1. Teleworking Successful forManagers

2. Did you know? More than 197,000 employees (23% of the entire Central Texas region workforce) work within Austin’s Central Corridor Did you know?

3. Austin ranks 4 th on the list of most congested metropolitan areas in the US (Source 2012-2013 INRIX Traffic Scorecard Annual Report) Did you know?

4. 6.4% of Austinites telecommute. Austin has the 3 rd largest population of telecommuters in the U.S. Did you know?

5. Regular telecommuting has increased by more than 73 percent in the United States since 2005. Did you know?

6. In a recent study by Stanford, telecommuting employees were 22 percent more productive than others. Why? Stanford – Speedier work – Fewer breaks – Fewer distractions, – Less stress, and – Reduced sick days

7. Millennials Did you know? Within the next 10 years, Generation Y will be almost ½ the workforce. Millennial employees today were 50% more likely to leave their jobs because they do not believe it is a “sound place to work.”

8. $$ Do you know why most organizations adopt telework?

9. OVER-INVESTMENT IN REAL ESTATE Most offices have a space utilization of 30-45% (Source: BOMA)

10. The average office worker costs a company $5K - $20K EACH YEAR to office them. Resources are getting more expensive (energy, water, materials)

11. What is telework?

12. Who Wins?

13. The Employee.

14. Focused?

15. VS

16. Who Else Wins?

17. The Company.

18. AT&T Intel IBM Cisco Oracle Nortel Devon Energy Microsoft Motorola Hewlett-Packard Qualcomm Nike Sun Microsystems Who teleworks? The Federal Gov’t

19. Higher morale. More productivity. Better customer service.

20. Employee Recruitment & Retention would choose telework Source: Canadian Telework Association 2008 33% would quit for another job 43% over a salary raise that allows telework

21. DISASTER MANAGEMENT

22. $$

23. So… Lots of Winners There is one more… But wait!

24. The planet.

25. Making It Work Success Strategies for TeleWork

26. Is it a good fit?

27. SET CLEAR EXPECTATIONS ESTABLISH CLEAR PROCEDURES

28. Clear and measurable goals

29. GET FEEDBACK

31. Performance issues?

32.  Expect a period of adjustment  Open, honest discussion  Get support  Revise if needed

33. No. 1 Employee Concern: Will telework jeopardize their chances for advancement as an employee?

34. A quick note about hotelling… IF YOU ARE REQUIRING TELEWORKERS TO MOVE INTO HOTELING ARRANGEMENTS, PLEASE ADD CONTENT HERE.

35. the hoteling community

36. HOME SWEET HOME?

37. What is provided in your hotel space? Insert here equipment provided.

38. WHY DO MANY MANAGERS HATE TELEWORK? We were never taught to manage the right way….

39. WHY DOES TELEWORK OFTEN FAIL AT THE MANAGEMENT LEVEL? We don’t train managers and their teams to work mobile before they go mobile.

40. THE 7 POINTS TO MOBILITY TEAM SUCCESS (OR FAILURE)

41. FAILURE POINT NO. 1 NO DISCIPLINE OR STRUCTURE AROUND ROUTINE COMMUNICATIONS

42. FAILURE POINT NO. 2 NO CLEAR RULES AND BOUNDARIES

43. FAILURE POINT NO. 3 TECHNOLOGY INSUFFICIENT OR TRAINING ON TECHNOLOGY IS INSUFFICIENT

44. FAILURE POINT NO. 4 UNCOMMUNICATED EXPECTATIONS

45. FAILURE POINT NO. 5 UNREALISTIC EXPECTATIONS

46. FAILURE POINT NO. 6 HIGH LEVEL COMMITMENT IS MISSING

47. FAILURE POINT NO. 7 NO MEASURES OF SUCCESS

48. SUCCESS POINT NO. 1 Pick the right teleworkers and the right jobs to do at home.

49. What parts of the job can be done at home? How many days per week?

50. SUCCESS POINT NO. 2 All communication methods are decided and frequency specified.

51. How do we stay in touch? How often, in what format, who should be involved, what content?

52. What are the rules to keep playing field level? Example: Meetings – Everyone calls in for meetings. – Always a conference line assigned to all meetings. – Face-to-face meetings and time on predictable days.

53. SUCCESS POINT NO. 3 Train, repeat. Team and Managers.

54. Train on mobility and train on technology

55. In the teleworkforce, Technology Rules (examples)! VPN Outlook Instant message Virtual Meetings Intranets VOIP Conference Calls Call Forwarding Does everyone know how to work everything they need to in order to stay in communication? ASSUME ‘NO’!!!

56. SUCCESS POINT NO. 4 Figure out your expections (what you don’t like is a good place to start)

57. COMMUNICATE YOUR EXPECTATIONS TO THE TEAM INITIALLY AND ONGOING (IT WILL CHANGE) Anytime you get irritated with your teleworker – there is an expectation you have not communicated to them (or have and they are not meeting it so communicate it again)

58. SUCCESS POINT NO. 5 Don’t jump in. Test the waters first. Pilots are good. You can grow bigger at anytime.

59. It’s o.k. to take baby steps 1 day per week, 2 days per week, etc. etc. etc.

60. SUCCESS POINT NO. 6 Work towards as high level and visible support for your mobile team as you can obtain

61. MAKE THE CASE AND GET ALLIES Others data, Your data

62. SUCCESS POINT NO. 7 Be sure you are measuring and can demonstrate success.

63. WHAT INTERESTS MY BOSS FASCINATES ME. Be ready to always demonstrate your successes in their terms.

64. Let’s get started. Telework Program The Joining

65. INSERT THE STEPS HERE TO JOIN YOUR PROGRAM

66. Q&A

67. UTOPIA Join the [ORG] Telework Program. Contact XXX@XXX.COM

68. This presentation was created by Kate Krueger and Elizabeth Frisch from The Thrival Company. If you use this presentation in your own company, we request for copyright reasons that you acknowledge the content was developed by our organization as follows: “Content of this presentation was adapted from sample training materials provided by: The Thrival Company. www.thrivalcompany.com, t. @mobilityworker”www.thrivalcompany.com Elizabeth Frisch, CXO elizabeth@thrivalcompany.comelizabeth@thrivalcompany.com, m. 512.656.7518, o. 512.481.2123 Kate Krueger, Client Relations Manager kate@thrivalcompany.com m. 745.3321, o. 512.481.2123 kate@thrivalcompany.com