Telework Strategies for Success...Telework Strategies for Success Kathy Kacher, Career/Life Alliance...
Transcript of Telework Strategies for Success...Telework Strategies for Success Kathy Kacher, Career/Life Alliance...
Telework Strategies for Success
Kathy Kacher, Career/Life Alliance Services, Inc.
Rachel Hastings WFC Resources
Agenda:
11:30AM – 12:00PM Networking
12:00PM – 1:15PM Program
1:15PM – 1:30PM Closing/Networking
Agenda1. Introductions
2. Definitions
3. Policy
4. Technology
5. Communication
6. Training
7. eWorkPlace resources
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“We like to give people the freedom to
work where they want, safe in the
knowledge that they have the drive
and expertise to perform excellently,
whether they [are] at their desk or in
their kitchen.”
Richard Branson, Founder and
Chairman of Virgin Group
Introductions Kathy KacherPresident, Career/Life Alliance Services, Inc. Cofounder, The SMART WorkplaceSME eWorkPlace MN
Rachel ThiemannVice President, WFC ResourcesProject Leader eWorkPlace MN
Joe SchendelTechnical Development ManagerSRF Consulting Group
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Who and what is eWorkPlace
eWorkPlace is a program to help Twin Cities metro area employers introduce telework and enjoy its benefits. In the past five years, eWorkPlace has proven itself as a smart business strategy that enables employees to work from home, full-or part-time, and connect to the office and clients via internet, phone, and mobile devices.
More than 40 Twin Cities employers and 4,000 employees have enrolled in eWorkPlace in the past five years. eWorkplace has realized more than a 9 to 1 return on investment, as well as crucial benefits to employers, employees, and their communities.
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What is Workplace Flexibility?
Flexibility:▪ Employees may make adjustments as needed--when
compatible with business needs--in when, where and how they work to meet their work, family and/or personal responsibilities.
Occasional Flexibility:▪ Flexibility to address unique situations for less than one month
duration.Flexible Work Arrangement:
▪ On an ongoing basis (for more than one month duration), an employee uses flextime, telecommuting, remote work, compressed work week, summer hours, part-time, job sharing to or other type of flexibility meet work, family and/or personal responsibilities.
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Individual Accommodations
Policies and Programs in Place
Flexibility Has Many Faces
New Ways of Working
Special arrangements or “deals granted on a case by case basis and often kept secret
Policies and programs exist, but flexibility is used only in pockets across the organizations
Widespread use of formal and informal flexibility to meet business and individual needs
Results-driven culture where flexible work practices are utilized as a management strategy to achieve business results
Current State of Workplace Flexibility
Did you know?How is this going to
impact your people?
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1.Where to StartChange is great! You
go first….
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Flexible Work: Universal Approach
Business Based Framework for Flexible Work▪Business-beneficial▪Consistent ▪Impact-based▪Employee-owner-Initiated▪Manager-Approved▪Measurable▪Tracked
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Rollout Follow-upDevelop
Policy Must Haves
Considerations when updating/creating policy▪Options▪Eligibility▪Expectation for work hours ▪Equipment and security▪Ending an arrangement▪Policy abuse
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Rollout Follow-upDevelop
Policy Must Haves
Considerations when updating/creating policy▪Options▪Eligibility▪Expectation for work hours ▪Equipment and security▪Ending an arrangement▪Policy abuse
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Strategic Rollout Follow-up
Develop a
Strategy
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Close your eyes and picture your
workplace. What do you see?
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We don’t have to change our business.
We have to change our mind.
Technology Must Haves
Technology Considerations▪VPN/Remote Desktop/Cloud Based Applications▪Hardware (phones, tablets, laptops, PC’s)▪Office365/Google Drive▪Telephone (soft phone, cell phone, hard wire)▪Meeting collaboration tools (Skype, Webex, Gotomeeting)▪Other?
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Rollout Follow-upDevelop
Security & Privacy
▪ Encryption (connection & storage)▪ Authentication (two form)▪ Privacy
- Impact on personal devices - BYOD- Printing
▪ Screen privacy▪ Password policy
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2.RolloutChange is great! You
go first….
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Volume is Vanity; Execution is Sanity
Rollout Framework ▪Start Small▪Be Realistic▪Brand it!▪Integration▪Be Champions
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Rollout Follow-upStrategy
Communication Must Haves
Basic Requirements▪Provide employees with what they need to: - tools to determine which work arrangement best suits their role - work efficiently and productively – independent of where they are located
and feel trusted and respected along the way ▪Equip and empower managers to: - help employees determine which work arrangements best suit their teams - lead and collaborate virtually to make geographically diverse teams
function seamlessly▪Standardized tools and processes to support the transition to new work arrangements and support those who are already working nontraditional work styles
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Rollout Follow-upDevelop
Resources from eWorkPlace Minnesota
Program Services from eWorkPlace▪Wealth of telework information and tools via the eWorkPlace website▪Policy and program development▪Implementation support▪Onsite training and facilitated sessions▪Online training▪Commuter savings calculator
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Resources from eWorkPlace Minnesota
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Resources from eWorkPlace Minnesota
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Resources from eWorkPlace Minnesota
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Resources from eWorkPlace Minnesota
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$1,500Estimated Accrued Annual
EmployeeSavings
Resources from eWorkPlace Minnesota
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Resources from eWorkPlace Minnesota
3.Follow-upChange is great! You
go first….
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How Will You Stay There?
Follow-up Plan▪Goals and Metrics▪Communication▪Logistics▪Customer Satisfaction▪Team Success
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RolloutFollow-
upDevelop
How Will You Stay There?
Integration is Key!▪Flex must align it with the company mission▪Flex must become part of a bigger process▪Flex must be measured▪Flex must be communicated
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RolloutFollow-
upDevelop
How Will You Stay There?
These issues have been shown to be challenges for rollouts elsewhere:▪The new process is ignored▪Form, etc. are used as “rubber stamp”, not screen▪Managers do not hold line on “business-beneficial”▪Some units, managers declare process “off-limits”▪Launch gets understood as “new entitlement”▪Arbitrary decision-making continues
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RolloutFollow-
upDevelop
How Will You Stay There? ▪16% increase in calls answered
▪10% increase in quick call resolution ▪4.5 out of 5 rating for customer satisfaction
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“Telework is a win-win situation – a good fit for the associate as
well as out department.”
-Ecolab IT Manager
How Will You Stay There?
▪95% case processing rate▪77% decrease in unprocessed in-basket items ▪9% increase in case processing
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“I have noticed that the response time of my staff has
improved, and this month’s outcome measures have
improved as well.”
-HSPHD Support Manager
How Will You Stay There? ▪95% of participants reported an increase in productivity.
▪95% of supervisor likely to grant requests for extensions beyond the pilot period.▪95% of participants noted seamless customer service between days in the office and telework days.▪76% of pilot participants noted a decrease in stress level.
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“Teleworking allows me to manage the stress level in my
life providing me the opportunity to approach my daily tasks
more relaxed and refreshed.”
–MnDOT Human Resources
How to Participate▪Go to the eworkplace-mn.com website ▪Fill out the get started form▪Download tools▪Free onsite consultation from flex experts▪Invite employees to take advantage of tools and training
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How Will You Stay There?
Questions?
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