Slack, կորպորտիվ մեսենջեր։ Փորձնական տարբերակը թողարկվել է 2013 թվականի օգոստոսիին, հրապրակային թողարկումը կայացել է 2014 թվականի փետրվարի 12-ին։ Փորձարկման առաջին օրը գրանցվել են ավելի քան 8 հազար ընկերություն։ 2015 թվականի. CrunchBase and Slack integrations couldn’t be easier with the Tray Platform’s robust CrunchBase and Slack connectors, which can connect to any service without the need for separate integration tools. Watch a recorded demo. Test drive the Tray Platform. Customize your Crunchbase profile layout by clicking the downward arrow at the top of any data card. From there, click Customize Layout. Make yourself known on Crunchbase. Join our 500,000+ contributors on Crunchbase and directly edit your organization or individual profile page. Slack bermula sebagai alat dalaman untuk syarikat Stewart Butterfield, Tiny Speck semasa pembangunan Glitch, permainan dalam talian. Slack dilancarkan pada bulan Ogos 2013. Pada bulan Mac 2015, Slack mengumumkan bahawa ia telah digodam selama empat hari pada Februari 2015, dan bahawa beberapa data pengguna telah dikompromikan.
Slack Connect lets two companies move as quickly as one. Hatch a partnership. Build something new. Learn more about Slack Connect. And you can chat face to face, with just a click. And video calling, too. In short: it’s a more human way to work.
March 4, 2021
They say you aren’t serious about your side hustle until you go full-time. Well, this month I did just that. Leaving the luxuries of job security and a salary is difficult to do. Mix in a global pandemic and I’m either hellbent on making an impact or just mildly crazy.
Throughout my life I’ve always had some sort of side hustle I was passionate about. While none of them were ever intended to be full-time jobs, those experiences prepared me for my venture today as a full-time founder of the PreSales Collective.
But this story isn’t about me, it’s about my co-founder, Yuji Higashi. I’ve learned that the key to building a successful venture is realizing that you can’t do it alone. Two heads are better than one. But that’s if, and only if, you use them to have a multiplier effect. You’ve heard it before: The other person must have skills that complement your own.
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That said, many people say you just need a tech partner and a sales partner. I’m here to tell you that I disagree. Does that more limited list potentially make it easier? Yes. But unfortunately, there is no easy recipe for success. What I can tell you though is this: You need to have a similar vision and a complementary skill set.
Here are four founding principles that I’ve come to learn through Yuji’s and my journey that can help you make the right decision in choosing your co-founder:
1. Shared vision
Researchers who study executives’ work activities estimate that only 3 percent of the typical business leader’s time is spent envisioning and enlisting, according to Harvard Business Review. But vision is the second-most valued trait in a leader according to that same research, so finding a partner with a shared passion for creating a compelling vision is vital.
For example, Yuji and I both started local presales communities in Seattle and Chicago, respectively. We were talking about our groups and agreed that if you were not in one of five cities with a local group, how would you connect with other presales professionals outside of your company? A virtual community was needed to connect around the globe.
2. Trust
According to Accenture, research shows that “trust between managers and employees is the primary defining characteristic of the very best workplaces.” The best workplaces beat “the average annualized returns of the S&P 500 by a factor of three.” The data doesn’t lie here, big or small, trust is one of the most important aspects of any relationship.
On a few occasions, Yuji and I have disagreed about how we should handle things moving forward. Once Yuji wanted to release our Slack environment, but I didn’t feel comfortable doing it and was taking a hard stance against it. I felt it was too early and we were still searching for how people interacted with the community. Yuji laid out his vision, the pros and cons, and how this would impact the community. Looking back, releasing our Slack environment ended up being one of the best decisions we ever made: Our Slack workspace has been the pillar creating true two-way communication within our community.
3. Commitment
Atlassian did a study that showed 60 percent or less of work time is actually spent productively. As someone building a new business, it is impossible to reach your goals with those types of productivity numbers.
A former colleague and serial entrepreneur advised me to make sure that me and my co-founder are in the same “life space.” What he was implying is that if the two of us weren’t both ready to sacrifice personal time and put the hours in, it wouldn’t work. The teeter-totter of who is doing more work will always fluctuate in the beginning until you find that appropriate cadence, especially when you haven’t made the leap to full-time entrepreneur. However, the overall commitment to put the work in must exist. In our case, seven days and 60-80 hours per week became the norm and we are both in agreement on that.
4. Integrity
The Economist says it plainly: Integrity is the quality both employees and leaders say matters most in leadership. Acting with integrity means your customers, colleagues and employees know you’ll do the right thing even when it’s difficult, and that’s exactly who people want to be in charge.
Salesforce CEO Marc Benioff said, “businesses have souls,” and I believe this. As you create a new company, there are many opportunities to sell snake oil, paint a vision that you can’t execute on, or even spew bullshit without being held accountable.
Yuji and I have made it a priority to live by our mission and vision. We don’t want those to be merely words on paper (or slides), but a guide to truly walking the walk. Integrity and being a good person go a long way in business nowadays. There are many trajectory-altering decisions that need to be made in the early stage and, if operating with good intentions, you can navigate those without having to compromise your values. How many companies have taken shortcuts or glossed over items because they didn’t believe they would get caught? Compound those decisions and you’re operating without integrity, which will come back to haunt you in the end.
While this is not an exhaustive list, these four principles are critical components to building a thriving venture with the right co-founder. The road to success is long and winding, and includes a number of forks along the way. Listing out roles and responsibilities goes a long way as you take down action items. However, aligned values will help you get out of your own way and achieve milestones faster.
Success doesn’t happen overnight, no matter what anyone tells you. Nothing comes without hard work, flawless execution, and relentless focus. While some may say you need to sprinkle in a little luck, Shellye Archambeau says in her book “Unapologetically Ambitious,” “I learned that success is about preparing for opportunities to appear, so you are ready to take advantage of them when they do. That way, as I like to say, you can make your own luck.”
James Kaikis is the co-founder of the PreSales Collective, the largest global community for PreSales professionals. Kaikis has spent his technology career in a variety of company sizes including startups, scale-ups and enterprise, including Salesforce.com. His experience is in both presale and postsale roles, relentlessly focused on customer centricity through the customer journey.
September 24, 2020
Will the lessons learned during the pandemic change how employers see remote work? While Twitter says its employees can work from home forever, and Facebook plans to shift half of its workforce to permanent remote work in the next 10 years, changes like these will remain out of the question for most businesses.
Let’s take a look at why, and examine five ways you can support flexibility in the post-COVID-19 workplace.
Remote Working Shows We Adapt Easily
When COVID-19 forced the world to hole up at home, it appeared as though remote work had become mainstream overnight. As it turns out, we humans are remarkably adaptable. It took a couple of weeks to find our footing, but before long most of us were zooming in and out of video calls like it’s all we’ve ever known.
One major takeaway from this pandemic is that remote work is not a passing trend or a last resort. It can actually work for a wide range of businesses in different industries that hadn’t considered it before. We already knew from research that remote work can boost productivity. And, in the past few weeks, many companies experienced this benefit firsthand.
But how much of this new-found enthusiasm for remote work will stick once companies are allowed to repopulate their offices?
It’s The Little Things That Matter
I run a coding bootcamp in Barcelona,Spain. Nearly two months had passed since we switched all our students to the remote course already in place. Everything was going so smoothly that I started having some very strange thoughts. I wondered: Does on-site actually make sense? We can deliver all our content perfectly well online, so what’s the point?
Then, I had to stop by our campus to pick up some of my things. And it hit me. I could suddenly hear every sound, see every shape and color, feel everything that is our campus. All the memories of our students chatting with each other and bustling about came rushing back.
What was I thinking? We could never give this place up.
In my sudden sensory overload, I realized that my evolutionary ability to adapt to a new situation has somehow managed to work against me. I’d forgotten why I value our campus so much.
A physical space–a campus or an office–has something immensely complex about it that’s very hard to reproduce in an online environment. Imagine Hogwarts going remote.
Yes, you can get the job done and you might even be less distracted and more productive. But you’re missing out on the little things: the informal banter, the inside jokes, the adventure of sharing something with other people. Google chrome opens and closes immediately mac.
Flexibility Is The New Norm
The sudden shift to remote work on a massive scale brought about by COVID-19 is going to have a lasting impact. But I doubt we’ll be seeing companies give up their offices once things go back to normal.
First of all, people still want to get out of their homes sometimes. Maybe even more so after months of lockdown. Humans are social beings, and confinement has only increased our desire to spend time connecting with others when it’s safe to do so.
Secondly, having a shared space to work in is a resource for teams. It’s where creativity and collaboration happen, and where company culture is born.
Businesses can look at their office space as a huge overhead they need to eliminate. Or, they can accept it for what it is: a normal operational cost they’ve always had.
COVID-19 has accelerated many changes that were a long time coming but held back by old habits and a work culture inherited from another era. When lockdowns are lifted, companies that want to stay ahead of the game will offer something they should have offered their employees a long time ago: flexibility.
Autonomous Employees Are Happy Employees
Flexible working is the No.1 factor that contributes to raising employees’ productivity and motivation levels.
By giving workers a choice, companies can take advantage of maintaining an office while reaping the benefits of remote work, which includes happier employees, increased work-life balance and productivity, and reduced absenteeism.
Through flexible working, employees will have the autonomy to stay home when needed–to take care of a sick child or to avoid losing time with a long commute. And, they will also have the opportunity to go to the office whenever they feel like socializing or brainstorming with coworkers.
Software developers, for example, will benefit greatly from working remotely now and again. At home they’ll be able to devote full focus to their coding, but will also have the chance to meet up with their coworkers at their workplace.
With a flexible schedule, companies will expect employees to be available for meetings during certain hours of the day. But outside of those, they’ll have the freedom to organize their own work schedule.
And then, if they don’t expect their spaces to ever be at full capacity, companies can gradually downsize their offices and squeeze out a bit more profit.
How To Support Flexibility In The Post-COVID-19 Workplace
This change won’t just happen on its own: Companies need to invest time and effort into making it work. Here are some steps to take.
1. Create a system
Even a flexible work culture needs a system. Companies need to find the right tools and processes, learn how to evaluate productivity, and communicate expectations clearly.
Each company should have a remote work policy tailored to its specific needs–gathering feedback from employees is a good way to start that process. Engaging with employees and being transparent about decisions concerning remote work helps to inspire trust.
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A remote work policy should include who can work remotely, how often, and under what conditions. It should also touch upon what rules remote workers need to follow. Specify the core working hours–for example, between 10 a.m. and 4 p.m. Include how much the employees are allowed to expense on home office equipment–say, $500. Be sure to add data security rules, like asking employees to use a VPN when working from home, too.
2. Hone in on communication
Supporting well-structured communication is crucial. Employees should be able to interact with each other whether they’re in the office or working from home. It’s up to the companies to make sure lines of communication are not obstructed.
It’s a good idea to establish guidelines, including by what means certain things should be communicated. For example, make it clear what needs to be discussed in your daily Zoom meetings, which topics warrant an email, and what should be talked about on Slack.
Companies should also set guidelines for the frequency of communication. Make sure employees understand how often they’re expected to engage with each other and their managers.
It’s also important to define how asynchronous communication will work. In a remote environment, there isn’t always an instant response. So let the employees know how and when they should respond.
3. Be open to new ways of working
I expect to see a lot of companies start to use Agile methodologies to manage projects and run meetings efficiently.
For example, Scrum is a framework most commonly used in IT that promotes iterative thinking and collaboration, breaking the process of product development into two- to four-week sprints.
In adopting this mindset, companies should look to the tech sector as an example. After all, developers constantly collaborate with each other online and often work asynchronously, even when they’re sitting in the same room.
Emulate the way software developers work by using tools for Agile working like Jira, Asana, or Kanbanize. It’s a great way to increase your team’s productivity.
4. Find ways to connect–online and offline
The biggest mistake to make when transitioning to flexible working is letting the community formed in the workplace dwindle. When employees rarely see each other in person, they can easily lose their sense of community.
Make sure to create the time and the space for everyone to connect. It doesn’t matter whether it’s online or offline. Keep the team spirit alive by arranging a weekly after-work Zoom call, creating a Slack channel where you encourage employees to share jokes or even start a challenge in which everyone can participate.
If possible, organize in-person team building once a quarter where everyone can get together and enjoy each other’s company. The whole team’s performance and motivation levels will be better for it.
5. Offer support
Finally, make sure the employees know who to go to with any questions or concerns they have regarding remote work. Establish a point of contact that they can turn to for support.
And, if needed, don’t hesitate to adapt remote work policies and make them work better for the employees and the business.
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Firefox latest version. In the post-crisis world, businesses that manage to embrace flexibility and remote work will prosper. Those that don’t will have a hard time, so start implementing these measures now.
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Alessandro Zanardi is the CEO and Co-founder of Codeworks.me. He has more than 15 years of international work experience, spanning from Software Engineering, to Product Management, Finance, and Startup Entrepreneurship. His career includes several nonprofit initiatives, and advisory roles for Google and Facebook.