Managing Your Remote Workforce for Performance

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Ben Murphy & Jonathan Reynolds

Managing Your Remote Workforce forPerformance

www.titustalent.com

Titus Talent Strategies equips companies to

make the best attraction, engagement,

hiring, and development decisions to meet

their organization’s people and performance

objectives.

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We transitioned to a 100% mobile culture.

2013 we made a bold move…

www.titustalent.comRobots & Pencils

20132005

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ADAPT OR DIE

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BENEFITS OF REMOTE

1. Remote work can lead to “astonishing” productivity.

2. It increases employee retention.

3. Decreases sick days.

4. Allows for increased diversity.

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BENEFITS OF REMOTE

5. Can prolong the careers of older workers.

6. Broadens the talent pool.

7. Reduces cost for employers by avg $10,000/yr.

8. It benefits personal and family relationships.

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BENEFITS OF REMOTE

9. It can improve mental and physical health.

10. It’s gaining traction. Increased 91% in last 10 years.

11. It benefits the environment.

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Key Mindset Shifts

Let’s take a couple of minutes to discuss the prevailing mindsets we are trying to change.

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Behavioral TraitsCognitive Reasoning

HEAD

Value AlignmentMotivations

HEART

Professional ChoicesResume

BRIEFCASE

MEASURED BY:Valid

Psychometric Assessment

MEASURED BY:Hire 4

Performance Scorecard

FOCUS ON THE WHOLE PERSON

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Micromanaging →

KEY MINDSET SHIFTS

✓ Empowerment of Employees✓ Accountability through

Transparency✓ Attention Given to Employees

Departments Operating in Silos → ✓ Collaboration through Transparent Goals & Performance Data

One-Size-Fits-All Training → ✓ Customized Coaching (New Hires vs Long-Term Employees)

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Baby Boomers (55+ yrs) =

Gen X (39-54 yrs) =

Millennials (23-38 yrs) =

Gen Z (8-22 yrs) =

SECURITY

SIGNIFICANCE

FREEDOM

PURPOSE

VALUES BY GENERATION

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10% Faster Rate of Increase

Growth

10% Bigger Jobs

Stretch

10% Greater Impact on the World Around Them

Impact

WHY DO A-PLAYERS MAKE CAREER MOVES?

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If you want a high performing company,

You need high performing teams.

Therefore, you must increase your quality of hires.

START WITH QUALITY HIRES

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LEADERSHIP MUST CAST VISION FOR THE "WHY"

✓ Mission

✓ Values

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VALUES-DRIVEN CULTURE

“It's not hard to make decisions when you know what your values are."

- Roy DisneyThe Walt Disney Company

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LIVED VALUES

INTEGRITYWe do the right thing. We are honest, ethically unwavering and inspire trust.

EXCELLENCEWe deliver nothing short of WOW.

PASSIONWe value determination, perseverance, and a sense of urgency.

1

2

3

4

5

6

7

8ACCOUNTABILITYWe take personal responsibility for our actions and results.

ENTREPRENEURIALWe are empowered to take initiative, be creative, and own what’s ours.

SERVANTHOODWe expect service before self for our colleagues, clients and candidates.

RESULTSWe love success and celebrate one another’s wins.

FUNWe embrace weird, wild, and a little wacky.

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WHAT IS YOUR “WHY”?

PURPOSE: Our Outstanding PEOPLE, will wow our PARTNERS, who in-turn bring healthy PROFITS for reinvesting in our people and communities.

OUR NICHE:Measuring & guaranteeing Quality of Hire & building high-performing teams

MISSION: We exist to equip companies to make the best attraction, hiring, development & engagement decisions to meet their company’s people & performance objectives.

“

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HOW WE HIRE AT TITUSHire 4 Performance

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Your Culture New Hire

STOP HIRING FOR CULTURE FIT

Hire for Value Alignment

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THE PERFORMANCE PROFILE

1. Include Performance Objectives

❖ Clearly define 2-3 key quantifiable performance objectives the person will need to accomplish by day 365.

2. Develop a strong Employee Value Proposition (EVP)

❖ Why would a top performer want to leave their current role and come over to your organization for this position?

Performance Profile

The Performance Profile replaces your Job Description.

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THE WHOLE PERSON

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1. THE HEAD REQUIREMENTS

❖ Defined Behavioral & Cognitive Requirements needed for successful execution of job

2. THE HEART REQUIREMENTS

❖ Defined values and cultural alignments to be measure candidates and add to scorecard

3. THE BRIEFCASE REQUIREMENTS

❖ Documented 3-5 major quantifiable performance objectives, with clear EVP

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THE CANDIDATE PORTFOLIOOverview & Quality Scorecard

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How do you Manage 4 Performancein a remote workforce?

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KNOW THE SCORE

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THE KEY TO REMOTE COACHING

✓ Consistency

Enhance Coaching Through…

✓ Real Time Feedback

✓ Engaging the Whole Person (Head, Heart, Briefcase)

✓ Manager Development

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RHYTHMS & EXPECTATIONS

Establish a ROUTINE for when & how things will happen.

✓ Meetings

✓ 1:1

✓ Team

✓ Company

✓ Reporting/Processes

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PERFORMANCE MANAGEMENT

Clearly communicate your EXPECTATIONS to your team.

✓ Results

✓ Reporting

✓ Direct Manager Conversations

✓ Time

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VIRTUAL ENGAGEMENT

Clearly DEFINE your rulesof ENGAGEMENT for your teams

✓ Turn on all attendee cameras

✓ Define the dress code

✓ Turn off mute (if possible)

✓ No multitasking in meetings

✓ Adjust your lighting/camera

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KEEP THINGS FUN

Use technology to ENGAGE your remote team & CELEBRATE each other’s wins.

✓ Segues for Meetings

✓ Shout Outs

✓ Chat Softwares (Teams)

✓ Encourage Video On

✓ Company-Wide Huddle

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ENGAGEMENT & PERFORMANCE

Engagement Performance

Engagement Performance Engagement Performance

Engagement Performance

Performance

Enga

gem

ent

LOW

LOW

HIG

H

Silent Killers Committed Champions

Contaminators Lone Wolves

HIGH

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THE SCOREBOARD

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SERVING OUR #1 CUSTOMER

Take care of your people... or someone else will!

“

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Scan the QR code or go to

https://info.titustalent.com/aec-follow-up

LET’S CONNECT

Ben MurphyBen.Murphy@titustalent.com

920.344.9444

Jonathan ReynoldsJonathan.Reynolds@titustalent.com

262.412.5412