Successful Teleworking for Managers Didyou youknow Did More

Successful Teleworking for Managers

Didyou youknow? Did More than 197, 000 employees (23% of the entire Central Texas region workforce) work within Austin’s Central Corridor

Didyou youknow? Did Austin ranks 4 th on the list of most congested metropolitan areas in the US (Source 2012 -2013 INRIX Traffic Scorecard Annual Report)

Didyou youknow? Did 6. 4% of Austinites telecommute. Austin has the 3 rd largest population of telecommuters in the U. S.

Didyou youknow? Did • Regular telecommuting has increased by more than 73 percent in the United States since 2005.

Did you know? In a recent study by Stanford, telecommuting employees were 22 percent more productive than others. Why? – Speedier work – Fewer breaks – Fewer distractions, – Less stress, and – Reduced sick days

Did you know? Within the next 10 years, Generation Y will be almost ½ the workforce. Millennials Millennial employees today were 50% more likely to leave their jobs because they do not believe it is a “sound place to work. ”

Do you know why most organizations adopt telework? $$ $$ $$

Most offices have a space utilization of 30 -45% (Source: BOMA) OVER-INVESTMENT IN REAL ESTATE

The average office worker costs a company $5 K $20 K EACH YEAR to office them. Resources are getting more expensive (energy, water, materials)

What is telework?

Who Wins?

The Employee.

Focused?

VS

Who Else Wins?

The Company.

Who teleworks? Qualcomm Nike Hewlett-Packard IBM Motorola Nortel Oracle Microsoft AT&T Devon Energy Cisco Intel Sun Microsystems The Federal Gov’t

Higher morale. Better customer service. More productivity.

Employee Recruitment & Retention 33% would quit for another job that allows telework 43% over a salary raise would choose telework Source: Canadian Telework Association 2008

DISASTER MANAGEMENT

So… Lots of Winners But wait! There is one more…

The planet.

Making It Work Success Strategies for Tele. Work

Is it a good fit?

SET CLEAR EXPECTATIONS ESTABLISH CLEAR PROCEDURES

Clear and measurable goals

GET FEEDBACK

FACE TIME

Performance issues?

§ Expect a period of adjustment § Open, honest discussion § Get support § Revise if needed

No. 1 Employee Concern: Will telework jeopardize their chances for advancement as an employee?

A quick note about hotelling… IF YOU ARE REQUIRING TELEWORKERS TO MOVE INTO HOTELING ARRANGEMENTS, PLEASE ADD CONTENT HERE.

the hoteling community

HOME SWEET HOME?

What is provided in your hotel space? • Insert here equipment provided.

We were never taught to manage the right way…. WHY DO MANY MANAGERS HATE TELEWORK?

We don’t train managers and their teams to work mobile before they go mobile. WHY DOES TELEWORK OFTEN FAIL AT THE MANAGEMENT LEVEL?

THE 7 POINTS TO MOBILITY TEAM SUCCESS (OR FAILURE)

NO DISCIPLINE OR STRUCTURE AROUND ROUTINE COMMUNICATIONS FAILURE POINT NO. 1

NO CLEAR RULES AND BOUNDARIES FAILURE POINT NO. 2

TECHNOLOGY INSUFFICIENT OR TRAINING ON TECHNOLOGY IS INSUFFICIENT FAILURE POINT NO. 3

UNCOMMUNICATED EXPECTATIONS FAILURE POINT NO. 4

UNREALISTIC EXPECTATIONS FAILURE POINT NO. 5

HIGH LEVEL COMMITMENT IS MISSING FAILURE POINT NO. 6

NO MEASURES OF SUCCESS FAILURE POINT NO. 7

Pick the right teleworkers and the right jobs to do at home. SUCCESS POINT NO. 1

What parts of the job can be done at home? How many days per week?

All communication methods are decided and frequency specified. SUCCESS POINT NO. 2

How do we stay in touch? How often, in what format, who should be involved, what content?

What are the rules to keep playing field level? • Example: Meetings – Everyone calls in for meetings. – Always a conference line assigned to all meetings. – Face-to-face meetings and time on predictable days.

Train, repeat. Team and Managers. SUCCESS POINT NO. 3

Train on mobility and train on technology

In the teleworkforce, Technology Rules (examples)! • • VPN Outlook Instant message Virtual Meetings Intranets VOIP Conference Calls Call Forwarding Does everyone know how to work everything they need to in order to stay in communication? ASSUME ‘NO’!!!

SUCCESS POINT NO. 4 Figure out your expections (what you don’t like is a good place to start)

COMMUNICATE YOUR EXPECTATIONS TO THE TEAM INITIALLY AND ONGOING (IT WILL CHANGE) Anytime you get irritated with your teleworker – there is an expectation you have not communicated to them (or have and they are not meeting it so communicate it again)

Don’t jump in. Test the waters first. Pilots are good. You can grow bigger at anytime. SUCCESS POINT NO. 5

It’s o. k. to take baby steps 1 day per week, 2 days per week, etc.

Work towards as high level and visible support for your mobile team as you can obtain SUCCESS POINT NO. 6

Others data, Your data MAKE THE CASE AND GET ALLIES

Be sure you are measuring and can demonstrate success. SUCCESS POINT NO. 7

Be ready to always demonstrate your successes in their terms. WHAT INTERESTS MY BOSS FASCINATES ME.

Joining The Telework Program Let’s get started.

INSERT THE STEPS HERE TO JOIN YOUR PROGRAM

Q&A

UTOPIA cubical Join the [ORG] Telework Program. Contact XXX@XXX. COM

Elizabeth Frisch, CXO elizabeth@thrivalcompany. com, m. 512. 656. 7518, o. 512. 481. 2123 Kate Krueger, Client Relations Manager kate@thrivalcompany. com m. 745. 3321, o. 512. 481. 2123 • This presentation was created by Kate Krueger and Elizabeth Frisch from The Thrival Company. If you use this presentation in your own company, we request for copyright reasons that you acknowledge the content was developed by our organization as follows: “Content of this presentation was adapted from sample training materials provided by: The Thrival Company. www. thrivalcompany. com, t. @mobilityworker”