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TeleworkingSuccessful
for Managers
Did you know?
More than 197,000 employees (23% of the entire Central Texas region workforce) work within Austin’s Central Corridor
Did you know?Did you know?
Did you know?
Austin ranks 4th on the list of most congested metropolitan areas in the US (Source 2012-2013 INRIX Traffic Scorecard Annual Report)
Did you know?Did you know?
Did you know?
6.4% of Austinites telecommute.
Austin has the 3rd largest population of telecommuters in the U.S.
Did you know?Did you know?
Did you know?
• Regular telecommuting has increased by more than 73 percent in the United States since 2005.
Did you know?
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
Millennials
Did you know?
Within the next 10 years, Generation Y will be almost ½ the workforce.
Millennial employees today were 50% more likely to leave their jobs because they do not believe it is a “sound place to work.”
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Do you know why most organizations adopt telework?
OVER-INVESTMENT IN REAL ESTATE
Most offices have a space utilization of 30-45% (Source: BOMA)
The average office worker costs a company $5K - $20K 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.
AT&T
Intel
IBM
Cisco
Oracle Nortel
Devon EnergyMicrosoft
MotorolaHewlett-PackardQualcomm
Nike
Sun Microsystems
Who teleworks?
The Federal Gov’t
Higher morale.
Moreproductivity.
Better customer service.
Employee Recruitment & Retention
would choose telework
Source: Canadian Telework Association 2008
33% would quit for another job
43% over a salary raise
that allows telework
DISASTER MANAGEMENT
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So… Lots of Winners
There is one more…
But wait!
The planet.
Making It WorkSuccess Strategies
for TeleWork
Is it a good fit?
SET CLEAR EXPECTATIONS
ESTABLISH CLEAR
PROCEDURES
Clear and measurable goals
GET FEEDBACK
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 HOTELINGARRANGEMENTS, PLEASE ADD CONTENT HERE.
the hotelingcommunity
HOME SWEET HOME?
What is provided in your hotel space?
• Insert here equipment provided.
WHY DO MANY MANAGERS HATE TELEWORK?
We were never taught to manage the right way….
WHY DOES TELEWORK OFTEN FAIL AT THE MANAGEMENT LEVEL?
We don’t train managers and their teams to work mobile before they go mobile.
THE 7 POINTS TO MOBILITY TEAM SUCCESS (OR FAILURE)
FAILURE POINT NO. 1
NO DISCIPLINE OR STRUCTURE AROUND ROUTINE COMMUNICATIONS
FAILURE POINT NO. 2
NO CLEAR RULES AND BOUNDARIES
FAILURE POINT NO. 3
TECHNOLOGY INSUFFICIENT OR TRAINING ON TECHNOLOGY IS INSUFFICIENT
FAILURE POINT NO. 4UNCOMMUNICATED EXPECTATIONS
FAILURE POINT NO. 5UNREALISTIC EXPECTATIONS
FAILURE POINT NO. 6HIGH LEVEL COMMITMENT IS MISSING
FAILURE POINT NO. 7NO MEASURES OF SUCCESS
SUCCESS POINT NO. 1
Pick the right teleworkers and the right jobs to do at home.
What parts of the job can be done at home? How many days per week?
SUCCESS POINT NO. 2
All communication methods are decided and frequency specified.
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.
SUCCESS POINT NO. 3
Train, repeat.Train, repeat.Team and Managers.
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 needto in order to stay incommunication?
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)
SUCCESS POINT NO. 5
Don’t jump in. Test the waters first. Pilots are good. You can grow bigger at anytime.
It’s o.k. to takebabysteps
1 day per week, 2 days per week, etc. etc. etc.
SUCCESS POINT NO. 6
Work towards as high level and visible support for your mobile team as you can obtain
MAKE THE CASE AND GET ALLIES
Others data, Your data
SUCCESS POINT NO. 7
Be sure you are measuring and can demonstrate success.
WHAT INTERESTS MY BOSS FASCINATES ME.
Be ready to always demonstrate your successes in their terms.
Let’s get started.
Telework ProgramThe
Joining
INSERTTHE STEPSHERE TO JOINYOURPROGRAM
Q&A
• 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”
Elizabeth Frisch, CXO
, m. 512.656.7518, o.
512.481.2123
Kate Krueger, Client Relations
m. 745.3321, o. 512.481.2123
