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

22

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 Workforce Demogs. Low Employee Engagement Departure of Experienced Employees Antiquated Workplace Practices Quality of Applicant Pool

Factors driving Change

5

6 6

• Productive
• Engaging
• Enjoyable

work experience

New Employer-Employee Contract

7

Energizes: Inspires everyone to do their “Best”

Empowers decision making Drives Innovation & Resilience Attracts and Retains Talent

Pays Psychological Rewards

Creates a Challenging, Satisfying Workplace

Healthy Workplace Culture

7

Healthy Culture Employee Engagement High Performance

8

Factors influencing Employee Performance

Quality of Leadership & Supervision Attitude Mission, Vision and Values Reward System

Workforce Effectiveness

Individual skills & Technical Knowledge Performance Management Job Design & Work Processes Workplace Culture

9

Lack of Face-to-Face Supervision Lack of Access to Info

Distractions at Home Social Isolation

Challenges of Virtual Work

10

1111

• 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

Needs of Your Employees

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

Home Based Office

12

Do your employees have a Job or a Role?

Managing Workflow

13

14

Do you want Commitment

• r

Compliance?

14

15

 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

16

Outputs Ou Outcomes

16

Job Description Perf. Appraisal Daily Talks

17

Priority Setting

1. Do I know what is expected

• f 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

• rganization make me feel

my role is important?

Clarity is Key

18

19

Must Need Nice

You lead people whereas you manage things.

20

Effective Practices Calendar Access All Hands Meetings Employees Asking Questions

Process to address Employee Concerns

Purpose of 1-1 meetings Use of Email Frequency of Meetings

21

Communication

22

Reminder

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

23

24 24

Virtual Teams

Employee Growth & Development

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

25

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

26 26

27

Be Successful by Choice, not by Chance.

28

• 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”

The Mejorando Group