One of the main perks of working in HR is that we work with people and business leaders. With this, we can strategize, experiment, and ultimately use our passion to scale our teams to levels we've only talked about. Join Dessi Freeman, Global HR Leader and Strategic Architect of Business & Talent Acceleration, as she discusses the ways a company can promote a remote-first mindset and further empower their employees.

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5. AGENDA:
➢ Audience Poll
➢ Tips for Crisis Management
➢ Unintentional Benefits from the Pandemic
➢ Common Sense Leadership
➢ Investing in your Employees’ Wellbeing
➢ Diversity, Equity and Inclusion
➢ Going Remote Mindset 5

6. AUDIENCE POLL:
• West Coast
• East Coast
• South
• Mid-West
• International
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7. AUDIENCE POLL:
• US-based company
• North America based company
• EU-based company
• Global Company
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8. AUDIENCE POLL:
• How many years of experience in HR do you have?
• Less than 1 year
• 1-2 years
• 2-5 years
• 5-10 years
• 10+ years
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9. Since the mid-90s when mass usage of the Internet commenced, we have been
immersed in a globalized workplace
COVID-19 pandemic has drastically reshaped global business and talent mobility
During last year, the speed and magnitude of the labor market’s shift to remote
work has been described as a global “workplace” experiment
More and more companies are adopting a remote mindset for their workforce
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10. Many service platforms have people located all over the world
More and more companies allow people to work remote
More and more people look for companies offering remote work
Productivity is not defined by the space a person works in, but by their
engagement, skillset and abilities
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12. CALM
CONFIDENT
COMMUNICATION
COLLABORATION
COMMUNITY
COMPASSION
CASH 12

13. CRISIS COMMUNICATION PLAN - ASSESS THE SITUATION
Is human health or safety at risk?
Does the event require notification of local authorities or governmental agencies?
Is there potential for media coverage?
Do customers, employees and/or shareholders need to be notified?
Is a community, government or agency response expected?
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14. CRISIS COMMUNICATION – DECISIONS TO MAKE:
Is the crisis local/affecting one country or affecting global team?
Who will lead the crisis communication effort?
Who will communicate to Employees/Stakeholders/Customers?
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15. CRISIS COMMUNICATION FOLLOW-UP STEPS:
• DAY 1 – follow-up
• DAY 2 – follow-up
• DAY 3 – follow-up
• DAY 5 – follow-up
• DAY 7 – follow-up
• DAY 14 – follow-up
• DAY 21 – follow-up
• DAY 28 – follow-up
• IF CRISIS LONGER THAN 1 MONTH – HOW OFTEN WILL BE THE
COMMUNICATION CADENCE TO EMPLOYEES, CUSTOMERS and
SHAREHOLDERS?
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16. What was our communication plan
during Covid-19 crisis:
Established a Covid-19 Committee
CEO communicated to his team and
to all employees his action plan
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17. With this new normal come potentially expensive long-term lessons that
may impact:
productivity
innovation
engagement
corporate culture
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18. Common sense leadership
Lead with confidence, not emotion
Lead with empathy
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19. Encourage a culture of dignity and respect
Cultivate common platforms and activities for people to
connect
Create a culture of continuous learning & development, team
collaboration and partnerships
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20. Take actions based on Employee’s Feedback
Develop your managers to have high emotional intelligence
Train your managers to be effective in their interactions with
their team
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21. Unintentional benefits from the pandemic
During 2020, employees’ intent to stay 3 years or more in
their current company went up by 17%
Intent to stay is highest at executive levels
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22. Invest in Employees’ Wellbeing
2/3 40% 2.3X $6,721
2/3 of organizations
say wellbeing
programs are a
critical part of their
employment brand
and culture.
More than 40% of all
workers face high
stress in their jobs,
negatively affecting
their productivity
Costs of lost
productivity are 2.3x
higher than medical
and pharmacy costs
Presenteeism
(working when sick)
costs have reached
an average of $6,721
per employee, per
year.
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23. The Importance of Diversity, Equity and Inclusion During Crisis:
Diversity is a representation of many different types of people
(gender, race, ability, religion, etc.)
Equity is ensuring that processes and programs are impartial, fair and provide equal
possible outcomes for every individual.
Inclusion is the deliberate act of welcoming diversity and creating an environment where
all different kinds of people can thrive and succeed.
Everyone should feel safe and encouraged to fully participate and share and be on equal
footing as everyone else.
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26. COVID-19 was the pilot program that forever changed employee’s expectations
and companies need to adapt to in order to attract and retain top talent.
Home for comfort and concentration, office for team collaboration.
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27. SITE-BASED ROLES
• Roles that support day-
to-day operations of a
factory, distribution
center, or other
Spectrum Brands facility
• Roles requiring special
equipment or in-person
duties
HYBRID ROLES
• Default category for most
office-based roles
• Primarily Site-Based with
eligibility to work from
home 2-3 days per week
• Available on site as
required by business
HOME-BASED ROLES
• Field sales and retail
roles
• Works from home
address of record
• Does not maintain a
fixed workspace at any
office location or site
DISTRIBUTION CURVE
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