Work From Home Programs Do’s and Don’ts€¦ · Work From Home Programs Do’s and Don’ts Presented By: This manual was created for online viewing. State specific information

Work From Home Programs Do’s and

Don’ts

Presented By:

This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 399371

Biagio W. Sciacca, PhDIntelligent Motivation, Inc.

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Work From Home Programs Do’s and

Don’ts

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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 399371

Prepared By:Biagio W. Sciacca, PhD

Intelligent Motivation, Inc.

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Work From Home ProgramsDo’s and Don'ts

Biagio W Sciacca

CEO Intelligent Motivation, Inc

Intelligent Motivation, Inc. Enhancing Careers, One Idea at a Time

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What is the Value of an Idea?

• We will cover several dozen high impact ideas today

• Some will work for you

• Some will not

• Embrace the ones that will

• Disregard the ones that won’t


The Slight Edge Concept…

• Did you know…• The person that earns $200,000.00 doesn’t work twice as hard as the person that earns $100,000.00 per year?

• …or twice as long• The difference is in WHAT is being done!

• Professional Golf Match

• Horse Race

• The Difference is called: The Slight Edge!

• Capture the ideas that will work for you, then put them into practice! TODAY!


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Ah – Ha…

• What is the best idea from each slide?

• How will you use that idea NOW?

• Can you involve others in the implementation of the new idea?


Ideas create enthusiasm and enthusiasm is contagious!

Is a Work From Home Option Right For Your Company?• Do we know what the cost is of having an employee in your office?

• Do we know what the marginal cost of having an employee work from home is?

• Don’t forget about “soft costs”

Here is an example: A company with 50 employees in the home office and another 50 employees that work in customer service from their homes, calculated that their “coffee expense is about $100.00 per week in the home office; or about $2.00 per week per employee. That amount would be doubled if the entire customer service function was present in the home office.Think about other soft costs:


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What About Revenue?

• Is the function you are thinking of allowing to work from home a top line function?

• If so, can you provide the necessary support to “close the sale”?

• Is you technology infrastructure robust enough to handle it?


Think about it this way:

In its most basic form, a company can be looked at through the eyes of its Income Statement:

Total Revenue (Sales, Income, etc.)‐ Total Cost (Costs, Outgo, What it Costs to Get Sales)Profit

Does The Work From Home Program Have a Profit Impact?• Bad question – It does!

• Better question – Do you know what it is?


Think about it this way:

In its most basic form, a company can be looked at through the eyes of its Income Statement:

Total Revenue‐ Total Cost Profit

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What’s the Goal?

• Lower cost?

• Increase revenue?

• Flexibility?

• Enhanced work performance?

• Employee benefit?

• Cramped home office?


Once you know the goal, you should do your best to monetize it. Everything we do at work will have an impact on the bottom line!

Work From Home Success: Policies and Procedures – Part 1• Do you currently have a P&P’s in place?• Examine them. What MUST stay the same?

• Examine them. What MUST change?

• Examine them. What CAN change?


Points to Ponder:• Depending on your business, is there a likelihood that most of your P&P’s will be the same:• Start time? Breaks? Lunch? End time?• Office Supplies. Do off site employees buy their own and expense them, or do you ship them?• Capital Equipment: Do they use their own computer or does the company supply one?

Desks? Other capital items?• Tech Services: Who pays for the internet? Land lines? Cell phones?

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Work From Home Success: Policies and Procedures – Part 2Broader P&P issues:

• Eligibility. Who can work from home?

• Work Space. Do you have requirements for the employees home space?

• On site visits. Does the employer have the right to “visit”?


A few really big points to consider:• Income tax ramifications?• Liability?• Child care/elder care?• Home office closing (weather, etc.)?

Work From Home ‐ Morale

One big problem off site employees face:

The feel a sense of detachment with the home office!


Some other broad issues:• Trust• Communication• Feedback

Let’s talk about each one…

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Work From Home – Morale: Detachment Part 1

• Help your employees feel engaged: • Stay in contact with them

• Birthdays, anniversaries, holidays

• IM’s

• Short notes, reminders


Remember:

All motivation is self motivation!

Our job is to create a climate of motivation for employees to motivate themselves

Work From Home – Morale: Detachment Part 2

• Involve them in meetings• Try to get visual!

• Have colleagues reach out

• On line greeting cards!


More on Motivation:

• Get off‐site employees involved in decisions. Even if they will never see the copier!• Thank them for their efforts.

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Work From Home – Morale: Trust

• Do what you say you are going to do!

• Be consistent

• Treat people fairly


Consider this:

“It takes twenty years to build a reputation, and fifteen minutes to lose it.”Warren Buffet

If you think of reputation in those terms might we behave different?

Work From Home – Morale: Communication

• Email – Do you have best practices?• Subjects, signatures, confidentiality clauses

• Be careful with IM’s! (No record)

• Watch the length of your email


Emails Do’s and Don’ts:

Do’s• Read your email prior to sending• Not sure? Let someone else read it• Grammar/spelling check• Use active voice

Don’ts• Send an email when you are angry• Forget your attachment• Remember where they live

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Work From Home – Morale: Feedback

• Watch the nonverbals: Ahh…what nonverbals?

• Watch metrics directly after something negative

• Catch the negative when it is tiny, then communicate that


A little more on motivation:

• Tell• Sell• Self

Technology as a Management Tool – Part 1

• How often should I check in with my work from home employees?• How often do you check in with your in person employees?• Why would it be any different?

• Different job• Different time zone/country


So, what if I can’t check in with them as often as in person employees?

• Record your meetings• Make some of your meetings on “their time”• Check in on them even if you are “off the clock”

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• Some ideas:• Watch out for “drop in visitors”

• Make sure the know work time is work time

• IM’s – friend or foe?

• Skype or something visual


Keep in mind:

• Check for disengagement• Watch the numbers• Be consistent with your management approach


• Try a road trip

• Get them into the home office


Never lose sight of the fact that as managers we are there to:

• Develop our people• Communicate with them in terms of making them even better• Assisting our customers through our employees• And…developing ourselves in the process

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So…What Was YOUR Best Idea From Today?


Thank you…

• I hope you found today’s webinar profitable for your organization and for you personally.

• If I may be of any service to you or your company, please feel free to contact me.


Biagio W. SciaccaIntelligent Motivation, Inc.

[email protected]

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Notes

Documents

Work From Home Programs Do’s and Don’ts€¦ · Work From Home Programs Do’s and Don’ts Presented By: This manual was created for online viewing. State specific information