Five tips for facilitating better meetingsContinue reading
Has the future of work become reality? Or will we be back to the commute in 6 months time?
The future of work has never been more in the spotlight. The majority of businesses have been forced into flexible working and are now in the midst of the biggest experiment into working practices they’ve ever seen. The team at Amazemeet are no exception to this, we’ve been having better meetings at an alarming rate! The times we’re living through have heralded the dawn of a new future of work with flexibility at its heart for some, for others this is a temporary blip for business as usual.
But who’s right? Will there be significant change in how employees are viewed and managed, will we embrace the flexible model or will we slowly retreat back to our office based habits as we emerge from lockdown?
The situation pre-Covid
As humans we are always looking for patterns and symbolism, it seems pre and post-Covid will be terms entering our everyday lexicon if they have not already. But, let’s look back at the world of work before Covid changed the world. For years flexible work and a changing world of work seemed like a happy nirvana that was easily in reach for the majority of the workforce, we just had to take the plunge. The reality of course was quite different. Dispight all the PR mileage very few companies actually offered flexible work and ran distributed teams with a few outlying exception such as Automatic the team behind wordpress. Quite frankly the majority of companies didn’t want to take the risk. Flexible work simply became one of those phrases on a job ad alongside free drinks and fusball table as many employees would find out the hard way. But what was driving this? A lack of employee trust, lack of infrastructure or simply an ingrained working methodology driven top down that was inescapable?
The answer is probably all of the above. Whatever the reason a truly flexible workplace was in most cases confined to the blogs who extolled its benefits. Despite the fact that virtually every survey you care to read indicated that employee wellbeing, happiness, was directly correlated with performance. Happy staff, performing company. (Not sure that’s a saying but it’s true!) So armed with this knowledge we can only assume that legacy and fear of change were barriers to a change in working practices, quite frankly a change long overdue as the arcane practise of the daily trudge to the office should have been resigned to history years ago.
Covid changed all that
Suddenly though that change was forced. Lockdown measures, work from home orders kicked in and companies had to adapt and the smart ones are already reflecting on the outcome. For some it’s been a nightmare for others seamless. The early hutzpah does however seem to have faded. In the early stages organisations were keen to tell how much they could save, how little impact they’d felt but was this simply great PR to keep us the public from panicking that our bank was about to collapse or that our personal data was being managed on a kitchen table somewhere? All too readily had plans been put in place for a return to the office. It seemed the flexible honeymoon was about to end.
But will it?
Some organisations have embraced the situation and have actively re-evaluated their relationships with their employees. Twitter may never ask employees to regularly attend the office again, Siemens has established mobile working 2-3 days a week as a core component and is using it to drive change in it’s leadership and culture. But who else?
I believe the model that will win out will be one of flexibility, no pu intended. There’s no doubt that human interactions face to face have advantages over online meetings. Sitting at a desk and getting on with things however is a different story. Maybe Siemens have the answer or maybe it should be up to the employees to decide. Beneath this however there are cultural changes and management changes that need to happen alongside adoption of technology and simply taking the plunge. All three areas need to be in place to successfully embrace a flexible if not fully distributed working model. What is for certain however is the cat is out of the bag, employees who’ve had a taste of flexible working will be far less inclined to want to go back. In fact I can see true flexibility being a cornerstone of job searches and it’s clear employee churn will be a challenge for those not opting to change.
At Amazemeet our focus is on those interactions, those meetings. We know for certain that whether face to face or remote technology needs to play it’s part to ensure we work towards outcomes.
Re-evaluating what’s important
It’s hard to judge how good an experience will be until you try it. This is certainly true of remote working. Now we have many of us like it, really like it. Pre-Covid i could see an argument for taking the office job that paid £10k more a year over the flexible job because we’re naturally risk averse and we have now frame of reference. Now that’s changed it would argue the latter is a much more attractive option for most. The grassroots is often the driver of many a change and people vote with their feet. The next 3-5 years could see a real shift. Sure if you’re 25, no kids and single the attractive city job is a no-brainer but what about when you’re 35, married with a kid and plans for a second? You’re also likely further up the food chain experience wise, you may therefore pose a bigger loss. Even writing this though I feel a certain bias dictated by age, if we all just focussed on output rather than time spent!
In my mind that’s the biggest hurdle leadership needs to overcome. A change from time spent to output, goals met will be the driver. Amazemeet is deisgned to do just that, focus on the outcome not the time spent getting there. If we simply embraced that at every level of an organisation who cares how much time you spend at your desk.
Chances are you’ll be performing better anyway.
The future of work needs technology like Amazemeet, try it now.
We’re all trying to find balance in the new normal as we rapidly change our working behaviour.
So let’s preface this article by asking how you’re getting used to version 3 of Amazemeet? We’d love to know if it’s helping you have better meetings?
Back to the business at hand. It seems like we’re all in this together right now, which in some ways is great, everyones having to deal with the same change. For some it will be short-lived for some a new way of working is being ushered in whether we like it or not. Our experience at Amazemeet hasn’t really changed, we’ve always been a distributed business but for those just starting out on this journey, especially more traditional companies, it’s a brave new world.
We’re saving money that’s all that matters, right?
As many commentators more qualified than me have pointed out, this experiment with home/flexible working has been forced upon us and in most cases it’s worked out pretty well. The bottom line is, well the bottom line. If you’re a huge company with a lot of office space in London or New York then it’s costing you a huge amount of money every year. Some estimates reckon a desk in prime central London can cost upwards of £60,000/year, multiply that by 2,000 staff and the figures are astronomical. If you could halve or even quarter that demand. You do the math? But culturally many businesses and more importantly the people that work in them are still trying to find a balance. It’s great not having to spend hours commuting, but it’s also too easy to stay wedded to a computer long after you’d have left the office. Social interaction is also different, humans are after all tribal animals, we generally like spending time with other humans and that’s much harder to do online. But hey, we’ve got Zoom so we’re all good! Finding how to balance this in the future is going to present certain challenges for businesses. remote connectivity aside, how will they ensure that employees come together in a meaningful way and interact as human beings. This social interaction needs to be considered as working relationships are important for team cohesion and productivity.
The productivity fallacy
There are still people out there that think we’re more productive in an office. That’s been disproven so many times it’s untrue. In fact if you added up the time spent chatting at the water cooler, coffee trips and idly chit chat we are certainly less productive than you think. However, this is where the social cohesion in a businesses tends to be formed, that’s much harder to do online. What’s certainly true is that spending more time with family and having a better work-life balance is paramount. Happy employees are motivated, productive employees.
Connect don’t just meet.
Without the face to face interaction it’s super important that we make time to connect. Not all conversations need to be meetings and that’s especially true when we’re relying on tools like Amazemeet to plan and run our meetings. Making time to speak to colleagues is vital, it’s what keeps us sane, productive and moving forward. It’s a key part of the balance required to make remote working work.
Tell us how you’re finding a balance in the new normal?
We’d love to hear your tips and discoveries over the last few months? What’s worked and not worked and how you’ve started to find a balance?
Not using Amazemeet? Better meetings are just a click away.
Roll on version 3 of Amazemeet!
As we enter the final stretch through to the launch of version 3 of Amazemeet the whole team are super excited to finally be able to show the world the fruits of our endeavours over the last 9 months.
Despite the obvious issues we’ve all had to endure over the last few months the whole team has pulled together to create, what we believe, is the best meeting facilitation platform out there.
We all deserve better meetings.
Amazemeet is about better meetings, it’s why we created the platform and it’s something we believe can have the biggest impact on our work lives. Because let’s face it too many meetings are crappy, they’re a waste of time and achieve little. New features in the platform will help you plan, connect and conduct your meetings and manage the follow up. It’s truly end-to-end.
What’s happening now?
As we run down the clock to the launch of version3 we’re contacting all our existing users to active their accounts on the new platform. It’s super simple, all you need to do is switch to one of the new plans and you’ll automatically get a 15% discount. From July 15th when version 3 is live anyone who logs in will automatically be in the new platform.
If you don’t log in by the 31st July then you may find your account removed, to avoid this just head over to Amazemeet and you’ll be assured of continued use.
New users and version 3
Keep an eye on our social media over the next 7 days as we’ll also be launching some secret deals for new users to access version3.
Not using Amazemeet? Better meetings are just a click away.
We love meetings but we also love a laugh, here’s our favourite Lockdown meetings gone wrong.
From no trousers to impromptu bathroom breaks for many of us Lockdown has meant getting to grips with virtual meetings, and a fair few meetings have gone wrong! We’ve trawled the web to find some of the best examples. What always amazes us is how eager people are to share them, particularly when it’s their boss who’s messed up. I’d love to be on a fly on the wall at the next pay raise conversation.
Suffice to say the team at Amazemeet very rarely have these problems. Aside from the odd five year old getting in on the action, camera fails and a penchant for hats. I admit it that’s mainly me but hey getting a haircut during lockdown has been tricky and there’s no way my wife’s doing it!
Exit the meeting turn camera off!
This is a lesson for all of us, make sure you exit the meeting properly.
Kids are great at comic timing.
This is something I’m very familiar with. My daughter, who’s five, is more than capable of going to the bathroom on her own. However, when she see’s I’m working in my home office she has a great habit of shouting “Dad I’m doing a poo” at the top of her voice, invariably when I’m on a call.
Here’s another great one.
We’re pretty much all there now.
I can totally relate. Most of us probably started as we meant to go on. However, that probably lasted all of a few days and we realised that shorts, t-shirts and the general clothes we wear to lounge around in were good enough. My excuse, the weathers been warm in the UK, shorts are a must.
She handled it well. I think he just wanted to hang around and see what was happening!
Great compilation of classic moments.
It’s amazing how many people forget their camera and mic might still be turned on.
We’ll get there.
Whilst we can’t stop the kids and pets getting in on the calls. We have been working hard during lockdown to launch our version 3 of Amazemeet. With version 3 you’ll be able to manage all your meetings in one place from start to finish. That means managing who you invite, what outcomes you want, how you’ll allot time in the meeting, the meeting itself via video call and then the post meeting follow up. All your notes will be available to everyone and you’ll have a cool AI meeting facilitator there to keep all the attendees on track.
The road to better meetings is simple, click below.
When I first started thinking about a best and worst of working from home post I thought about a roundup of what’s good and a name and shame. So i’ve written the exact opposite!
Let’s face it a guide on best and worst of working from home isn’t really an Amazemeet blog, we can do better than that so I thought I’d share my personal experience of working from home on Amazemeet during lockdown.
Ok so confession time. I work from home 4 days a week and have done for some time. Amazemeet are a distributed company with team members all over the world helping people have better meetings. so we are used to it. But this time has been very different. Like most humans we invariably don’t like to be forced to do things and I am certainly no exception. And of course we do have Amazemeet for meetings and communication, in fact we’ve used real meetings for our internal testing of v3 for sometime, more on that later.
Like most people working from home presents an opportunity for a much better work-life balance but to get that you need to be organised. A desk space, away from distractions, coffee, technology are all important factors as is keeping a schedule. It’s been amazing to spend more time with family, my daughters been off school, and connecting with so many people. As a team I think we’ve come much closer together and really aligned around our goals, not that we weren’t before. As you’ll have read previously though in our blog launching a new product in lockdown we haven’t had the luxury of sitting back and having some nice conversations with long lost friends. Although the odd one has taken place! The focus we’ve had though will be coming to life for everyone in the next few weeks as we launch v3.
Like a lot of people I’ve embarked on a few things I wouldn’t normally do. I now have a love of constructing cardboard structures and my daughter and I are seriously thinking about turning pro when it comes to lego builds. That’s been awesome.
Where to start. Virgin media’s intermittent internet has been a real pain, Vodafone haven’t been great either, minor inconveniences I know but especially painful when you’re trying to work. Above the practical side not having the freedoms we take for granted has been a real grind. It’s very true that you don’t miss something until it’s gone but I count my self lucky to be able to go where I want and do pretty much what I want and when. Lockdown took that all away and whilst I was 100% supportive it still pains that these things aren’t available.
I’ve also had to see many businesses and people I know really struggle. Myself and the team are lucky in that respect as we’ve found ourselves in a business and sector that somewhat thrived with the world working from the kitchen table. Others haven’t faired so well. Many friends in the entertainment sector have had businesses close and dreams evaporate over the last three months. That’s hard to watch, especially when you can’t do much to help.
What I’ll take from this.
I think number one is never to take anything for granted. Six months ago we all merrily went along in our world we felt so secure. Fast forward to now and a construct that once seemed solid fell apart with alarming speed. Companies supposedly making healthy profits went bust in weeks, panic buying, food shortages. It’s funny how it all fell apart, perhaps that fragility is telling us something? I’ve also learnt more about my colleagues, we all get each other better. That’s been a happy byproduct of the lines between work and personal life blurring. If I had one wish it would be for company to continue to be accommodating and embrace this even when things are back to normal.
Amazemeet v3 is nearly here, sign-up now for launch offers.
The new world of work has somewhat been thrust on us. Will it change our values and how we define successful working?
As we’ve been forced into a new world of work we’ve been reflecting on how our entire working ecosystem will change and the values that we cling to will be reshaped, oh and having some better meetings. Covid-19 struck the world hard and extremely fast. It pushed the vast majoirty of us into enforced home working, overnight companies became distributed businesses whether they wanted to or not.
It forced organisations to quickly re-evaluate their employer, employee relationships in the context of remote working, Did employees have the right technology, how would work fit in with homeschooling and childcare? Employers instantly had to be accommodating, the lines between business and personal have become blurred. But, most of us have made it work and not suffered too much as a result. In fact issues that once were the preserve of personal and family life are now a part of company life too. It feels like business has got emotional. Why? Because companies can’t function without people, businesses had a choice to make, either shut up shop, take some government money and hope to weather the storm or adapt.
It seems like those that have adapted have done it quickly and generally the experience has not been as unpalatable as the press makes out.
Can we go back?
I’m not sure we can. What seems abnormal now will quickly become the new normal. Companies may well be judged on how they dealt with employees during this unprecedented period. Will we see a new kind of business emerge that is happier to integrate around it’s employees lives rather than the other way round? It’s certainly true that the kind of perks we used to think were great no longer matter. I for one would much rather have a balanced working life and time with family than regular trips to a bar.
There’s also so the obvious cost saving that will come from lockdown and the anticipated economic downturn. Do we really need 5 floors of central London office space? Twitter has announced regardless the outcome of the next few months that staff can work from home permanently. I doubt this is a PR stunt, they probably realised quickly that it’s made little difference to their operating model so why not.
Where’s the future?
6 months ago distributed business were real outliers. That’s clearly changed, will we now see a wave of people looking for roles only with businesses who offer mainly work from home? I expect so. Once we can get out and do things again working from home is awesome. The technology is here, the infrastructure exists we just needed a push and we got kind of a big one.
Values that matter.
Productivity is linked to the amount of time spent in the office, said no study ever. Clearly it will be hard for people to argue that anymore, if they still were. I think values will be shaped around balance and understanding in this new world of work. Organisations that can positively blur the line between personal and professional, being mindful of each and giving equal importance to each. I think that’s the kind of place people will actually be happy working in and as we know happy, engaged employees are the root to success.
Tools to make it easier
If we we want to embrace this new world of work, and we should, we’re going to need the right tools to thrive. That’s why we’re levelling up Amazemeet with some amazing new features like the Ai meeting facilitator. It’s like having a PA, secretary and meeting coach rolled into one, designed to make your meeting efficient and effective whether you’re in a bedroom or the boardroom.
Amazemeet’s a great tool for running effective meetings in the new normal
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As we look beyond lockdown what kind of world will we emerge into? Will we see lasting change?
Asking somewhat what the future holds right now is a bit like asking for the winning lottery numbers. It’s still far from certain where we will be in one or two months. What is certain however, is that large chunks of the economy are going to take a hit. Some, retail in particular, was on shaky ground before Covid-19 came along and it would be fair to say the outbreak is the straw that’s broken the camel’s back. We do have some motivation however to embrace positive change especially where meetings are concerned. If you don’t believe us read our post the hidden cost of crappy meetings.
What will the lasting impact be?
It’s hard to see how some aspects of the economy will recover. The high street may well never return as we know it. That will be a great shame but it’s also very clear that a traditional model of retail has had it’s day. As people move more towards seeking experiences this could be an opportunity for our shopping streets to transform into places we actually want to visit, rather than rows of the same shops selling the kind of things we get from Amazon.
For meeting culture and those sectors Amazemeet works with the shift is likely to be more cultural. Enforced remote working was at first a pain. But now more and more people are beginning to embrace the change. Organisations are starting to question the need for large, expensive offices for all employees and lets hope will embrace a more flexible future.
The challenges that come with this are many. Having the right tools in place to communicate and corordinate become more and more important. Organisations need to plan for flexible work and ensure processes are defined and understood by everyone. I read an amazing book on this subject, check it out here.
Evaluating the change?
It would be very easy once we emerge from lockdown to crave a shift back to business as usual. There’s always comfort in maintaining the status quo and it’s easy to see how some business will relish the chance to get back to their view of normal. That overlooks what a great opportunity this has been presented to us all. I believe there will be some good to come from our enforced lockdowns. Obviously there’s nothing to be found in the outbreak but the future may tell a different story.
Just look at the advances being made in vaccine development. As many a scientist will tell you war and war like circumstances are often hotbeds of advancement because they bring neccesity to the table. The same could be said of now.
I challenge the smart organisations amongst us to think critically about how lockdown has impacted their organisations, good and bad. Positives will be found and they need to be absorbed into our normal business lives.
Having the tools to sustain change
This period in time has either been really hard or really easy. Some organisations are set-up for flexible working some are not. Some industries cannot support flexible working at all some can. Middle ground is a difficult place to occupy. But that’s OK. For those that can embrace it and to reiterate my earlier point the tools and process to make flexible working better than the traditional office trudge are vital. Amazemeet recognised this for meetings some time ago with a clear drive to hyper efficient meetings. The difference now is that rather than having more time to actually work in the office, you have more time to work and spend with your family. It’s also where project management tools like Asana come into their own. All these cloud based solutions are completely agnostic when it comes to geography and that’s vitally important for a distributed workforce.
Start planning for the future
Embracing lasting change is likely to mean a complete rethink of the physical space we occupy as organisations. We need to start thinking about the individual rather than centring how our organisations function around a place. This will take time and require a huge shift in mindset but it’s a great first step to moving out of a factory mentality.
How great would it be if our office was simply a place to meet colleagues and customers, a place to connect physically and our workplace was wherever we chose it to be?
Amazemeet’s a great tool for running effective meetings, especially online.
Try it Free.
Sometimes to break a habit we need a big push.
Covid-19 could be the best chance we’ve got of breaking out of the bad meeting culture we’ve been stuck in for the last 10 years. That might sound kind of heartless but very often to really drive home a behaviour change we need a big event. A push to home working for most of the Amazemeet community could be just that. Let us clarify though, in no way are we suggesting that Covid-19 is a good thing but like most ingrained habits humans need something really monumental to force a change.
The good thing is there’s definitely a reluctance for certain kinds of meetings to happen online. We highlighted how much money these bad meetings cost in our hidden cost of crappy meetings blog. Spoiler alert, it’s a lot.
The meetings that tend to be the biggest culprits are:
Project Status meetings
As project teams become more cross-functional with diverse skill sets and people reporting into different managers there’s often a nervousness amongst project leaders around team communication. This generally results in the infamous recurring meeting. The problem is the information shared is very often irrelevant to certain groups within the project team at any given point. So you sit through a meeting waiting for the one thing that affects you.
This is the exact opposite of what Amazemeet advocates for meeting attendees to be able to contribute. Rather it’s much easier for teams to add updates to a shared drive, forum, slack channel etc.
These are those meetings you sit through where someone stands up and runs through news, company announcements etc. They are a big time waste. People read faster than they listen to unimaginative delivery. The irony is that if these sessions are done well they can work as team building exercises and help to develop a culture of two-way communication. Sadly 99% aren’t and could be handled by a page on your intranet, an email or a print out by the water cooler.
I challenge you to add up how many of these kind of meetings you have each week?
The good news is that when we’re working remote there’s a reluctance to have these meetings with such frequency. I’m not sure why, maybe remote doesn’t give the organiser the platform they crave. Or perhaps the organiser knows they’re inherently a waste of time and it’s easier not to do them when your not all in the same office? Either way it’s good news for anyone obsessed about having better meetings, like us!
The rest of the key meetings:
- Decision making
- Problem solving
- Team building
are super valuable, and they work online. These meetings tend to have actual outcomes as all good meetings should. After all that’s what we’re trying to achieve, effective meetings.
Our hope is that as we start to emerge back into the world from our home office cocoons that we won’t just slip back in to our bad meeting culture and pick up where we left of. There’s signs that a cultural shift is on the cards the challenge we all have is to embrace it rather than assuming it’s a negative. We live in a world that tells us we must be connected to everyone else all of the time, is this a good thing. Businesses used to function perfectly well with far ;less meetings than they do today.
Cast yourself back 25 years?
That’s a time before social media. Do you even know what a working day looked like back then? I challenge you to talk to someone who worked in a corporation 25 years ago and ask them about the meeting culture back then. How often did they meet, did meeting less affect their ability to do their job. The answers might be surprising.
Amazemeet’s a great tool for running effective meetings, especially online.
Try it Free.
There’s a hidden cost of crappy meetings and some of us are starting to realise just how much this cost really is.
Hot on the heals of our recent ugly truth about meetings blog we wanted to explore this underlying cost the vast majority of us are paying. There’s a number of distinct sides to this, first and for most people most importantly is the financial cost. Second, there’s the cost to our wellbeing and there’s also the potential environmental cost. This week we explore each one in turn, hopefully it will open some eyes to what I guess a lot of you out there already suspect.
Meetings are unproductive, that costs money.
When surveyed executives consider nearly 70% of meetings to be unproductive. That’s more than two thirds and to put it into context the infographic we recently published put a figure on this, $37 Billion in the US alone. Let’s spin that on it’s head and assume we stopped having half of those unproductive meetings that could be nearly $20 Billion saved.
It’s estimated that across organisations the amount of time spent in meetings equates to around 15% for all employees. As you move up the ranks that increses dramatically to upwards of 50%. The meeting time is one thing but executives estimate they spend upwards of 4 hours on meeting prep. So again if the 70% figure for meetings being unproductive is true more than 30% of an executives working time could be considered unproductive, because that’s the time spent in crappy meetings.
This is quite frankly stark. It’s hard to pin down exactly what’s to blame. It seems somewhat of a cop out to suggest it’s purely down to the technology, a meeting run well via a video conference is still a well run meeting. What is apparent though, that like most technology we’ve adopted, certain practices have become commonplace without thinking about the wider context and the impact they have as a whole. It seems there’s a symbiotic relationship between the ease of facilitation and the effectiveness of outcomes.
As a marketer the psychology is quite simple to me, things that are easy are often assigned a low value and perhaps this is where we’ve gone wrong. Meetings used to be about productivity and outcomes but we seem to have shifted to a place where meetings are more about having meetings because it’s so easy to have them.
It’s a dangerous place for corporations to be.
Meetings impact on wellbeing.
Employee wellbeing is becoming more and more important to organisations. They realise that happy, engaged employees are more productive, more motivated and less likely to look for employment elsewhere. Crappy, unproductive meetings do nothing to assist. In fact multiple surveys suggest that having better meetings is a route to improving employee wellbeing.
It’s not to be underestimated. Count up the sick days, the drain on talent in an organisation and general lack of productivity and I bet you will find a correlation to bad meetings. It’s a survey that needs to be done, watch this space!
It’s sadly no coincidence that the phrase “A happy workforce is a productive workforce” is certainly very true. The quickest way to mess it up is to disengage the workforce and bad meetings are a quick way to do that. They aren’t the only factor but like many things in our working lives they contribute to the sum of all the other issues and can certainly tip the scales.
Jeff Bezos certainly thinks so. He avoids meetings before 10am, limits attendance to the number of people that can be fed by two pizzas and has banned Powerpoint!
What’s the environmental impact?
This is probaly harder to quantify especially as a huge number of meetings take place remotely. However as the technology has become a part of our working lives there’s always a cost. Server farms create pollution and we certainly need lots of those to power the tools we take for granted.
Technology requires power and for the most part we still rely on power sources that are not very green. Great steps have been made by corporations to buy power from renewable sources but it’s only the tip of the iceberg.
…data centres in the U.S. alone are projected to consume approximately 73 billion kWh in 2020. Data center efficiency and sustainability is a universal challenge that transcends companies, geographies, and workloads – and there’s no simple solution.”Colocation America
The technology infrastructure required to support these systems is immense. A large data centre can use more power than a small town. Sadly this way outstrips the capacity delivered by renewable energy. It’s a big issue that’s rarely reported because it’s to a large extent invisible.
It’s not all bad news.
Amazemeet aren’t alone trying to fix this. The hidden cost of crappy meetings is starting to be understood by a host of organisations for whom productivity is vitally important and meetings are squarely in their radar. We’re doing our bit because we know we have to have meetings, we want to make the unavoidable ones great and cut out the unproductive ones where we can.