Successful
Teleworking
for Managers
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Didyou
youknow?
know?
Did
More than 197,000
employees (23% of
the entire Central
Texas region
workforce) work
within Austin’s
Central Corridor
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Didyou
youknow?
know?
Did
Austin ranks 4th on
the list of most
congested
metropolitan areas
in the US (Source
2012-2013 INRIX
Traffic Scorecard
Annual Report)
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Didyou
youknow?
know?
Did
6.4% of Austinites
telecommute.
Austin has the 3rd
largest population
of telecommuters
in the U.S.
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Didyou
youknow?
know?
Did
• Regular
telecommuting
has increased
by more than
73 percent in
the United
States since
2005.
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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
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Did you know?
Millennials
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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Within the next 10 years, Generation Y will be
almost ½ the workforce.
Do you know why most
organizations adopt telework?
$$
$$
$$
$$
$$
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Most offices have a space utilization of 30-45% (Source: BOMA)
OVER-INVESTMENT IN REAL ESTATE
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The average office worker costs a company $5K $20K EACH YEAR to office them.
Resources are getting more expensive (energy,
water, materials)
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What is
telework?
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Who Wins?
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The Employee.
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Focused?
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VS
Who Else Wins?
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The Company.
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Who teleworks?
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Qualcomm
Nike
Hewlett-Packard
IBM
Motorola
Nortel
Oracle
Microsoft
AT&T
Devon
Energy
Cisco
Intel
Sun Microsystems
The Federal Gov’t
Higher
morale.
Better
customer service.
More
productivity.
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Employee Recruitment
& Retention
33% would quit
for another job
that allows telework
43% over a salary raise
would choose telework
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Source: Canadian Telework Association 2008
DISASTER MANAGEMENT
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$$
$$
$$
$$
$$
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So…
Lots of Winners
But wait!
There is one more…
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The planet.
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Making It Work
Success Strategies
for TeleWork
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Is it a good fit?
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SET
CLEAR
EXPECTATIONS
ESTABLISH
CLEAR
PROCEDURES
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Clear and
measurable goals
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GET FEEDBACK
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Performance issues?
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 Expect a period of adjustment
 Open, honest discussion
 Get support
 Revise if needed
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No. 1 Employee Concern: Will telework jeopardize
their chances for advancement as an employee?
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A quick note about
hotelling…
IF YOU ARE REQUIRING TELEWORKERS TO MOVE INTO HOTELING
ARRANGEMENTS, PLEASE ADD CONTENT HERE.
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the hoteling
community
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HOME SWEET HOME?
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What is provided in your hotel
space?
• Insert here equipment provided.
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We were never taught to manage the right way….
WHY DO MANY MANAGERS HATE
TELEWORK?
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We don’t train managers and their teams to work mobile before they go
mobile.
WHY DOES TELEWORK OFTEN FAIL
AT THE MANAGEMENT LEVEL?
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THE 7 POINTS TO MOBILITY TEAM SUCCESS
(OR FAILURE)
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NO DISCIPLINE OR
STRUCTURE AROUND
ROUTINE
COMMUNICATIONS
FAILURE POINT
NO. 1
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NO CLEAR RULES AND
BOUNDARIES
FAILURE POINT
NO. 2
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TECHNOLOGY INSUFFICIENT OR TRAINING ON
TECHNOLOGY IS INSUFFICIENT
FAILURE POINT NO. 3
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UNCOMMUNICATED EXPECTATIONS
FAILURE POINT NO. 4
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UNREALISTIC EXPECTATIONS
FAILURE POINT NO. 5
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HIGH LEVEL COMMITMENT IS MISSING
FAILURE POINT NO. 6
NO MEASURES OF SUCCESS
FAILURE POINT NO. 7
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Pick the right
teleworkers and the
right jobs to do at
home.
SUCCESS POINT
NO. 1
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What parts of
the job can be
done at home?
How many days
per week?
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All communication
methods are decided
and frequency
specified.
SUCCESS POINT
NO. 2
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How do we stay in touch?
How often, in what format, who should be
involved, what content?
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What are the rules to keep playing
field level?
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• 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.
Train, repeat.
Team and Managers.
SUCCESS POINT
NO. 3
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Train on mobility and train on
technology
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In the teleworkforce,
Technology Rules (examples)!
•
•
•
•
•
•
•
•
VPN
Outlook
Instant message
Virtual Meetings
Intranets
VOIP
Conference Calls
Call Forwarding
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Does everyone know how to
work everything they need
to in order to stay in
communication?
ASSUME ‘NO’!!!
SUCCESS POINT NO. 4
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Figure out your
expections (what you
don’t like is a good
place to start)
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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
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It’s o.k.
to
take
baby
steps
1 day per week, 2 days per week, etc. etc. etc.
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Work towards as high
level and visible
support for your
mobile team as you
can obtain
SUCCESS POINT
NO. 6
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Others data, Your data
MAKE THE
CASE AND
GET ALLIES
Be sure you are
measuring and can
demonstrate success.
SUCCESS POINT
NO. 7
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Be ready to always demonstrate your successes in their terms.
WHAT INTERESTS MY BOSS
FASCINATES ME.
Joining
The
Telework Program
Let’s get started.
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INSERT
THE
STEPS
HERE
TO
JOIN
YOUR
PROGRAM
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Q&A
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UTOPIA
Join the [ORG] Telework Program.
Contact [email protected]
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Elizabeth Frisch,
CXO
Kate Krueger,
Client Relations Manager
[email protected],
m. 512.656.7518, o.
512.481.2123
[email protected]
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”
Copyright © 2015 The Thrival Company. All Rights Reserved.