Business: Remote Work

Although we can’t always spend as much time and money as we’d like to conduct user research and there are times when we need to take shortcuts, there’s a fine line between discount user research and half-assed user research. UX professionals have always had to fight to get user research included on projects. Because of time and money pressures, we may have felt justified in cutting corners to fit in whatever user research we could. After all, even a little user research is better than none at all. Isn’t it?

Yes, taking clever shortcuts can reduce the time and cost of doing user research—and, sometimes, conducting at least some user research is better than doing none at all. However, if you sacrifice in the wrong areas, you can end up gathering incorrect or incomplete information that can lead to poor design decisions and, ultimately, waste far more time and money than the time and money you originally saved by conducting discount user research. Read More

In Part 1 of this two-part series, I shared my own experiences with managing remote UX professionals and teams, covering the following approaches to fostering positive environments for remote work:

• offering flexibility in camera readiness
• creating safe spaces for employees to vent and connect
• demonstrating trust

Now, in Part 2, I’ll share some additional approaches, as follows:

• implementing the right tools and processes
• prioritizing the digital space
• modeling the work environment you want to create
• providing mental and emotional support  Read More

The COVID-19 pandemic has shifted how we do our work in unprecedented ways—some of which have arguably been positive. While many people have expressed a desire to return to their workplace after 16 months in lockdown, 41% of Americans want to continue working remotely on a part-time, hybrid basis because they’ve experienced an improved work-life balance. As remote work continues to reshape the policies of many large companies—including those who are beginning to encourage their employees to return to their physical offices, even if just part time—it’s important to step back and reflect on what we’ve learned from this shift to remote work. Companies must continue to help employees feel supported and satisfied in their jobs—wherever they are.

In this column, which is Part 1 of a two-part series, I’ll share my experiences with managing remote UX professionals and teams. I’ll provide some tips for avoiding pitfalls that could arise if managers and leaders are not mindful of how remote work affects their employees. Although I’m writing this column from a manager’s point of view, anyone can work with their manager or other leaders in their company to foster a positive, remote-working environment. I’ll cover the following tips in Part 1:

• offering flexibility in camera readiness
• creating safe spaces for employees to vent and connect
• demonstrating trust Read More