Newly Virtual

Time passes differently for each of us when we are working with a great deal of “unknown” in the near future and when it’s the first time we live through a different type of physical isolation.  This differing experience needn’t be inherently bad or good, it’s just different.  I suppose like most unique experiences, it’s up to the individual to do with it what they will.

Organizations, wanting to remain to be disciplined and productive in handling non- essential employees, implement some form of time tracking instruments in an effort to hold newly appointed virtual employees to a level of  professional accountability.  Virtual classrooms rely on homework or papers to be turned in as indicators of the work/learning being accomplished.  The lack of a traditional proximity check (office or classroom) generates an apparent cause to reassess levels of trust with one another.

The obligations of the work haven’t substantially changed for either employees or students.  What’s in question then, is an assumed level of trust in these new conditions.  I would theorize that those individuals that excelled with productivity before this crisis will continue to do so (prompt here to relate exceedingly well with these people).  I would also believe that those who struggled before, will continue to struggle.

A question to answer might be this:  Will a tracking instrument or an assignment turned in for all, generate a different outcome for each individual than what it was before?  Be cautious with whom and how you attempt to impose accountability under these unique circumstances.

“The best way to find out if you can trust somebody is to trust them.” – Ernest Hemingway –


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