A Telework Introduction and Training for Managers at Kennesaw State University Erin Clark Telework Consultant Charlotte Weber Telework Specialist

The Average Metro Atlanta Commute Average Commute is 35 miles; 60 minutes round-trip. Over 38% of Georgia commuters live in one county and work in another. 18% of household income is spent on transportation costs. The Braves stadium will add up to 20,000 additional cars to Cobb County roads.

Extends the workplace beyond the traditional office Is a voluntary arrangement, not a benefit or entitlement Only appropriate when job is right, employee is right, technology works, and manager/dean approves the work arrangement A vital component in business continuity What is Telework? Y OUR N EW C OMMUTE

Telework is NOT….. For every employee or every job Always a full-time arrangement A replacement for child care or dependent care Sending people home and never seeing or hearing from them again A substitute for managing personal or other activities

Prevalence and Growth of Telework Regular work-at-home, among the non-self-employed population, has grown by 103% since 2005 and 6.5% in % to 90% of the U.S. workforce says they would like to telework at least part time. Industries recruiting the most telework jobs in the first part of 2016 were Healthcare, Technology and Education. Source: Global Workplace Analytics’ research finds based on stats from the American Community Survey, FlexJobs.com

Telework in Atlanta 33% of metro Atlantans telework at least occasionally Our region has seen a 22% increase in telework usage over the past four years The Atlanta region is #2 in the country for a workforce that teleworks Telework is the #1 commute alternative to driving alone *2014 Commuter Survey, Microsoft Work Without Walls

The Majority of Employers Offer Telework % of Employers allowing the following frequencies of Telework – Ad hoc telework (e.g. to meet a repair person, care for a sick child): 85% – Telework on a regular monthly basis (at least one day per month, but not full time): 56% – Telework on a regular weekly basis (at least one day per week, but not full time): 53% – Full-time telework (every regularly scheduled work day): 34% *2015 Trends in Workplace Flexibility, World at Work

Advantages/ROI of Telework Programs  Reduced absenteeism (2-4 days)  Lowered overhead and real estate costs (10-90%)  Expands coverage  Provides workplace flexibility/work-life balance  Vital component to a Business Continuity Plan  Increased job satisfaction, loyalty & engagement  Improved morale and productivity (3-20%)  Increased morale, recruitment & retention (50-65%)  Lowered stress and health care expenses  Environmentally friendly “green” program KSU Advantages KSU + Faculty and Staff Advantages Source: Global Workplace Analytics, World at Work, FlexJobs.com

SELECTING AND TRAINING TELEWORKERS How to select the right employees and train them to be successful teleworkers…

Characteristics for Ideal Teleworkers Self-motivated, self-managing Results-oriented Conscientious, organized Independent worker Flexible Understands job requirements Understands organizational policies and procedures Communicates well with colleagues and clients Handles change well

Telemanaging through Goal-Setting with Employees  Assist employees in organizing work through one on one meetings prior to teleworking for the first few times  Assigning work to employees  Defining objectives and deliverables  Establishing expectations  Setting timeframes  Reviewing status  Coaching employees

Adjustments When Managing Teleworkers  Managing by results  Trust  Developing good communication and access procedures  Maintaining team environment  Concerns regarding loss of control

Team-Building While Teleworking  Keeping the team together  In-office meetings  Teleconferencing  Social activities  Lunches

Planning for Success  Act on problems as they arise  Be honest with teleworkers  Ask for input from co-workers  Respect the teleworking arrangement  Maintain scheduled team and individual meetings  Integrate a review process  There is an adjustment period

Roles and Responsibilities of Telemanagers Assist employees in organizing work prior to teleworking for the first few times Establish communication protocols Define objectives and deliverables Establish expectations Monitor/recognize performance Set timeframes Review status periodically

Tools – Telework Agreement/Policy

Questions Erin Clark – Charlotte Weber – Jean Aaron-