Work.com - Episode #176 of CloudFocus Weekly

Machine transcript generated in 2026 from the episode audio (Whisper speech-to-text with automatic speaker separation). Speaker labels are automatic and may be wrong in places. Timestamps shown every few minutes.

00:23 Jason Atwood: This is 176th made by It's Justin Elsain. Justin, how are you doing today? We're getting there pretty close. I'm doing good. Excellent. You still keeping it real?

Justin Edelstein: Still around. Still keeping it real. Still doing my thing. Excellent. Now it goes.

Jason Atwood: So this is one of our sort of special episodes. So we're going to do things a little bit different in our agenda. We're basically going to dedicate it to work.com because we have... because we had some chance recently, in fact this week, this last 10 days, this period of time, to be fully integrated and get a lot of hands-on experience with work.com. So, figured like it was a good time for those people who don't know about it or some people who, who are raby curious or what our impressions are. Again, we're gonna. We went through the academy. Yeah, so we went pretty. pretty because that's just it's everywhere. I'm getting emails constantly. Are you now? I'm not. And registration happens at dreamforce.com and registration will go up in I think what five days.

Jason Atwood: It's now currently what, 799, 899?

Justin Edelstein: Last I checked it was eight, I'll go to the website but last I checked it was 899. It is still 899 until May 6th. So by the time you hear the no before May, oh, maybe doubtful.

Jason Atwood: Anyway, it's gonna go up. Here's a way you can lower by the time you hear this. You can lower it with up until I think it's October 14th. You can use this code and it's good for nonprofit and for profit registration. All of you can use this and it's very easy. It's EC 14 Arkus. So he is an egg. C is entirely 14 like dream force 14 that's our Arkus ARK us I would do it all with caps just for the sake of it yeah hands-on arcus that's a hundred bucks off your registration and so use that and enjoy it I would also like to send a congratulations out to the spring 14 MVP class Thank you. Interesting thing that Salesforce does and run by some really great people. So anyway, that's the MV program.

03:40 Jason Atwood: I think you learned about it. Oh, I don't know where would you go? It's like salesforce.com slash MVP.

Justin Edelstein: Something like that. I think I would just use the Google. The Google? And I would type in salesforce.com MVP blog. And I would land on the success blog or the community blog as it is. And learn about it. And you see all the new folks that are now MVPs on the folks who've been renewed. Cause you do renewed just like your certifications. Yes. You have to re certifier.

Jason Atwood: What you should also be doing recently. Yes. Like I actually just take took the recertification test. Speaking of. recertifying. One thing you don't have to recertify for or is work.com. No, I got it. Because there is, well, there is no traditional certification for it. I feel like I was just certified. But there is a program where you can get a deep dive into it and we did that program. And so we thought we'd kind of share with you. the listeners, the listener folk about what work.com is, where it came from, the history, and what it can and cannot do right now, and maybe not roadmap, but where we could see things happening. Again, we didn't really get a roadmap, so I'm not even worried about saying anything, but I can clearly look at it, just like I've looked at many, many products across the Salesforce line, and you know, you can sort of see patterns.

Jason Atwood: So first, but why don't you give us a history. of work.com. Sure..

Justin Edelstein: So work.com started out as a built it on like in that that when Google apps sort of started Oh the app engine bigger. I don't know if it was built on the app engine, but that's where you kind of got it We got a little store there. Okay, and that's part of that's how I remember it at least it was like a single sign-on with your Google account and It was basically a social Social feedback for the enterprise. So a way for you to provide feedback to your peers and basically called it an HR solution. But in its essence it was, you know, Jason, I think you-do a great job-job hosting the podcast. It was that kind of thing. Giving feedback and then giving recognition through badges. through that it became integrated with chatter because the, the social aspect of it of it interesting to Salesforce, I'm sure.

Justin Edelstein: And vice versa. and the badging became an integration that existed between, Salesforce and ripple and at some point Salesforce bit the bullet and purchase ripple. December 2011. Thank you. And then rebranded it at Dreamforce 2012, I believe, work.com.

06:45 Jason Atwood: Right. And we did our podcast. If you want to go back So we a little bit more history work.com. Okay,ira how do I see if this thing you know what this thing does well you can watch this video I was like okay, and basically at the time Work.com had just been this is what I think they just include it on your channel profile as like a link and was like you could then click on the link in your channel and your channel profile and then go over to work.com. No real better than like a web tab. But everything you did in work.com and everything, you did over in Salesforce really didn't connect. My feedback at the time and my view of it was, yeah, this is interesting and I like some of the concepts, but it feels too disconnected from Salesforce.

Jason Atwood: It doesn't feel like it's... That's Re rebuilt work.

Justin Edelstein: -com so it now only is a sales force thing it is built into Salesforce correct You can't to use work.com Without the new version anyway, and I think they kind of have some people in the dust but you with work.com.. Right. So when you log in. You're logging into a Salesforce.org. And all you can see is work.com data.

Jason Atwood: And there's something. So just for those who you're kind of thinking like, well, well, And performance. Yeah, and performance. So you have tabs on the top. It's just like Salesforce tags. And then you click on a tab, and then that's kind of where the separation. You're like, okay, now it doesn'tBlook like Salesforce.

10:01 Justin Edelstein: Kind of. We're going to be able to be able to be able to profile your chatter profile page So you have all the badges that you've received your recognition you have your goals Do me a favor So if

Jason Atwood: You see went this you you did a deep dive into work to come Explain to me work you explain you Let's say I don't know someone you're getting married to like you know, okay days. I was gonna go through the the packages first.

Justin Edelstein: I guess it makes sense. Well, collect feedback around certain things they're doing at work. So when you're, when you're used like a salesperson as an example, you have to sell things. And how do you sell things? Well, you use your sales techniques and, you know, call people and send emails, etc. But you're tracking all that inside of Salesforce in opportunities and leads and... How do you get record doing things like that? Work.com handles that by using recognition. How do you get up or get an individual goal of hitting a certain sales figure? Work.com allows you, to set goals, tricks, to allows you to... tie the data Hitting those goals work.com also allows you to ask for or give feedback from or to All of your peers using work.com. So you can solicit feedback from somebody.

Justin Edelstein: Say you went on a sales call with somebody and your role was to do, you know, sit there and take notes. You might at the end of the sales call solicit some feedback from the person who you went with and say, hey, how did I do in taking notes? And they would, you know, provide you some feedback.

Jason Atwood: Right, in a very private space. Well, and also a very computerized space. Oh, yeah, it's not a conversation.

Justin Edelstein: This is all happening in the system. This is all. So everything I'm describing is happening inside of Salesforce, inside of the work.com modules. It also has a private coaching space. So... the culture of one another, any individual person can coach any other individual person and have a really private space to communicate and collaborate around specific goals that you've set and the metrics within those goals. and you can have private notes, you have like a little private. collaboration feed, chatter feed, and all that stuff bubbles into your regular chatter feed, which is nice. So all the things that you're doing sort of well integrated into your already existing system. And then finally at the end of the day you can use work.com to handle performance summaries or what are traditionally called reviews. The nice part about it is I think work.com flips the performance summary on its head and thinks of it in a in a What traditionally is a backwards way?

14:05 Justin Edelstein: Because you do your performance review inside of this system where you've already captured All of the recognition that you've received from your peers all the feedback that you've received from your from your peers all of your coaching sessions all of your goals and metrics that you've set for yourself. So you can pull from all of those data points and use them in your self assessments and your managers can use them as they review as they review you and they can see all the work that you've done over the course of time that's that is public not the private stuff. So it's a really interesting way of sort of tying performance together in a system where you're already doing all your work anyway.

Jason Atwood: Yeah, I think the couple big picture items, you know, as someone who's actually written reviews and done performance reviews for somebody, some mean people at this table, there's a lot of people at the table. You know, one of the concerns, one of the things that, you know, performance users usually have a problem with is time period, right? If you go by year basis, January, December-December, I could have an employee who is great for the first six months or nine months, but then it starts into September, October and things aren't doing well. Really, when I'm writing my performance review at the end of the year, do I remember what happened in March? Do I remember that really creak? thing so there's a bit It's a one of the comments was you know I use this comments about like things like Evernote sales force anyway, but the person said it's like my digital brain It's my brain.

Jason Atwood: It's where I put all that stuff that you know Whether it's whether it's stuff that people at you know that we had we did something great Why go back and reference that I can say oh look here's all the Here's all the feedback I got, right? Here's all the accolades people giving me badges and saying I did a great job. Here's all the goals that I set and here's where I did well and didn't do well throughout the year. Here's the coaching mode. So it does take sort of a lot of that kind of air quoting HR but HR stuff and makes into a system that sort of kicked a little bit. And I will say it does kind of go between, you know, keeping it from a personal standpoint because I want to, I'm making a case for how great I'm doing, but then, you know, there's another side to it that's sort of keeping it because there's a compliance HR piece to it as well.

Jason Atwood: Well, either way you look at it, it's a very well-built... Easy to use feels natural type of tool user interface totally feels Like very simple.

Justin Edelstein: Right not necessarily sales for simple. Nope, but simple simple enough that like the hard part about Adopting work.com in my opinion not the technology at all the technology is simple It's the culture shift that people have to undertake in order to think about performance as such an open and social thing because in reality you are opening up the floodgates to if you want you can turn certain features on certain features off but all of a sudden you know you're you're getting recognition and you're, you're getting feedback from people or you're asking for it. And it's a very different way of thinking about like, Oh, wow. Like instead of getting reviewed once a year, I'm sort of constantly getting reminded of these goals and metrics that I've set for myself and I'm staring them in the face and I'm getting, and I'm getting mentored on them in a one-on-one basis with the coach in a system that that's you know, that's certainly meant to augment a little bit like a conversation that you're having one on one.

17:53 Justin Edelstein: You have that conversation still, it doesn't replace that it just facilitates it a little bit inside of a system so that you can all be on the same page and say, Well, I'm coaching you towards this goal. Here they are. Let's talk about them. And then you can jot down the notes kind of as you're talking or afterwards that you have that as a place to reference in the future Thank you very much. the next year in November and you look at it and you're like, I'm like, I'm not that good at that stuff because the zigzag threw and I ended up doing something different. And they're very disconnected. I think that's, you know,

Jason Atwood: That's the piece that makes this more interesting. Obviously for a Salesforce user and, you know, for a Salesforce company is that the two aspects of it that I think make it killer. One is that. It's in your face. It's in your chatter, right? It's in your chatter feed. It's in your, when you're adding a, when you're posting something, when you're posting something to any chatter, you then have recognition. You have the badges so it's there. You know the objects and the tabs are within your chatter profile. It's very close to where you are. And as someone who's done goals with people before, you're right. You right them down on this, literally this Word doc template. You save it in a folder.... and that maybe review it once every three months or six months or he's adjusting saying no no no you never do.

Jason Atwood: If you're good at it. Yeah, but this is much more there. And then the second piece, which is the piece that now why I think Work.com went from being a, interesting but not integrated enough into Salesforce to even really mention to now where I think it's much better and has a long way to go like kids out there, like I'm not saying it's 100%, but it's... it's getting close is that now you can use for all those goals so you think like goals is the big thing let's give a let's give an example of a goal with with the metric associate that's what i'm going to explain first you have a goal. And let's say you have let's say, you know between three and six goals for the year. So goals aren't like They're not like, you know, take out trash or, you know, make a, sell, sell this one big deal.

Jason Atwood: It's, it's very, they're very big and they're very, you know, they'd be for a year long period. They'd be for a long period and they'd have to be big. And then underneath those are these metrics. So if you think of the goal is the big thing, then underneath each, each goal, there's many metrics. 6. It could be two, three, four things that sort of show whether you got to that goal. And the cool part about the metrics is they connect into Salesforce data. So you can, and you can both track non-Salesforce data metrics like, you know, something did or did not get done, right? You can connect them to other a external sources. So like, oh, you pass the certification in this other system, it then updates the metric in Salesforce, cool. or they can be directly connected to Salesforce data reports.

21:00 Jason Atwood: So I have a, your goal is to do, you know, a thousand phone calls throughout the year. I can just build a report that shows how many, you know, assigned and whatever to you and phone calls and therefore... It's completely measurable and there's no getting around it. For Salesforce, that's amazing because it then makes the reporting engine more important, it makes adoption more important, it makes putting more stuff into Salesforce for us as a company. Well, how do the stuff we do is in Salesforce so I could put in all the project-based stuff because it's in Salesforce. Things that are outside of cells of of course become less easy to go around or metrics, but things are in Salesforce become much easier. So I think that's where it just, it becomes very powerful and where I was, I was thrilled to see it.

Jason Atwood: I was like, this is great. That's, I'm glad to see this is where it is. And the interface for it, while having some hits and misses, like, you know, you had to have gone just run the report to be able to see it, like, which I thought was just. I don't know, not a very smart thing. I don't know why, but if you wanted to attach a metric to a report, you had to have just gone and run it, basically.

Justin Edelstein: Yeah, I think they only showed like three in a drop down. They probably just couldn't go out and query or let you query for the reports in the current interface.

Jason Atwood: Yeah, that just is strange because I of in the current interface. So why would I, why wouldn't it just give me like a pop-up window of of every report and why wouldn't it just give me like a pop-up window of every report and I could just grab one? Maybe they will in the future. Yeah, no, it is go to the idea exchange and I have I was posted Thanks, so I think again from a goals and peace, you know the goals and metrics really amazing the always forget the Not accolades. I want to I call accolades recognition recognition Cool.

Justin Edelstein: We should actually talk a little bit more about the badges because people are probably familiar with them as as 4 Squares now will Buh-bye! It's now a standard action in the publisher if you turn on work.com as kind of like a little tease, right? If you go into your setup inside of Salesforce, you'll notice that there is work.com and you can enable it and basically it enables thanks in your org where you get 12 out of the box standard badges and. That's it. So that's like the, that's the free version of work.com badging and accolades. And, and sorry, you've got me now saying the acknowledgement,

Jason Atwood: Right? So, so with recognition, by the way, it's taking everything in me to say, we don't need those stinking badges.

Justin Edelstein: Sorry. so, so when you actually use and pay addition of, of work.com. You get those real time recognition and rewards. So there's a partnership with Amazon through another company. Well, actually, it's it's kind of it's through it. It's with Amazon. It's not through another. You as the company can buy the gift card from Amazon. You're just typing in the gift card. Number or whatever it is. So. Basically, you can create badges and you can give permissions on who can create badges and who can create certain types of badges and allow people to attach like amazon gift card dollars to a badge So for example, if someone does an amazing job on something you can decide to if you have the permission to give them a badge that has some Reward to it, right?

24:38 Justin Edelstein: The the example that we were using was oh on your one year five year ten year anniversary at a company You might get a badge for you know, a hundred five hundred a thousand Amazon dollars, right? A gift card for like $1,000 for Amazon can be attached to a badge, which is pretty cool. And the badge itself shows up in your chatter feed on your profile and shows up in the sub tab, which would be in your profile called recognition, which if you are all now in the Salesforce community, you will in the success community, you'll notice that they rolled out work.com in the community as just using the recognition piece and you'll see that as part of your third tab on your chatter profile called recognition.

Jason Atwood: So if you want to... I actually got one the other, the other day. Oh you did that. I was just looking at mine, I haven't gotten one. I got one. Please someone give me recognition. But so if you look at that, go into the success community and look at your profile. And you'll see you know a feed overview recognition So if you just imagine next to that goals next to that feedback next to that coaching each one of those That's the way work.com works very much in again very much inside your profile as these tabs Which is you know one of my things is it there's pieces of work that come that feel very sales for sales for C But then the pieces that it does it I don't even know what I'm looking at.

Jason Atwood: I'm like, I'm amazed. And I think the person who was walking us through this,

Justin Edelstein: We're gonna let that person through me. We're not gonna name any names, although we love her. It's a her. Wow, you just broke it down to half the people. That's all right. If someone goes into the success community, they can figure out who it is, because they'll see me talking to her. But... But like we blew her mind because we were just well, K she was very much in the she knew work.com right? Really, really well. She didn't really know Salesforce.com as well. Right. Like she was just a like a typical end user of Salesforce.com. Whereas work.com she had like a deep knowledge of so it was like, oh, wow. I never realized like. this was different than this was different than this. But the way that you build screens or the way that you look at things, the user interface is a little different.

Justin Edelstein: It's more like chatter than it is like an opportunity page. It's more like case feed than cases. It's got that kind of UI to it, which I wasn't blown away, but I also thought it was... decent. It didn't look again, it was easy to use and easy to understand. I think it probably could have been a little more responsive if you ask me, but, that's just, that's just a little, like, I think it's trying to do too many things.

Jason Atwood: Asynchronously personally for like, you know, trying, the UI is very built it and, and it showed this like Salesforce and the old UI and more new, more than new UI, but like, You know, things are on separate pages. You click on something, you go to another page, you add something, you go back to another page. It's very page-driven, Salesforce navigation, and you can see it rendering and blowing down stuff, which has its pros and cons. Pros because you save your state so you know if you're there. Work.com is very, I forgot the technology. It's like how far I've been away from web design. But where it's just everything is pulling from one page, but pulling in the little pieces it needs, which is harder to do sometimes, because then you lose state and you click on a tab and it doesn't know where you are.

28:20 Jason Atwood: So it was a lot of time we had to like reload the whole page just to kind of figure out where we were.

Justin Edelstein: Now I'm being negative now, he's about it. But it looked. It looks really good, it's really easy to use. I can see where a long time Salesforce user would be like, oh this doesn't really look like Salesforce, whereas a first time, I'm literally just rolling out work.com wall to wall as my summary in sales performance, goal, tracking, system. They'd be like, oh, this is a cool UI for an HR system. Because that's, you know, when you think about it, it's like really easy, super easy to use. I used to do this in a Word doc.

Jason Atwood: And I still have some Word docs from before. And you used to, I mean, that was like, you get a Word doc, you download it from the, you know, from the intranet, and then you would go put it. you know, put it together in some private folder somewhere.

Justin Edelstein: Yeah, and then you'd edit it. I remember writing on them for some reason. Oh, I had to sign them. You had to sign them. Yeah. Anyway. Anyway. So, let's talk about the packages. Sure. And the list prices. So the licensing. The licensing. Okay, okay. So, there's three different packages. For work.com. They can be stand alone or they can be put on top of your existing Salesforce.com license. So, there's Motivate, which is the first rung. Oh, I should mention before I go into this, if you're on Performance Edition, you get it. It's included in Performance Edition. So, you have full blown. Good for you. the best work.com license there is which is called perform R-Per. is included in performance edition so if you have performance edition good for you you've got work.com.

Justin Edelstein: So starting with Motivate which is ten dollars a user a month you get the real time recognition and rewards and that's why I mentioned the rewards part of it before because you might be saying to yourself well what's the difference between what I have now with the thanks and that. Well, the key is, you know, you can create badges, your own custom ones, company badges, personal badges, and you can throw rewards on top of them. Amazon gift cards, which is really nice, right? Being able to in an incentivized gamification world, that's what you're really looking for the reward aspect of a badge of it, not, not just a badge. of badges. Really nice, but give me $100 gift card and I'm a little more incentivized, right? You get chatter, obviously. You get API access to all the work.com data, reports and dashboards, and mobile access.

Justin Edelstein: So that's kind of like the base. I left out a few things because it's just like Salesforce stuff. We move along to the second addition, which is called a line. And this is called the line because it comes with all that stuff I already mentioned, but it comes with the goal setting. So personal team company goals- and being able to align them up the chain with the metrics that we talked about before. We get the coaching integrated into the sales process so that one-on-one coaching methodology aligned to goals. We get the goals linked to salesforce.com data. And we also get the feedback and mentoring which is actually very interesting you know we had actually a large discussion around the culture of feedback and what's appropriate and what's not. user you can solicit feedback from and about this person to this person's manager, or to both.

32:31 Justin Edelstein: And if you're just giving it to their manager, it's private. It cannot be shared, right? It can't be shared. If I'm giving it to them and their manager, it's private, but to both of them. So it's kind of interesting little dynamic there with the feedback. We had a lot of back and forth about it......................

Jason Atwood: Technology wise, you have tabs, you have things, is really for the end user and the manager to have a place to go I want to go look at these pieces. that had in the performance side was that it sort of worked with all the piece. It pulled them, It's very cool. You know my thunder.

Justin Edelstein: Oh, for time. I was going into the power. Because, because it's like last last edition.

Jason Atwood: Go ahead, keep in mind, some sort of performance summary. So performance summary. I'm giving you a break. I'm going to give you a break. As to why job in this person did did just in a great test this year And what's again, what's so. So interesting is that it is both very kind of structured and. I want to say old school performance review, but just done on a new school-i

35:50 Justin Edelstein: In some, some ways ratings rate, this one to four or one to five literally, you know, here's a drop down. here's a question. You go in and you can quite literally just pull very easily from all the different aspects of the rest of the system. So let me look at recognition. and period that this performance review is for, let. Let me go There was the peer review, there was the manager review, and then there was the skip level, which is you reviewing your manager.

Jason Atwood: So no, it's someone else outside of your skipping a level.

Justin Edelstein: It was gonna stick to that on air. No, those are the four. You're my boss. Yes. So, there's the self-summary. I'm reviewing myself. That makes total sense. There's the peer summary. The partner who shall remain nameless reviews me. Yes. There's the performance review. You review me. And then there's the skip level. That's me. reviewing you. Okay. Now three of those are optional when you roll out like a cycle. The cycle. You're really trying to use the language. Well, this is the product. You don't have to do yourself. You don't have to do your review. You don't have to do skip level. And you don't have to do a peer review of anybody. But you do have to be reviewed by your manager. You can roll out all four in the cycle. Three of those are optional.

Justin Edelstein: The only one that really is required is the manager review of the employee. So a lot of great stuff.

Jason Atwood: Let's talk about some of the sort of things that we found. I don't wanna call them like negatives, but let's just call them like oddities,

Justin Edelstein: Oddities to grow. Matrix reporting was a place where it was. particularly in the performance area, there was no real support for a matrix.

Jason Atwood: So know that everything it's pulling from manager is pulling literally from the user record from that field. That's right. Been forever. That's as a manager field on user. Yeah, so that is a old school field and that's where it pulls from. It also while it is on platform and is in Salesforce, it is not Salesforce. So don't expect it to be Salesforce. You can't edit the UI.

Justin Edelstein: No, which is you can build a visual force page around the entire user interface. I understand But let's talk to people who are dragging

38:58 Jason Atwood: Here who are Understand sales force it right there's there is no page layouts There is no drag and drop you can in the back and you can add stuff, but you really can't touch it There's no list views of like you can't edit a bunch of lists to be built. They're prebuilt but uneditable. So you can't build stuff. The tabs, while there are tabs, they really land you back on Visualforce pages. So they don't tab you to what you consider a Salesforce tab. They tab you back to, you click on them and you're kind of back to the Salesforce sort of profile tab version, right? So that, right, so. And what other oddities? It just really is just very it's not it's not the customization level if I said one thing It's not as customizable as Salesforce is so when they say work that comes in on form you say great But it is not Salesforce It is not a bunch of custom objects or standard objects that you can go in and find green control You don't have that it is a product.

Jason Atwood: It's got a lot of features to it There are things you can do to it. You can add things and build out stuff for your process, but it's even not even done in a Salesforce way. Like to add in a bunch of questions. You don't do it in what I would consider a Salesforce way. You know, performance review with related questions. Add question, add question, add question. No, no, no. You're kind of doing it this odd way. and But anyway, it is a very interesting, a very future growing company or part of Salesforce. It's at that small price that on top of your license but I think it adds value to the license. I'm going to make the prediction that it will... it will not cost anything as of some dream force. I can see this as being analytics edition.

Jason Atwood: I can see this as being content. I can see this as being whatever else, some other thing that they used to charge for that is just gonna be built in because it feels that way. It just feels like it's at the, you know, five, 10, $15 a month. I feel like that's at the, that's where you put it into the product and it becomes, it becomes extremely valuable. Because then it becomes part of what you get just like performance edition So I could see them saying for EE you get the line edition Or the motivate I could see them totally giving you one piece of it Within your license within a certain period of time. I just It just it feels that way to me because it's it's so integral and other like and the other thing is a contrast to the other things they've bought like exact target like buddy media like Radiance 6, which still feel very separate.

Jason Atwood: I mean, this is like taking a big move into the Salesforce platform. It's still a long way away, but it's, those other products are not inside of Salesforce. They are very much feel separate in a way. This feels closer to home inside of Salesforce and aligns itself with chatter. And aligns itself very much with chatter. Huge and with mobile and it just, it.

42:09 Justin Edelstein: Feels like it's got a lot of, because all these little modules we've been talking about have their own feeds right inside the modules and it it's right in your in your regular chatter feed as well. If you have high, right in your pie hole. So some resources for folks. Sure. Just to throw these out there. You can go to work.com slash success. Yep. And from there you can join the. community chatter group, so right inside the success community to talk to other folks who are already using work.com can also watch some videos and look at some feature guides as well as administrator guides. Administrator guides you ask why would I use that I don't have work.com well you can go to you know the developer website, which I think is brand new.

Justin Edelstein: So I don't even want to say develop.com because I think it changed literally two days ago, but if you go there, it should redirect you to somewhere else. and spin up a developer edition org for yourself and it will have work.com inside of it so you can play around with it a glared a little bit developer.sellsforce.com and developer.force.com. So work. developer.salesforce.com and developer.force.com. Right, developer.force.com now redirects to developer.salesforce.com, which is a brand new website. That is correct. So enjoy that website while you're on there and spin up a new developer org with work.com in it so that you can play around with it. Use the guides on work.com slash success to set up your work.com developer instance. Okay,

Jason Atwood: Okay. It is, again, I think you should, everybody should take a look. It's my prediction in Big Peak coming to Salesforce. Well, we weren't going to do picks because basically you didn't have a pick. But I'm going to throw to picks. I'm going to make one your pick and one my pick.

Justin Edelstein: Okay, is one gonna be Google Sheets and one gonna be Google Docs? All right, at least I knew what they were. Yeah. I know what you're talking about. So,

Jason Atwood: We, the other day I was playing with the new version of Google Drive for iOS, which has a new feature in it that's absolutely must needed, which allows you to passcode lock Google Drive because, you know, you put a lot of stuff in Google Drive. So anyway, you can passcode it. And all of a sudden I was looking at it and it was like, hey. You should check out these other things. It says check out docs and check out sheets. So anyway, there are two new free apps.

Justin Edelstein: Justin, which one do you want to pick? I haven't used either of them. OK, I've used both. All right, we have them both because it was like when I logged into the upgraded Google Drive, it was like, download these. And I was like, oh, I read about these this morning. Sure.

Jason Atwood: Yeah, so I downloaded both of them. I haven't tried them yet. They're both they're both very good They both work they both feel they feel good. They work they have offline The only thing that I'm wondering is why separate them I think they separated them and

45:15 Justin Edelstein: You could tell me if I'm like totally off on this cuz you're definitely off All right, forget it Okay, now say it so then okay. When Microsoft rolled out Office, did they roll it out as Office or did they roll it out as Word, Excel, PowerPoint? That's why. That's exactly why. Because Apple does the same thing. They have sheets and pages and keynote. Google's following the same paradigm, which makes total sense. It does. I mean, look, I'm doing docs or I'm doing sheets. I'm not doing both. Yeah, I want to do both. I go into drive and I look for my stuff.

Jason Atwood: Yeah, it just feels kind of like but that's the that's the weird thing. I'm doing docs. I feel like docs and sheets are the same thing. I'm like, I'm not. They're, one is a spreadsheet and one is a document.

Justin Edelstein: I'm dealing with documents.

Jason Atwood: I'm flipping between the two. Now, if you said there was like, even the PowerPoint one, it could see being a separate one, but docs and sheets, they're very. I'm looking at a list and I'm like, where's the list? Where, where's that? Oh, it's in sheets. I got to go look at my sheets. Yeah. But you see, I think these apps are like utilities to just create stuff.

Justin Edelstein: Like the easy I'm off point to create new stuff, go to look for

Jason Atwood: But I'm telling you that when I'm looking at them and I'm doing this and using it on the thing, I'm like, oh, I'm in there because I think of it like I'm going to go to drive to get it and then I get it in someplace. But I'm like, oh, I want to look at that other thing. I'm not kind of flipping to another app. Now, maybe it's because they can make one. They can make each one more powerful and they can put in more into one. And I get it. Probably update them independently so that they- as the need them.

Justin Edelstein: And functionally,

Jason Atwood: I'm sure they're very separate on their back ends. Like sheets and docks. Oh, they definitely are.

Justin Edelstein: I mean, you can, you can, you can even see still remnants of like what they purchased to make docks into docks.

Jason Atwood: So since you stole mine, how about, did you know, did you know how about Google admin.

Justin Edelstein: I didn't I'm the admin of our of our whole situation.

Jason Atwood: So I believe that I made another one. I made another app. I didn't know that existed. So Google admin allows you very basic. and it's kind of like Salesforce A. It's like basic but allows you to go in edit people, add people, freeze people, delete people, search for users groups, audit logs. the app, sort of see what people are doing. Good, nice little app, you know, again, you can definitely see you're on the road and you want to add a user, it's like, oh, quick, add a user, you're good. So Google admin, but yeah, Sheets and Docs and the new updated Drive. Drive. I wrote my article, so it's on bog.arkusinc.com about... alternatives to Google Drive or Google Drive mobile I think that was something like that how to handle it on mobile This makes Google Drive I think kind of kill out the other things because you can bounce between sheets and drive and all that and now with past code block It's much faster.

48:19 Jason Atwood: Anyway, these are great. I'm very impressed Google usually doesn't do well on the iOS platform. I feel like it Oh, you think they just put their effort into Android their own platform.

Justin Edelstein: Yeah first they're thinking Android first clear be It's there. It's their platform. I don't blame them for that, but I do Well, I think you gotta be on the iOS platform if you want to be taken seriously.

Jason Atwood: Yeah, it's very nice. There's a lot of little feet around with it, editing sheets and stuff. Still the weird thing about tables, I, feel like if you're gonna put your own app, you should be able to edit a table. Still no editing in tables. Yeah, that's a bummer.

Justin Edelstein: We do a lot of tabling. We like tables.

Jason Atwood: Thing that we do every day is we love us some tables. All right, so that's it for this week of CloudFocus Weekly with our double triple pick. You can remember to go to Success Community Group where you can find the CloudFocus Weekly podcast group, join that group. And answer my question that I asked out there. You can subscribe to it in iTunes, you can follow us and also at the Twitter place. Find us all on the Salesforce Community Group. I'll just push you into there. If you want to find out more information about Arkus, you can go to www.arkusinc.com. If you want to read the blog posts, all of them, go to blog.arkusinc.com. No blog post this week because I wrote a blog post that's going up on Salesforce.

Jason Atwood: So when it goes up, I will then say it, but they didn't want me to write one for Salesforce and post my own blog as well or our own blog. Until next week, we'll be back. CloudFocus Weekly, Justin and Jason saying, enjoy those cloudy days.

Justin Edelstein: Thank you.