ASA Journal 12/2023

ECO ARCHITECT
129
Eco Architect has never had an official planned meeting due to a management style that
treats employees like family members. Meetings take the form of group talks in which everyone
exchanges and shares progress on various projects as well as current issues. Khamron takes
on the position of family head at times, monitoring each staff member. Whenever he observed
one of his employees struggling, he would approach them with a conversation that would help
ease their anxieties and worries, or even boost the mood and make the atmosphere lighter and
more fun.
10
Eco Architect’s operations are not hampered by having two teams working in two separate
regions. Khamron arranges his month by spending the first half in Bangkok and the second
half in Phuket. This enables him to keep an eye on the two teams. Changes can be applied
in a variety of circumstances. If an issue arises while Khamron is not physically present in
the Bangkok or Phuket offices, he will be on a video conference with the team members.
Eco Architect employed this approach of working even before COVID-19, which prompted a
revolution in the way corporations manage their businesses through the use of online meeting
technology. This is one of the reasons why COVID-19 had so little of an impact on the studio’s
production and efficacy.
11
บรรยากาศการทางาน
ของ Eco Architect
One of the methods utilized to facilitate Eco Architect’s internal operations is the group chat
on Facebook Messenger. What’s particularly intriguing is how Khamron has used the platform
since the very beginning of his studio, from accelerating duties and tasks to making comments
and even amending works that require modification. “Online chats via our group chat keep
everyone in the team informed and up to date on progress and obstacles and enable constructive
problem-solving, especially when similar challenges are encountered, and one may apply
previously presented solutions to their own work.”
“I believe it is a good system in that it allows everyone to collaborate,
learn, and grow together. For example, everyone in the team can
benefit from a revision of a staff member’s work. When I make a suggestion,
everyone can see the specifics and solutions I provide for a
certain problem, and they can use that as a guideline to solve similar
problems. It’s as though everyone is learning alongside one another,
and there are no secrets since everyone can see everything.”
11
I teach my staff about every aspect of the job.
One of the requirements for being a part of the Eco Architect family, or at least what Khamron
looks for when hiring new employees, is that the individual has to be from the region where
the offices are situated. Simply put, the bulk of the Phuket office’s employees hail from Phuket,
and the same is true for the Bangkok office, where, although having a more diversified crew,
the majority of them are still from Bangkok. This arises in part from his idea that people’s
passion for their hometowns would become a driving force behind their desire to push their
communities ahead towards a better path and future.
In addition to their hometowns, Khamron’s first consideration when hiring a new team member
is their “portfolio.” Each person’s work will help him understand their personality and preferred
styles of work. Nonetheless, interviews are still an important part of Khamron’s decision to add
a new member to this family of his.