Davinci Virtual Blog



Hate Office Politics? Try a Virtual Office Space

MENLO PARK, CA—It’s an election year, and that means there’s plenty of talk about politics in the office. On the other hand, there’s also plenty of office politics in most workplaces.

According to a new survey from Robert Half, more than 56 percent of workers say getting involved in office politics is at least somewhat necessary to get ahead. But 42 percent don’t feel office politics are necessary to get ahead. I wonder how many of among those 42 percent work in a virtual office.

"There is some degree of politics at play in virtually every organization," says Max Messmer, chairman and CEO of Robert Half International and author of Managing Your Career For Dummies. "The savviest professionals practice workplace diplomacy. They remain attuned to political undercurrents but don't allow themselves to get pulled into situations that could compromise their working relationships or reputation."

You may not have a much office politics going on if you work from a virtual office, but the truth is there is still some office politics to deal with. Here are Robert Half’s six tips for navigating office politics—even from a virtual office.

  1. Lobby for the respect and trust of all your colleagues. Forge strong alliances by sharing credit for successes and delivering on your promises.

  2. Avoid smear campaigns. Gossiping or outright mudslinging is only guaranteed to damage one person's credibility: yours. When you're upset or frustrated, wait until after you've calmed down to express your concerns.

  3. Stay true to your values. It's an unfortunate truth that there are those who'll do anything to "win," but character and credibility count.

  4. Smart candidates tailor their message and approach to the audience. Apply the same tactic to your coworkers; observe their unique work styles, priorities and communication preferences—and be willing to adapt your approach.

  5. Play by the rules. Avoid sticky situations by paying close attention to office protocol at your firm. If you take a misstep, make amends quickly.

  6. Dodge controversy. Getting into heated debates about non-work issues can generate unnecessary ill will.

With so many virtual office technologies, you are still connected to your coworkers in the office. So these tips come in handy. The good news is you can avoid a lot of the office politics because you won’t be in the fray of the daily grind on the job site.

Check out this video for dealing with office politics:


Are You Making A Difference In Your Career?

NEW YORK-Many people I speak with tell me they want to make a difference. They want to contribute at work, do more, and make an impact in their career. But when asked if they are making that difference, the answer is usually NO. Not due to lack of want, but lack of courage, direction, or a plan.

During the course of their careers, many people wait for things to happen. They wait for a raise, promotion, or ideal assignment. They wait to be called back on an interview or to hear about a job they've applied to. A lot of waiting. Not always a lot of doing.

People also wait for permission. Many people tell me they want to do more, but no one "told" them they could do more. Maybe they want to mentor someone at work. Or, volunteer to train a new co-worker. But they don't, and they wait some more. Why do you need permission to help someone out?

Making a difference is not a "sit back and wait" endeavor.  It's not usually something that will be given to you to do; it's something you go after. The good news about choosing to make a difference is you go from re-active to pro-active and dissatisfied to fulfilled in your career. The scary (and exciting) news is you may have to create an idea or come up with it yourself.

So How Do You Make A Difference In Your Career? Follow These 3 Steps Below.

1. Decide To Make Difference

Without a decision, you will never begin. You can't make a difference until you decide you want to make a difference; that you are tired of being unfulfilled and wondering what is missing. Once you make your decision, you will no longer think only about yourself, and will begin to think about others. You will not wait for someone to tell you what to do; you will give yourself that information. You will be deciding to have more say about where your career is headed. Deciding is powerful. It gives you strength and purpose. Now, you need your plan.

2. Identify How &Whom You'll Impact

Many people I speak with tell me about their ideas. Some have just one, and others have many. Rarely, does someone not have any idea circling around in their head. People tell me the big impact they want to make, or the smaller impact that will affect only a few people. What they all have in common is a desire to make a difference. You have ideas too. Write them down. Now, ask yourself, "who will I impact?" Write their names down, so you can see them clearly. Once you can see, then you can do. You also want to write down the steps you will take to make your impact. List the steps, then prioritize them. This is your plan.

3. Make a Difference

No more waiting; it's time to start doing. You know what you need to do, so get out there and do it. Start with the people on your list, those in your plan. Begin with the first person, then the second, etc. People believe that they can't focus on anyone else when they are worried about themselves. It's actually the opposite; you feel better when you take the focus off yourself. That's when opportunities appear; when your career is not so much about you. If your career is not where you want it to be, and you've wanted to shake it up, this will be your opportunity to do some shaking.

So, what do you say? You only have one life to live, so it might as well be a life you love!

Deborah Brown-Volkman, PCC, is the President of Surpass Your Dreams, Inc. a successful career, life, and mentor coaching company that works with Senior Executives,  Vice Presidents, and Managers who are looking for new career opportunities or seek to become more productive  in their current role. She is the author of "Coach Yourself To A New Career", "Don't Blow It! The Right Words For The Right Job" and "How To Feel Great At Work Everyday."

Managers See Benefits From Virtual Office Work

LONDON--Employees want flex-work. They crave the workshifting freedom of setting up shop in a virtual office. But how do managers feel?

According to Vodafone’s “Exploring the shift in employee expectations” report, half of all managers surveyed feel that offering flexible working options makes them a more attractive prospect as a potential employer. What’s more, 85 percent of managers believe that employees now expect greater flexibility from the companies they work for.

This is good news for employees who are hoping to work from a virtual office space—and UK businesses seem to be rising to the demand. According to Vodafone, three-fifths of organizations surveyed now equip most employees with technology to work from anywhere—that includes a virtual office.

Why are managers in the UK so accommodating, at least in theory, to virtual office workers? In a word: results. UK managers understand the positive impact new ways of working make on both organizational performance and the bottom line.

  • Nearly 60% cite productivity as a top five benefit

  • 50% say flex-work enables a more flexible workforce

  • 54% say flex-work saves costs by reducing office space requirements

“Giving people the ability to work effectively wherever they are is a key element of building a better business,” says Peter Kelly, Enterprise Director at Vodafone UK. “This not only has a positive effect on the bottom line, but also employees’ job satisfaction. Companies with the most satisfied workforces have been successful in embracing flexible working and creating an environment where their employees have a better work-life balance.”

So there you have it: At least in the UK, both employee and employers see the value in virtual offices. Davinci Virtual has dozens of virtual office locations across the UK, as well as virtual office technologies to help employees and enterprises tap into the benefits of flexible working.

Virtual Offices Empowers All-Important Flexible Working

LONDON--Flexible working. It’s more than just a nice-to-have perk. It’s now at the heart of employee expectations. So says a Vodafone UK study. Virtual offices can help make flexible working a cost-effective, productive reality.

According to Vodafone, UK companies are sharpening their focus on softer workplace benefits to attract and keep the best talent. That is one of the key takeaways in the report, entitled, “Exploring the shift in employee expectations.”

The report shows that flexible working is having a major impact on job satisfaction in today’s job  market. In fact, employees now consider flexible working more important than financial benefits, such as a stake in the business, perks, bonus schemes and pensions.

The study also reveals that work-life balance is nearly as important today as basic salary. As employers battle to hire the best, the study shows that flexible working is emerging as one of the most valuable weapons an employer can have.

“Flexible working has gone from being a nice-to-have perk to now being at the heart of employees’ expectations,” says Peter Kelly, Enterprise Director at Vodafone UK. “British business clearly understands that motivation and job satisfaction are more than about money: work-life balance and feeling supported at work are also vitally important. Finding better ways of working will strengthen an employer’s offer to potential new talent but will also enable current employees to find a work-life balance that suits them."

Virtual offices and flexible working are synergistic. Although you don’t need a virtual office to employ flexible working, you can be much more productive and present a more professional business image if you tap into virtual communications solutions. Chances are the productivity and freedom virtual offices offer will lead you to arrange your work schedule with enough flexibility to encourage greater work-life balance.

Thinking About Transitioning to Virtual Offices?

IRVINE, CA—2012 has just begun. But smart business leaders are already looking ahead, planning where their organizations need to be in 201. So says Kim Shepherd, CEO of Decision Toolbox, which provides project-based hiring and on-demand Recruitment Process Outsourcing.

“More and more companies are realizing the benefits of transitioning to a virtual model and in a few years virtual work environments will be the norm," Shepherd says. Shepherd isn’t just whistling virtual office Dixie. Decision Toolbox has been a 100 percent virtual workplace since 2003.

“Being pioneers in this space, we have learned firsthand that there is much more to a virtual workplace than having employees work from home offices,” Shepherd says. “Thus, we've adopted the term ‘cloud culture' to describe our own unique virtual environment."

Shepherd outlines the top business reasons why more companies are transitioning to virtual office space.

1. Cost savings: Rather than paying for sticks and bricks, "cloud culture" companies can invest in the best people, tools and technology for business success.

2. Quality: In a cloud culture company, there is nowhere for under-performers to hide and there are no appearances to create distraction. It's all about the numbers.

3. Scalability: “Cloud culture" organizations can grow quickly and turn on a dim —as more talent is added, there is no need for more office space, furniture, etc.

"Remember, to be successful in the cloud, you must act as though you have bricks and mortar and maintain the same cornerstones that are essential for success in a traditional workplace—culture, performance, appreciation, continuous improvement—and more," concludes Shepherd.

Decision Toolbox can help on the recruiting side, but Davinci Virtual Office Solutions offers virtual office space, virtual office technologies, virtual assistants and virtual receptionist that will help you transition your company to a virtual workforce.

Check out this video on managing a virtual workforce: