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Audio control helps you manage your web conference

web conferencing

It’s important to make sure your web conference runs smoothly from all angles.

That means keeping your audience focused and listening.

OnConference Presents! gives your web conference chairperson complete control over the presentation, from start to finish.

Once you’ve launched your Presents! presentation window, you’ll see the Audio Controls box. From there, you can enter phone numbers to dial out and bring in new participants. The Phonebook even gives you one-click access to your contact list to make finding their phone numbers easy.

web conferencing

Audio controls are available before you start a web conference, making it convenient to doublecheck your participant list and call in anyone who needs to be there.

You also have access to other audio features:

✓ Operator: One-click access to OnConference’s 24/7 support
✓ Mute: Cancel sound from your own end to suppress any background noise or distractions
✓ Listen Only: Put your participants on mute unless you want questions and interjections
✓ Unmute: Clear the way for your participants to speak freely
✓ Continuation: Not sure what this is
✓ Lock: Stop additional participants from joining or dialing in

Audio controls are part of your OnConference Presents! experience. There’s no extra charge to use them.

And, hey … thanks for using OnConference as your conference call service provider. It means a lot to us and we want to make sure your conference calls operate smoothly.

We offer a 100 per cent satisfaction guarantee. If you’re not happy, you will not pay. We will refund all of your charges if you’re not satisfied with your conference call or web conference.

We’re always available to answer your questions. OnConference operators are available 24/7 on every conference call and web conference. When you need us, we’ll be there for you.

Tips & Resources Tagged |By amacisaac on Comments

Mythbusting: Telecommuting doesn’t have to fit into 9-to-5

Managing a remote team takes a different skill set.

You must be a supervisor who shuns micromanagement, who is willing to unleash his employees and let them work at their speed in their own space.

Without you peeking into their cubicle or peering over their shoulders.

To run a successful telecommuting program, you must establish a culture of trust.

You must believe your remote workers are doing what they’re getting paid to do. You must believe they will be accountable for their tasks and duties.

Meanwhile, they have to trust you will be available to give direction if needed, to remove obstacles in their paths and to maintain a flow of communication.

Why we telecommute

Sure, we enjoy shunning the drive to work, wearing our PJs, making lunch in our kitchen and rocking out to 1980s pop on Songza.

That’s a typical work day for me, not a Saturday.

As a telecommuter, I also appreciate the flexibility to work during the hours when I know I will be most productive.

I’ve never been a fan of the 9 a.m. to 5 p.m. drudgery, preferring to work into the wee hours of the morning and sleep while the early birds are catching the worms.

So when I was punching a time card, I often wasted away mornings, knowing I’d take work home and get it done while my colleagues were relaxing.

Telecommuting with a flexible schedule became a much better fit for me.

A recent column in the Globe & Mail, however, advised managers to enforce office hours on their work-from-home employees.

Cathy Cowan, who operates a communications firm in Toronto, says she expects her team to be at their desks and answering their phones and emails every day, Monday to Friday, during those hours, unless they’re in a meeting or at lunch.

“Those are our business hours,” she writes. “If there’s a problem reaching them during those hours, then we need to have a talk.”

I call bullfluff.

A good manager works to the strengths of her employees and recognizes when some may be more productive outside of conventional hours.

The freedom to set their own hours — especially in creative fields — can be a game-changer for some companies. Employees feel more empowered and more engaged with their work, resulting in improved productivity and quality.

It’s interesting that Ms. Cowan chooses this Richard Branson quote to support her points:

To force everybody to work in offices is old-school thinking … Choice empowers people and makes for a more content work force.”

Provided everyone is accountable for their work, their results and their time, there’s no reason to confine anyone to a 9-to-5 schedule.

To think otherwise is old school.

Observations & Answers Tagged , |By amacisaac on Comments
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