This blog entry draws from a pool of industry experiences from which I assert a simple idea. Your company needs a weekly voice chat, several even, to solve a myriad of problems that stem from compartmentalization. Keeping people separated in digital or physical cubicles is a solution that produces many problems in the long run. The examples written here are anecdotal and anonymous.
The prevailing wisdom in management practices is that you want to keep people separated from each other to ensure they don’t start fighting. Especially if your organization is international and full of young, diverse, rough-cut people, the risk of random beefing is constantly in the air.
This post is part of our series on how to become a better online sex worker.
In the early days, I had my company very compartmentalized. Because many of my people were very aggressive personalities coming from poor backgrounds. They worked for low pay and had issues in their private lives amplifying their frustrations. There were virtually constant drama situations, and the compartmentalization helped isolate those, so they did not affect business processes.
Then I worked a year for another company, bigger company than mine, that also isolated everyone. And what I actually saw was that the isolation gradually eroded relations. It wasn’t a big deal at first, it was gradual. And then we hit crunch time.
Pressure mounted so much, the beefing started. Important people quit the project. Replacements tried to pick up the work. There were no team meetings during crunch, while the need for coordination was high.
With stress high for everyone, I eventually saw the same escalation in erosion of trust that had happened in my company, which had also resulted in vengeful sabotage. Former workers can get dangerous.
Going back some years, even the first erotic media companies I worked for were very compartmentalized. I did not know almost anybody in the organizations.
Compartmentalization also gives employers a lot of power. And people tend to be terrible with power. When employers divide workers, they care less for ethics in pornographic work.
I believe, as people start feeling disconnected and their work quality goes down, their stress levels go way up, because they understand they are replaceable. This can create a vicious cycle of a worker having insecurities, poor performance, while issues in their private life also erode their confidence. And then, due to the compartmentalization, they barely have anyone to talk about that.
The size of the organization doesn’t help to lessen the blow. Small team or big team, every specialist involved must collaborate intensely. Bottlenecks in one department create bottlenecks elsewhere. If, added to that, the organization does not have an open dialog, the strain will escalate into strife. People bottle up their unexpressed feelings in a proverbial bag of gripes, which will someday explode.
There’s an additional complicating layer. Because porn companies are often 50% men and women, there can be sexual tensions. Despite everyone working on erotic projects, people can still feel uncomfortable talking about sexual topics, or with co-workers approaching them with sexual intentions.
I think you’re getting the gist, no? Despite the challenges of it, the long-term direction in a company cannot be to keep isolating year after year. Aim at bringing people together. Solve the bottlenecks to realizing this. Talk to people in private and learn about their problems, just listen first and listen carefully, so the solutions you’ll start brainstorming will be done together.
Finesse takes practice. It’s easy to draw grim conclusions from failed interactions. But the fact is, the exact same thing said in another set of circumstances produces a very different response.
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Situational awareness in social interactions is super challenging, but it is possible to learn. It’s necessary to learn. If you’re the CEO, the project leader, and you’re the only socially savvy person in your company, that won’t be fun for you. You have to help people develop their social skills, so your management is less needed. Something as simple as a weekly group voice chat goes a long way to do that.
True leadership is such that it makes your work invisible. Like you’re barely doing anything and everything just works well. When you cultivate your people to be independent, things get smooth.
Weekly voice chats can be done in many ways. I like a casual style. It’s helpful, because you’ll be talking off-topic matters of great importance. Those off-topics would usually get lost when people are focused on their work. You’ll learn simple things, like, someone has chronic wrist pain. Their dog is ill and dying. A breakup. Medical issues. The quiet signals that tell the story of what the people are going through, you’ll learn about them, and in your interactions, you’ll then have a fine sense of how to say things.
Remote work is particularly isolating. Because you’re not getting social cues, especially from people who wish to hide much about themselves. You can easily end up having highly energetic people mixing with more withdrawn temperaments. Without social cues, personality differences become untenable.
In a relaxed setting, where people are able to express themselves freely, you’ll learn vital information. Who you’re actually working with, you learn this in a voice chat, and then everyone can adjust their conduct to match each person. It creates cohesion like you wouldn’t believe. It creates peace.
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