Ema preseo updated notes

Editor's Notes

1. JK – 25 years in industry – pre. experience; Lampen Gp. Acquisition/ TMP/Aust exec team. Launched Frog 12 years ago Purpose; navigate ground breaking recruitment solutions that result in client employer brands and candidate careers with integrity. Model : 2 core teams to cater to 2 customer groups – clients and candidates. One point of contact and 7 talent banks – Sales, Marketing, Business Support Services, HR, IT, Operations, Accounting & Finance – introducing Talentologists! (2013)   Carved out a niche that sees us as co. that is well respected – 2degrees, Fonterra, TheWG, NFP, Zoetis, The Skills Org, diverse work. – and it’s morphed into new service extensions and products , talent market mapping, RPO / project research (33%) Known for our expertise with social media platforms. Today is not about finesse, it’s about IMPACT. 2 parts: Flexible and virtual working arrangements | mobile HR   This topic resonates with me – as over the years at Frog we encourage flexible working arrangements. We have had frogs posted in Malaysia, UK and throughout NZ.
2. HR In 5 years Growth, volatility, change, and disruptive technology drive companies to shift their underlying business model. It is time for HR to address this disruption, transforming itself from a transaction-execution function into a valued consultant that brings innovative solutions to business leaders at all levels.   Unless HR embraces this transformation, it will struggle to solve problems at the pace business demand. Today’s challenges require a new playbook – one ht at makes HR more agile, forward thinking, and bolder in its solutions.   So, our advice is simple: jump into the fray with enthusiasm. Seize ownership of the challenges and show leadership in addressing them. Make 2015 a year of bold leadership in helping your organisation thrive in this new world of work. And in this segment we are looking at the trend virtual teamas and some tools to assist you. This afternoon we are going to look at market drivers, dividers and changes. To set the scene we sent you a link____ did anyone look at it? If not, try now – it’s easy.
3. New World of Work We are in a new world of work, so the way we engage with people has changed.   In this new world of work, the barriers between work and life have been all but eliminated. Employees are “always on”—hyper-connected to their jobs through pervasive mobile technology. Networking tools like LinkedIn, Facebook, and Glassdoor enable people to easily monitor the market for new job opportunities.   The world of work is very different and far more complex than a few years ago. Employees today work more hours .They work on demanding cross-functional teams that often bring new people together at a rapid rate. Flexibility, empowerment, development and mobility all now play a big role in defining a companies culture. Last year, in our iNTRAPRENEUR Breakfast series we looked at this topic various ways – physical, wellness and culture.
4. As Gen X take the reigns, and millennials flood the jobs market, we’re seeing a strong cultural shift in the workplace that’ll embrace flexibility and turn traditional ideas of work upside down.   This means more freedom and flexibility for workers – whatever that may mean for your individual circumstances. Flexibility is no longer a favour to be handed out like candy at a children’s birthday party; it’s a compelling business strategy.   “Employers have tried to judge performance on now meaningless correlations of check in and check out times in the office. But the most productive work may take place anywhere and anytime. In future, we'll be more results-based, not showing up-based”   There is further proof that the “one size fits all” approach for workers’ benefits is no longer effective. Recent SHRM research shows that employers are increasingly giving workers more options to manage how they spend their time in and out of the office. Nearly three-fifths (57%) of organizations offer flexible work arrangements to their employees, according to a SHRM survey. These arrangements may include full- or part-time telecommuting, flexible scheduling or compressed workweeks. And here’s a fascinating fact: EXAMPLE: by 2020, 50% of the workforce will be contractor or freelance workers e.g. Chorus structure Q: Who has these in place?
5. The Virtual Workplace   A virtual team (also known as a geographically dispersed team, distributed team, or remote team) is a group of individuals who work across time, space and organizational boundaries with links strengthened by webs of communication technology.   CASE STUDY: DANYA Various studies suggest that between 50 and 70 percent of all white-collar workers in OECD countries at least occasionally work on projects that require some form of virtual collaboration. Of those 20 to 35 percent involve collaborations across national borders, and the number of such interactions is increasing The reliance on virtual communication has fundamentally changed how team members gather, share, exchange information, make decisions, and monitor progress. Virtual teams offer a number of advantages, including flexibility with respect to geography and timing. One problem with virtual teams is that the physical and psychological distance of its members exacerbates the fundamental team problem of free-riding.   The appeal of forming virtual teams is clear. Knowledge workers can manage their work and personal lives more flexibly, save money, and have the opportunity to interact with colleagues anywhere in the world around a 24-hour global clock.   Organizations can use the best-qualified global talent and significantly reduce real estate costs. The planet benefits from reduced commuting and travel-related CO2 emissions.   But virtual teams are hard to get right. Even today most people consider virtual communication less productive than face-to-face interaction, and nearly half admit to feeling confused and overwhelmed by collaboration technology.   So how do you create and lead an effective virtual team? There’s a lot of advice out there, but through our research, forming productive global teams and helping organizations navigate collaboration challenges, we’ve learned that there are four must-haves:   The right team: people, roles, team size The right leadership: build trust with constant contact, encourage open dialogue The right touch points: assure clear goals and progress tracking, formal online stakeholder events The right technology: An online work “place”, instant message with archive, dashboard and analytic tools, live video and screen sharing, cloud apps integration
6. The art and science of being virtual for Employers   Employers and managers are often skeptical when it comes to hiring virtual workers.   To build a virtual team of employees, trust and confidence factor into the hiring process. Indeed, some employers never meet candidates in person. Yet that employee is involved with building a company's success; no wonder some managers are nervous when it comes to hiring virtual workers.   Apprehensive about hiring telecommuters? Consider current trends about virtual work environments: According to Forrester, nearly 34 million Americans are working from home and telecommuting is expected to rise 43 percent in the United States by 2016. Increased employee performance and retention Virtual workforces have been painted as a boon to both employee productivity and retention. The and degree of increased productivity varies with different organizations, which note increases in employee productivity ranging from 10% to 43%.   In some instances, the net increase in productivity is on par with the real estate cost savings. Similarly, increases in employee retention can range between 10% and 50%.   A survey conducted by WorldatWork of over 600 HR professionals showed 85% of respondents reported their organization’s virtual work program had a moderate or high impact on employee retention.   Effective organizations frame virtual work as an incentive that adds to the overall employment value proposition without significantly impacting expenses.   In addition, instead of losing a valued employee when personal circumstances dictate a need for relocation, remote work helps retain valued employees, as well as their institutional knowledge. It also eliminates the costly expense to recruit, hire, and train a replacement.   In addition to anecdotal evidence, organizational researchers are beginning to find more broad-based support for the positive impact of virtual work on organizational human capital. The emerging message is clear and robust. Virtual workers are often more productive and more likely to remain with the organization.
7. Thinking about building an all-star virtual team? Here are 6 things to consider:
8. Figure out the type of team needed.  Determine the company's culture (its mission, values and goals) and figure out what type of team would be suitable.  Determine how the team will function in an online environment. Although virtual employees will miss out on face-to-face interactions, a strong company culture can still be created. Consider using a platform such as Skype to serve as the “water cooler,” giving employees a way to interact and share ideas. Use social media options such as Yammer to build a social connection platform.
9. 2. Create goals for the virtual team. Be sure every candidate, once onboard, is on the same page and expectations are clearly communicated by setting goals that are specific, measurable, action-oriented, realistic and time bound -- called SMART goals. This will help manage employees efficiently. Without face-to-face interactions, staffers need goals that are concise and attainable enough to sustain motivation. The goals should be heavily focused on deadlines. After all, employees won’t have a manager standing over their shoulder to ensure the work is done.
10. 3. Increase communication as you increase distance The old saying "Out of sight, out of mind" really applies when it comes to virtual workers. It's easy to forget that they're out there--at least until something really good or really bad happens that involves them. Make a point of reaching out to your virtual employees regularly, even if it's just to say hello and ask how things are going. The farther away you are from your virtual workers, the more important it is to keep in touch. Put a weekly call on your calendar to each of your virtual employees, and make sure you follow through on it.
11. 4. Schedule periodic team-building events People naturally build strong relationships when they work together as a team. It's much harder for virtual employees to build these strong relationships with co-workers--especially co-workers whom they never meet in person. You can help your virtual employees build strong bonds with their co-workers, both virtual and nonvirtual, by hiring a facilitator and scheduling periodic team-building sessions with all of your employees. Not only will these employees enjoy meeting one another in person, but you will help them build better working relationships and bridges of trust that will make them more effective and productive.
12. 5. Make your expectations crystal clear Because virtual employees don't work in the office, they are not subject to the standard rules that your other employees have to adhere to. If they work at home, every day may be Casual Day, and you may find them working at a Starbucks in the evening or on a schedule that has little relationship to the one your business runs on. Although some amount of independence in your virtual workers is usually a good thing, if you have specific expectations for them--for example, that they will work during normal business hours or that they will always be available by phone--then you need to make those expectations perfectly clear. If everyone's expectations are in sync, you can avoid a lot of misunderstandings and potential conflict.
13. 6. Celebrate their successes All your employees need to be recognized and rewarded when they do good things for your company, and this includes your virtual workers. Make sure you take time to reward your virtual employees, and publicize this recognition widely throughout your organization. Though you may not be able to bring your virtual employees into the office for recognition, you can send them thank-you notes and recognition items such as gift cards, coffee mugs, flowers, or any number of other items to celebrate their success.
14. 6. Tools to make it easier – Nifty tools In the shareable app we have created for you, you will find a list of useful apps for yourself and team to implement if you were working remotely.