepare and plan. Employers have an obligation to provide their people with clear direction in times of disruption.

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Verizon increases network infrastructure investment by $500M

Verizon said Thursday it will boost investment in network infrastructure, increasing its capital guidance by $500 million, to prepare for the rise in telecommuting and online learning amid the coronavirus outbreak.

Verizon has not seen any measurable increases in data usage, even as some business, schools and other organizations are asking its employees to work remotely, Chairman and CEO Hans Vestberg told CNBC in an interview. He added that the company is monitoring it 24/7 because “patterns can change.” (TechCrunch is owned by Verizon.)

Still, the company is increasing its capital guidance from $17 billion-$18 billion to $17.5 billion-$18.5 billion in 2020. Vestberg said the company would continue to add to its network infrastructure. Verizon said in a statement that the effort aims to accelerate the company’s transition to 5G and help support the economy during this period of disruption.

“In these times, it’s important to show the market and the country that there are people investing as well,” he added in the CNBC interview.

Verizon said in a statement that it has been closely monitoring network usage in the most impacted areas and will work with and prioritize network demand to assist needs of U.S. hospitals, first responders and government agencies.

The decision follows an escalating global crisis caused by COVID-19, the coronavirus strain that was declared a pandemic by the World Health Organization earlier this week. COVID-19 has wreaked havoc on the stock market, pushing shares lower in every industry, and caused numerous closures, including professional sports games, the cancellation of the NCAA March Madness basketball tournament and Disneyland. Shares of Verizon closed down 3.65%, at $51.20.

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Box is now letting all staff work from home to reduce coronavirus risk

Box has joined a number of tech companies supporting employees to work remotely from home in response  the outbreak of the novel coronavirus.

It’s applying the policy to all staff, regardless of location.

Late yesterday Box co-founder Aaron Levie tweeted a statement detailing the cloud computing company’s response to COVID-19, the name of the disease caused by the coronavirus — to, as he put it, “ensure the availability of our service and safety of our employees”.

We know how important secure collaboration and remote work is becoming for our customers right now. Here are a few of the measures we’re taking to ensure the availability of our service and safety of our employees: https://t.co/i65ONkIgNp

— Aaron Levie (@levie) March 8, 2020

In recent days Twitter has similarly encouraged all staff members to work from home. While companies including Amazon, Google, LinkedIn and Microsoft have also advised some staff to work remotely to reduce the risk of exposure to the virus.

In its response statement Box writes that it’s enacted its business continuity plans “to ensure core business functions and technology are operational in the event of any potential disruption”.

“We have long recognized the potential risks associated with service interruptions due to adverse events, such as an earthquake, power outage or a public health crisis like COVID-19, affecting our strategic, operational, stakeholder and customer obligations. This is why we have had a Business Continuity program in place to provide the policies and plans necessary for protecting Box’s operations and critical business functions,” the company writes.

In a section on “workforce resilience and business continuity” it notes that work from home practices are a normal part of its business operations but says it’s now extending the option to all its staff, regardless of the office or location they normally work out of — saying it’s doing so “out of an abundance of caution during COVID-19”.

Other measures the company says it’s taken to further reduce risk include suspending all international travel and limiting non-essential domestic travel; reducing large customer events and gatherings; and emphasizing health and hygiene across all office locations — “by maintaining sanitation supplies and encouraging an ‘if you are sick, stay home’ mindset”.

It also says it’s conducting all new hire orientation and candidate interviews virtually.

Box names a number of tools it says it routinely uses to support mobility and remote working, including its own service for secure content collaboration; Zoom’s video communication tool; the Slack messaging app; Okta for secure ID; plus additional unnamed “critical cloud tools” for ensuring “uninterrupted remote work for all employees”.

Clearly spying the opportunity to onboard new users, as more companies switch on remote working as a result of COVID-19 concerns, Box’s post also links to free training resources for its own cloud computing tools.

This report was updated with a correction to clarify that COVID-19 is the disease caused by the novel coronavirus; rather than another name for the virus

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Fulcrum, which provides freelance placement opportunities for technical projects, raises $1 million

La Jolla, Calif.-based Fulcrum, a job-placement company for technical projects, has raised $1 million in a seed round of funding, led by local technology investment firm Greatscale Ventures with participation from several private co-investors, the company said.

The company has what it calls a fully compliant service for hiring freelancers onto technical projects that had previously only been the purview of full-time staffers — or work that would have been outsourced to pricey consulting firms.

Fulcrum says that its job-placement platform meets the regulatory requirements in 90 countries and is designed to give businesses the ability to design, manage and execute projects on demand.

The company scrapes all marketplaces that freelancers currently use and onboards them through its own service so that they can work effectively with large corporations.

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The roles tools play in employee engagement

Christina Janzer
Contributor

Christina Janzer is Slack’s Director of Research & Analytics, responsible for leading all global research and product analytics efforts that provide insights about people and work.

Employee engagement isn’t just about the morale of individual workers—it also enables broader workforce productivity and leads to better business outcomes. In fact, research conducted by The Society for Human Resource Management (SHRM) argues that an understanding of the role employee engagement plays in driving morale and productivity is critical to business success.

At Slack, my team of researchers and analysts spends time studying how people work and what they need to do their best work. We consistently find that an important signal of employee engagement lies in how people feel about the tools they use at work.

Good tools can enable both productivity as well as increase morale. We’ve done research to learn more about successful and thriving Slack teams, and what it is about Slack that enables them to do better work.

These teams don’t just talk about how Slack improves efficiency, but also how it builds community and in some ways modernizes the company. We also found that the top three emotions people associate with Slack are happy, fun and easy, which you might not expect from a productivity tool.

Technology overall has impacted how, for how long, and from where we work, as well as our efficiency in getting things done. Engaging employees with technology isn’t just about supplying more robust software, but giving people tools that they look forward to using everyday as much as their preferred personal apps.

When products and technology reflect the nuances of human communication, while at the same time making information more accessible, employees feel more connected — both with the workplace and with their co-workers – resulting in a stronger, more trusting relationships and better performance.

So, how can we challenge ourselves to set higher expectations for the work products we build and use every day, and what would it look like to bring more humanity, fun and delight into the tools we use for work? Here are some principles to keep in mind.

Add emotional context to improve communication

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Video and messaging enable remote work. But is it right for your company?

David Cancel
Contributor

David Cancel is the CEO and founder of Drift. He is a five-time founder, two-time CEO, podcast host and best-selling author of Conversational Marketing. Follow him on Twitter @dcancel.
More posts by this contributor

Four-day work week. Open-plan offices. Work-life balance. Remote work. There are endless ways to set up your team and company for success. And there’s evidence for and against all of these scenarios.

Take remote work for instance. Owl Labs reports that 44% of global companies don’t allow it. While Gallup reports that 43% of all Americans work remotely at least some of the time.

So what’s the right answer? Well that depends on what your goals are. But no matter what, the important thing is to make a decision and stick with it.

Because no matter what decision you’re making – personal, professional, big or small – it’s important to commit 100%. And when that decision is likely to impact your company’s culture for years to come, you better hope to get it right.

So when Buffer’s co-founder and CEO, Joel Gascoigne, decided to close down one of their offices, I gave him one key piece of advice. Commit to either placing the entire team in the remaining office or establish a 100% remote workforce. Both scenarios can work, but a mix of the two will only set you up to fail.

When everyone is remote, that becomes one of the defining characteristics of a company’s culture. People have no option but to get their work done and collaborate virtually. And an entirely remote culture can both draw in candidates attracted to this way of working and remove those who know they won’t be able to thrive working remotely.

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How to make remote work work

Every time I see a “the future of work is remote” article, I think to myself: “How backwards! How retro! How quaint!” That future is now, for many of us. I’ve been a fully remote developer-turned-CTO for a full decade. So I’m always baffled by people still wrestling with whether remote work is viable for their company. That jury rendered its verdict a long time ago.

One reason companies still struggle with it is that remote work amplifies the negative effects of bad practices. If everyone’s in one place, you can dither, handwave, vacillate, micromanage, and turn your workplace into an endless wasteland of unclear uncertainty, punctuated by ad-hoc last-second crisis meetings — and your employees will probably still conspire against your counterproduction to get something done, albeit much less than what they’re capable of.

If they’re remote, though, progress via conspiracy and adhocracy is no longer an option. If they’re remote, you need decisive confidence, clear direction, iterative targets, independent responsibilities, asynchronous communications, and cheerful chatter. Let me go over each of those:

Decisive confidence. Suppose Vivek in Delhi, Diego in Rio, and Miles in Berlin are all on a project. (An example I’m drawing from my real life.) It’s late your time. You have to make a decision about the direction of their work. If you sleep on it, you’re writing off multiple developer-days of productivity.

Sometimes they have enough responsibilities to have other things to work on. (More on that below.) Sometimes you don’t have to make the decision because they have enough responsibility to do so themselves. (More on that below.) But sometimes you have to make the business-level decision based on scant information. In cases like this, remember the military maxim: “Any decision is better than no decision.”

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