Coremoting

Coremoting is mentioned by Michael Arena in his latest Social Capital Compendium as one of the ways organizations can foster meaningful interactions. Michael Arena deconstructs the myth that innovation can only happen in the office. Instead, he provides multiple evidence based on extensive studies by workplace leaders, that demonstrate that in the new #worldofwork, innovation will be driven by intentional and meaningful relations between employees. This is where Coremoting is aiming: To connect colleagues and create new unexplored relationships and friendships. Innovation will then become a welcome bonus.

Two of the innumerable cases where Coremoting can be handy and useful for employees working from home: 1. Connecting music loving colleagues, and 2. Pooling together parents with common childcare needs. What are ???????? Coremoting scenarios?

Within a couple of days, two posts, one by Julia Hobsbawm and another by Brian Elliott reminded me of two of the use cases we were considering when designing Coremoting. Although Coremoting was initially designed primarily for colleagues leaving close by, in the same neighborhood or within walking or biking distance, we quickly realized that it can be used to solve real world problems: Connection and Childcare are two such examples: 1???? ?????? ????????: Colleagues with similar interests, e.g. ?????????? ??????????????, instead of working from home alone, arrange a Coremoting session at one's place and enjoy playing the piano during work breaks. A collaborative session is enriched with music and a true and fulfilling friendship is cultivated. 2???? ?????? ????????: ?????????????? ???? ????????????????, instead of spending less time working or more money on individual childcare, they arrange a Coremoting session together with their kids and share the burden, financial or other, of childcare together. Either alternating taking care of their children, or paying for a common nunny, or getting their kids playing together and limiting distractions, anything is possible and productivity and moral is boosted. It just requires a bit of thinking out of the box and a little experimentation. Hybrid work ?????? work, for all.

Brian Elliott calls for leaders of hybrid organisations to experiment, iterate and measure results. Over and over again. And we call out to leaders of hybrid organisations to add the Coremoting experiment to their mix! What is the Coremoting experiment: A new working mode where employees can act as hosts or guests. A volunteering host employee is matched with a prospective guest colleague and a Coremoting session is generated. The host offers their home-office-space to their colleague for the session-workday, and an otherwise lonely remote-work day becomes a collaboration/interaction activity. Why Coremoting? Well (thanks Daan van Rossum!): 1. According to FlexOS: 36% of remote managers say the lack of face-to-face interactions is one of the main challenges in their work. 2. According to Kona: The hardest part of managing remote teams is Building relationships (21.4%) 3. According to FlexOS: 28% of those working remotely feel isolated 4. According to Owl Labs: 68% of managers believe that their hybrid/remote working employees are missing out on impromptu or in-formal feedback 5. According to Gallup's Front page: Daily Loneliness Edges Up to 20% of U.S. Adults https://lnkd.in/dKAefS5h The Coremoting experiment is meant to find ways to expand the workplace to include the homes or spaces facilitated by the participating individuals, so that working remotely doesn't have to mean being lonely and disconnected. Coremoting reverses the notion of WFH as meaning "working away from colleagues". Instead, WFH with Coremoting now means "working with matching colleagues". Ready for the Coremoting experiment?

From Alexandros Lioumbis, Founder of Coremoting, and Alexandra Lekkou, our People Strategy Advisor, comes the latest Work&Place article about the benefits and challenges of Coremoting. We are excited and looking forward to receiving your comments!

What an event! Running Remote in Lisbon was our first chance to introduce Coremoting to the world of flexible, hybrid and remote working. Coremoting is thankful to all the participants for their enthusiastic response, their constructive feedback, the lively discussions and the genuine interest, and we are excited to be part of this new community, this transformative workplace revolution. In the next few weeks, Coremoting will be actively contacting prospective partners to run pilots at participating organizations, in an effort to shape together the future of distributed work and more specifically the future of coworking colleagues. Through our pilot projects, we aim to identify the right organization size, sector and culture where Coremoting will be more effective in achieving its goal: to re-connect and engage your people. #runningremote, #hybridwork, #futureofwork, #wfh, #engagement, #connection, #people

Coremoting is thrilled to participate in Running Remote in beautiful Lisbon. Come visit our stand during the event and find out how to connect colleagues and bring in-person collaboration at home! #WFH and in-person is possible! See you in Lisbon!

Gallup's latest results (consistent with previous surveys) indicate the Top Advantages and the Top Challenges of Hybrid Work for US remote-capable employees. In the Top Challenges: 1. 28% of employees feel less connected to their organization's culture 2. 24% see decreased collaboration with their team 3. 21% believe their working relationship with their coworkers is impaired 4. 18% declare reduced cross-functional communication and collaboration. How can Coremoting help in all four aspects? Coremoting is all about matching and connecting colleagues to cowork from the colleague-host's home. More specifically: 1. Coremoting as an organization's culture enabler: More employees meeting and physically working together based on their criteria creates layers of connection that reinforce the organization's culture in ways impossible even for fully in-office employees. 2. Coremoting is a team builder: Incentivising teams to voluntarily, yet intentionally and purposefully, meet at each other's homes to work together increases collaboration and builds strong team cohesion. 3. Coremoting as a bonding tool: Each Coremoting day is a day not working alone from home. More relationships bring closer relationships and more trust. 4. Coremoting as a binding tool: Selectively incentivising cross-departmental Coremoting sessions can break silos and increase communication and information flow across departments and units. The root of the Hybrid Work challenges lies in the employees' sense of isolation, which is caused by WFH alone. Coremoting connects colleagues and removes loneliness while keeping all the advantages of Hybrid Work.

???????????? ????????: ????'?? ?????? ?????????? ??????????, ????'?? ?????????? ????????????. When we talk about #hybridwork or #distributedwork, the main focus of the discussion is usually about space and more specifically about days-in-the-office vs days-working-from-home or other remote location. But what if the discussion was about the people? What if we defined #hybridwork as days working with colleagues vs days working alone? Then #hybridwork opens up a universe of new possibilities. Colleagues can decide to meet in the office, at home, at parks, at cafés, restaurants or coworking spaces and be in-person as much as they need it, as much as their work requires it, as much as they feel it. And measuring days-working-alone vs days-working-together will provide a more humane and relatable metric that will resonate with employees and will give incentive for personal, cultural and social improvement, without #RTO mandates or outdated corporate policies. Coremoting actively supports in-person work ?????? employees' #wfh choices by enabling coworking at home. And resolves the hybrid work paradox in the process, by the way. Contact us for more!