Engaging Remote and Gig Workers in the Digital Age

I’m Gonna Be (500 Miles) - Engaging
Remote/Gig Employees In The Digital Age
Nancy Harris &
Elena Valentine
Shelley Trout
With:
Moderated by:
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We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.

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Click on the Questions panel to
interact with the presenters
www.recruitingbrief.com/webinar-series/managing-the-modern-workforce
www.humanresourcestoday.com/webinar-series/managing-the-modern-workforce

About Elena Valentine
Workplace filmmaker and Design Researcher, Elena spends her days leading the team at Skill Scout to bring jobs and
company culture to life on video. Every workplace has a story to tell about the team, skills, environment, and output.
Elena helps tell those stories to attract the right candidates for the job and keep existing employees happily where they
are. As CEO, Elena wears many hats, but really geeks out on: new media (360, VR, POV videos, silent storytelling),
partnerships, and building Skill Scout’s diverse workforce!
Elena holds a BA in Spanish and Anthropology from Grinnell College and AA in Recording Arts from Tribeca
Flashpoint College. She was recently named “HR Superhero of the Year” by the DisruptHR Chicago community. She
currently resides in her hometown of Chicago with her rescue pup Yofi and her husband Emilio (a.k.a her 11 year old
school crush from the neighborhood).
About Nancy Harris
Nancy Harris is a respected Consultant, Coach, and Facilitator with extensive experience in disrupting the HR status quo.
She helps leaders uncover talent opportunities that will deliver long-lasting, impactful business results. She has a wealth
of experience in all things people-related and her passion and enthusiasm has led her to work in a wide range of
industries and organizations, including: BP, Accenture, Hillshire Brands, Pfizer, Motorola and Ford Company.
She is the co-founder of DisruptHR Chicago, on the Board of Directors for the Chicago Society for Human Resource
Management and has been a guest lecturer at the University of Southern California Marshall School of Business. She
holds a Bachelor's in Communications and a Master's in Labor and Employment Relations from the University of Illinois
at Urbana-Champaign. She holds certifications in Organizational Design, Hogan Personality Inventory, and is a CTI
trained Coach.

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13% of employees surveyed are “highly engaged,” and 26%
percent are “actively disengaged.
As the workforce changes with more employees either:
1. Working remotely or
2.Choosing to be contractors, gig workers, or self-employed
The Status Quo
https://www2.deloitte.com/us/en/pages/finance/articles/cfo-insights-employee-
engagement.html

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What Are We Uncovering Today…
1. The case for employee engagement
2. Remote & Gig Worker Defined
3. Employee engagement principles
4. Actionable Steps
5. Q&A

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What you will come away with…
1. Understanding the differences in engagement
between remote and gig employees
2. Actionable steps you can take tomorrow and/or
how you can serve as a resource to managers
3. Exposure to best in class examples to inspire the
broader vision

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Remote employee defined
1. Non-traditional in the office
role (i.e. 9-5 PM)
a. Flexible hours (non-core
hours)
b. Work from home (full-
time or portion of the
time)

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Gig employee defined
1. Contractor/Consultant
2. Could work remotely or
onsite
3. Not an employee of your
company
Expected to surpass half of all workers within a decade.

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Freelance is becoming the “new normal.” It also means the traditional
engagement relationship between employer/employee is also changing.
A caveat on gig employees

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What’s your wicked
employee engagement
challenge?

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We get this is hard stuff
1. Managers lack skills to support remote/gig workers
2. Lack of appropriate tools and technology
3. Lack of the 3 C’s
a. Clarity
b. Communication
c. Culture

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Lack of management skills | So what?
67% of employees experience
low morale because of their
manager
https://leadonpurposeblog.com/2018/01/15/the-impact-of-poor-leadership-in-
an-organization/

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Lack of management skills
• Prepare managers to lead
remote workers
• Training | Coaching |
Advising
• Encourage managers to
think creatively about how
work is accomplished

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Lack of management skills | Accenture
Set up for success
• Focus on project outcomes &
deliverables
• Focus on behaviors
• Out of sight does not mean out of mind

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Lack of management skills | SparkWorks
• Provide resources
• HR as guide
• Develop: Catalyst,
Communicate, & Coach

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How do you prepare your
managers?

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Lack of tools/technology | So what?
46% of IT managers are
concerned they are not
set up to promote healthy
remote communication
practices
Intercity | Technology

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Lack of tools/technology
• Decide which tools are
best for your culture
(slack, IM, SharePoint)
• The simpler the better
• Test, test, test

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What tools are
effective for you?

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Lack of tools/technology | The Digital Water Cooler

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Lack of tools/technology | The Digital Face To Face
• Two way interactivity
• Visual cues to deepen bonds
• Communicate with purpose
(i.e. brainstorm, project
feedback)

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Lack of tools/technology | The Digital Birds Eye View

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Lack of the 3 C’s | So What?
Gig is the future (and the
future is now)! Growing
10X faster then the rest of
the workforce
Clarity
Communication
Culture

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Lack of the 3 C’s | So What?
1. Clarity | Get clear on performance expectations, policies,
etc.
2. Communication | Communicate and agree upon goals
in advance
3. Culture | Create culture of transparency, feedback and
trust

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Lack of the 3 C’s | Clarity
• Set clear performance
expectations
• Agree upon behaviors
• Agree upon hours | times of
availability

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Lack of the 3 C’s | Clarity Examples
Remote Worker Policy
• Who
• What
• When
• Why

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• Schedule consistent
communication
• Agree upon goals in
advance
• Prepare for the unexpected
Lack of the 3 C’s | Communication
Managers have to be intentional
about including remote employees

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Lack of the 3 C’s | Daily Stand Up & Weekly Update
The Daily Stand Up
Y: What I did yesterday
T: What I’m doing today
B: What are my blocks?
The End of Week Update
1. Focused on outcomes

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Lack of the 3 C’s | Shared Calendars

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Lack of the 3 C’s | Communication Conflicts
X

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Lack of the 3 C’s | Culture
• Create a clear vision,
purpose & goal
• Create personal
connections

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Lack of the 3 C’s | In-Person Meet Ups
“… pairing up to cook team
dinners and hiking as a group
have helped us learn more
about each other and our
families—it’s knowledge we
wouldn’t have gained in a
normal week.”

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Lack of the 3 C’s | Humor goes a long way
The power of digital humor. Enter the GIF/Meme/Emoji.

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Lack of the 3 C’s | Company wide challenges
Track daily steps across
all employees.

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Lack of the 3 C’s | Community Events
Local community
sponsorships show
presence

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Q&A
www.recruitingbrief.com/webinar-series/managing-the-modern-workforce
www.humanresourcestoday.com/webinar-series/managing-the-modern-workforce
Nancy Harris
With: With:
CEO of Skillscout
Linkedin page: linkedin.com/in/elenavalentine1/
Twitter ID: @ElenaValentine
Website: skillscout.com
Elena Valentine
CEO of Restart Consulting LLC
Linkedin page: linkedin.com/in/nhannette/
Twitter ID: @RestartNancy
Website: www.restartconsult.com

Engaging Remote and Gig Workers in the Digital Age

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