Working Remotely: What The Workplace Will Look Like Going Forward - PowerPoint PPT Presentation

Working Remotely: What The Workplace Will Look Like Going Forward Patrick Ibarra, The Mejorando Group

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Today’s Presenter Patrick Ibarra Former City Manager Founder of the Mejorando Group (925)518-0187 patrick@gettingbetterallthetime.com 3

What’s our Employer Value Proposition? 4

COVID-19 Shifting Quality of Workforce Applicant Demogs. Factors Pool driving Change Low Antiquated Employee Workplace Engagement Practices Departure of Experienced Employees 5

New Employer-Employee Contract Productive • Engaging • Enjoyable • work experience 6 6

7 Energizes: Inspires everyone to do their “Best” Empowers Drives decision Innovation & making Resilience Healthy Workplace Culture Pays Attracts and Psychological Retains Talent Rewards Creates a Challenging, Satisfying Workplace 7

Healthy Culture Employee Engagement High Performance 8

Factors influencing Employee Performance Workplace Mission, Vision Attitude and Values Culture Individual skills Reward & Technical Workforce System Knowledge Effectiveness Performance Quality of Management Leadership & Job Design & Supervision Work Processes 9

Challenges of Virtual Work Lack of Lack of Access to Face-to-Face Supervision Info Distractions Social at Home Isolation 10

Needs of Your Employees  Notify HR about any health issues related to Corona Virus in their household  Provide information about available healthcare resources including mental health  Patience, understanding and empathy 11 11

Home Based Office 1. Create a dedicated workplace  Ergonomics  Broadband service 2. Set a schedule – set consistent routines and boundaries 3. Family obligations 12

Managing Workflow Do your employees have a Job or a Role? 13

Do you want Commitment or Compliance? 14 14

 Be available: work normal business hours, but if you are away, make sure your team knows how to reach you.  Over-communicate: Check in regularly, communicate frequently in the absence of face-to-face interaction.  Maintain connections; have calls and videoconferences rather than sending emails.  1:1 Structured Regular Check-ins: Schedule regular 1:1 check-ins with direct reports to connect on goals and projects.  Role of email – etiquette and turnaround time 15

Outputs Ou Outcomes 16 16

Priority Setting Job Description Daily Perf. Talks Appraisal 17

Clarity is Key 1. Do I know what is expected of me? 2. Do I get to do what I do best every day? 3. Connect with employees from where they are, not from you own experience. 4. Does the mission of my organization make me feel my role is important? 18

Must Need Nice 19

You lead people whereas you manage things. 20

Communication Frequency of Meetings Calendar Use of Email Access Purpose of 1-1 All Hands Effective meetings Meetings Practices Process to Employees address Employee Asking Concerns Questions 21

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Reminder Hallmark of an effective team is that conversations happen within the group and not in the hallway. 23

Virtual Teams 24 24

Employee Growth & Development Online Mentoring Learning Program Special “Acting” Projects Role Cross- What’s New, Guest Training What’s Next? Speakers 25

The future is run and won by those who are willing to think differently. 26 26

Be Successful by Choice, not by Chance. 27

The Mejorando Group • Who are we? An Organizational Effectiveness Consulting Practice. • What do we do? Partner with organizations and implement solutions to optimize organizational performance. • How do we do that? We provide expertise:  Succession Planning & Talent Management  Organizational Effectiveness Services  Strategic Planning Facilitation Services  Leadership and Management Skills Training • How do you contact us? Patrick Ibarra, 925-518-0187 or patrick@gettingbetterallthetime.com • Web address: www.gettingbetterallthetime.com Our mission is to help organizations and their members “get better all the time” 28