Herding cats - managing flexible working in time of difficulty (3)

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Slides from the CIPDmembers LinkedIn group webinar on managing remote workers

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  • When we think of our team, colleagues we have this image of them at workBut when remote working that changes, may seem on the surface more relaxed but Not everyone is a natural!The cliche of the remote worker in their pajamas watching daytime TV is no longer upheld by many, perhaps because as more people experience remote working themselves they see the benefits — no commute, a distraction-free environment, less office politics — as offering major advantages.My experience, shows over and over again that remote employees are much more productive, and more engaged, than their peers who have to be in the office every day.So how do we start….
  • When we think of our team, colleagues we have this image of them at workBut when remote working that changes, may seem on the surface more relaxed but Not everyone is a natural!The cliche of the remote worker in their pajamas watching daytime TV is no longer upheld by many, perhaps because as more people experience remote working themselves they see the benefits — no commute, a distraction-free environment, less office politics — as offering major advantages.My experience, shows over and over again that remote employees are much more productive, and more engaged, than their peers who have to be in the office every day.So how do we start….
  • Remember it's not just about the homeRemote working doesn’t necessarily just mean ‘working from home’. Instead, it should mean employees completing tasks from whichever location is most suitable. That might, for example, involve working from a client’s office or out ‘in the field’.You should remember, though, that this could require extra equipment over and above that which might be required if an employee was simply at home. Make sure that you understand those requirements (and the associated costs) before continuing.
  • Not everyone is a natural!Explode myth that Remote Workers will slack off and watch Jeremy Kyle – you have to trust they won’t, but also manage not micro manage
  • "Don’t even think about trying to work remotely unless you’ve got good IT. Developments in technology are essential to making these kinds of arrangements work" Train people to use technology – you need to make sure they can us what you need them to use Update Management skill set    Do you need the face to face meeting? think about going virtual   Don’t be afraid of the technology but accept its limitations   Make sure you understand the support you need 
  • 2. Provide the right equipmentIt is vital to remember that remote workers still require equipment. Don’t assume that everyone has a sufficiently fast laptop – or even a broadband connection. Make sure that you check with employees first, to find out what extra kit they might need to be provided with.You should also understand the security implications of remote working. For example, if a remote worker needs to connect directly to your network, or if they are transmitting or receiving particularly sensitive data, you may need to consider using secure VPN or similar technologies.
  • Leverage cloud computingThe growth of cloud computing has revolutionised remote working. Employees no longer have to carry out time-consuming tasks like saving documents to USB sticks or emailing files to themselves. Instead, they can make use of a vast and growing range of cloud-based tools that can help streamline workflows to a dramatic extent.There is a host of business-focused cloud solutions already available, such as Basecamp and Podio. But there are also many free, easily implementable tools that can instantly revolutionise the way you collaborate. Google Docs, for example, is a free, fully-functioning, cloud-based office solution that can be accessed from anywhere.If you want to maximise productivity amongst remote workers, you need to investigate the cloud.Better connect with our team through use of web conferencing – GoToMeeting now with HD webcam…..People will be working apart but together – use Google Docs and other tools to create collaboration spaces
  • "Where did the time go?...Too much to do, not enough time"Organise your day – have a work schedule Plan ahead – don’t arrange your day on the day Do one thing at a time, then put it aside and do the next one Know what you have to achieve - set your own target Work at your best times - as far as your job allows Don’t be distracted - concentrate on what is to be achieved today Identify time-stealers - children, pets, friends etcCommunicate what you are doing - then people know when you are available and when you are not available Use the technology - it's there to support your work Be in control of your time rather than time controlling you        
  • Fed up hearing “How can I manage them if I can’t see them?”There is no real need to know what employees are doing on a minute-by-minute basis; what matters is what they produce.Control will be replaced by a culture of trust Many employees react best when they are left in control, and allowed to complete tasks in a timely manner, but on their own terms. This is just as true when they are out of the office as when they are in it.
  • Issues for the Individual"Silence means agreement - participate, engage, and make your voices heard"Beware of isolation - make the effort to stay in touchYou are still part of the team - use the tools available (instant messaging)     Plan breaks - people work an average of 5 3/4 hr in an 8 hour day in an office – when will be the best time for you?Be aware of utility usage (phone bills, water rates, electricity)     Be motivated and disciplined    Take account of support tasks - you may need input from others  Maintain visibility, feedback - stay in contactGain feedback on what you do    Be prepared to accept clear responsibility and accountability                        Ensure Work-life Balance
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  • Herding cats - managing flexible working in time of difficulty (3)

    1. 1. Welcome! The webinar will begin shortly Listen via your computer speakers or on the phone: UK: +44 (0) 207 151 1809 Access Code: 966-080-498#CIPDLRN
    2. 2. David Smith Mike MorrisonInSync Training RapidBI #CIPDLRN
    3. 3. Q A Martin Couzins Type question here Q&A Support#CIPDLRN
    4. 4. POLLWhich of the following would describe you?1. HR Professional2. HR Professional that is also a remote worker3. Line Manager4. Line Manager that is also a remote worker5. Remote Worker
    5. 5. 2012 Olympic and Paralympic games “….similar in scale to having the FA Cup Final, Wimbledon, concerts across the Capital and the London Marathon all on the same day, every day….” Source: The Royal Borough of Kensington and Chelsea
    6. 6. Recognise the different needs of our remote workers
    7. 7. Working outside of the 9 - 5 routine What’s needed? FLEXI-TIME “Workers have the freedom to work in any way they choose outside a set core of hours determined by the employer” As long as the job gets done??
    8. 8. Designated workspace at home More than just the coffee table….
    9. 9. BUT – It is not just working from home! Out in the field At clients’ premises Road warriors
    10. 10. What challenges do you see?
    11. 11. What challenges do you see?Managing Remote Workers As a Remote Worker
    12. 12. Enabling our remote workers Leverage the tools and understand the ways of working
    13. 13. Succeed with remote communication and management technology Not just supply a laptop and mobile Internet Connection – Home & Mobile VPN – Virtual Private Networks
    14. 14. Succeed with remote communication and management technology Leverage Cloud Computing Web Conferencing - GoToMeeting Collaboration Spaces
    15. 15. Enhance the skills of our remote workers Time Management Self-Organisation Self-Motivation Communication Decision Making
    16. 16. Communicate successfully, build trust and motivate effectively.  Not “out of sight, out of mind!”  Setting a communication rhythm  Maximising the full set of tools  Trust – Critical for virtual teams  Accountability – us and them  Accessible and Responsiveness  Address the basic needs  Team Time  Feedback, feedback, feedback
    17. 17. 6 Key Tips for managing our remote workforce  Communicate regularly  Provide the right tools  Leverage cloud computing  Provide support network  Keep their focus – deliverables  TRUST them….
    18. 18. 7 Key Tips for working remotely  Establish a dedicated workspace  Ensure you have the right tools  Have a work schedule  Stay connected with the team  Self-Discipline is key  Set clear boundaries with family  Take your breaks
    19. 19. Q A Please use the question pane to post your questions Martin Couzins Type question here#CIPDLRN
    20. 20. This webinar was brought to you by Mike Morrison of RapidBI and the CIPD Members LinkedIn Group
    21. 21. great Reasonsto fill out the exit survey
    22. 22. great3 Reasons to fill out the exit surveyReason 1You can request the slides from today’s presentationReason 2You can request a PDF copy of:The Smart Working HandbookReason 3You can request a FREE trial of GoToMeeting
    23. 23. The exit survey will open after you leave the webinar. Thank you!
    24. 24. This webinar was powered by For more information email uk@citrixonline.com

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