The Antenna Manifesto
Antenna’s goal is to help leaders better understand and improve how they engage with their remote and hybrid teams.
Some thoughts on this problem:
In the U.S. alone, there are now 40,000,000+ remote and hybrid teams, with leaders all struggling to engage as well as they did in office.
There are many tools to help improve leadership skills: performance reviews, engagement surveys, training, coaches, etc.
But the leader-employee relationship continues to worsen as we go from one buzzword to the next the Great Resignation, to quiet quitting and most recently productivity paranoia.
These buzzwords generally all point to one problem:
Leaders are failing at engaging their teams. The current solutions offered are not working.
How We Attack the Problem
Moving into remote and hybrid working environments was absolutely the toughest challenge leaders have faced in a generation. But with it also came the biggest opportunity we've had to help leaders improve their skills.
With our new working environment and the digital tools used (along with their APIs), we now have more data about how leaders engage with their teams than we've ever had.
We collect this data from the tools a leader already uses - first G Suite, Slack and Zoom.
We then provide a historical baseline of their behaviors, followed by ongoing data analysis to track how they are progressing.
We start with simple quantitative analysis - time spent with the full team, time spent 1:1 across the team, etc.
We then provide recommendations based on the own leader's goal setting to facilitate improved engagement skills
Important Note: We think constantly about privacy, especially in an environment dealing with a relationship like a leader and team member. That's why we have the following hard and fast rules in place:
1) Antenna is not another platform for companies to track their employees, nor does it allow a leader to track their team members. Tracking productivity has been proven time and again to be detrimental.
2) Because of this, the data collected only comes from leadership behaviors and is only ever provided to the leader themselves. They have full control of what happens to the analysis provided.