XYZ Corporation

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TELEWORKING THE FUTURE IS NOW
Presented By Stephen Alexander, PhD. LMFT
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TELEWORKING

• AGENDA
• INTRODUCTION
• WHATS DRIVING THIS TOPIC?
• CURRENT TELEWORKING TRENDS
• WHERE IS TELEWORKING TAKING HOLD?
• WHAT IS TELEWORKING LIKE?
• FOR THE EMPLOYEE
• FOR MANAGEMENT

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TELEWORKING

• AGENDA
• CAUTION
• CURVES IN THE TELEWORKING ROAD
• VI. TIPS FOR COMPANIES
• A SUCCESSFUL TELEWORKING INITIATIVE.
• VII. SUMMARY

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TELEWORKINGWHATS DRIVING THIS ?

• CURRENT TRENDS
• 14 MILLION BY 2009
• BUSINESS DRIVERS
• RETENTION
• ECONOMICS
• FOR COMPANY / EMPLOYEES
• INCREASED PRODUCTIVITY

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TECHNOLOGY TRENDS

• Technology makes it that much easier
• I978 typical office equipment included a phone
  with no voice mail, a typewriter, a copier and
  lots of pens, pencils, and paper.
• 1990 very similar to 1978, however, a few
  employees did use computers and a rudimentary
  form of email.
• 2008 nearly every employee uses a computer and
  laptops are prevalent. Many employees have
  computers at home, too. Also, high speed internet
  access, cell phones, and PDAs.

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TELEWORK TRENDS

• For younger workers virtual communication isnt
  just second nature, it is a way of life.
  Telework is a no brainer.
• Telework can be an effective recruitment and
  retention tool.

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WORKING ALONE?

• Why not?!
• One quarter of the U.S. workforce already
  consists of individuals who work by themselves
  where their supervisors cannot see them.
• Police officers who walk a beat or use a squad
  car
• U.S. Postal Service carriers
• Department of Labor mine inspectors
• Safety and health inspectors
• Mobile sales staff, Repair people, Truck drivers,
  Delivery people, Security guards
• Scientists working in the field just to name a
  few!

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A FEW COMPANIES THAT CURRENTLY USE TELEWORK

• NIKE
• HEWLETT PACKARD
• ATT
• CIGNA
• HONEYWELL
• AETNA

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TELEWORK-A STRATEGY

• What would I say to a CEO who resists greater
  employee flexibility because of concerns about
  loss of accountability and productivity?
• Id hope he was a competitor and Id keep my
  mouth shut.
• Companies that dont believe in this are
  going to be trapped by it in the
  end.
• Robert Compton
• Former CEO
• Aetna Life and Casualty

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WHY TELEWORK?

• Reduced Overhead Costs
• Recruit/Retain Highly-Skilled Employees
• Freedom from Geographical Limitations
• Flexibility/Agility
• Business Continuity
• Increased Productivity
• Reduced Absenteeism
• Economic Development

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MYTHS VS REALITY

• MYTH If employees arent in the office, theyre
  not working.
• Reality Numerous studies show that productivity
  increases on telework
• days.
• MYTH Teleworkers are never in the office.
• Reality Most employees who telework do so just
  1 or 2 days per week.
• MYTH Teleworkers are not available when you need
  them.
• Reality Teleworkers are available via e-mail
  and telephone and a telework policy can be
  worded to require in-person presence at the
  office as necessary on telework days.
• MYTH Employees who arent allowed to telework
  will file a grievance.
• Reality A clear, objective selection process
  based on job suitability, employee work
  characteristics, and office coverage needs can
  eliminate the perception of unfairness.

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WHAT ARE TELEWORKING PROS FOR THE EMPLOYEE?

• LOWERED PERSONAL COSTS
• INCREASED WORK-LIFE BALANCE
• BY ELIMINATING COMMUTE TIME
• HIGHER PRODUCTIVITY
• REDUCED STRESS

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WHAT ARE TELEWORKING CONS FOR THE EMPLOYEE?

• Loss of face-to-face interaction
• Need for much higher level of planned
  interaction with others boss, peers,
  subordinates, support
• Career Management Need to push the
  visibility element.

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WHAT ARE TELEWORKING PROS FOR MANAGERS?

• MORE MOTIVATED EMPLOYEES
• INCREASED PRODUCTIVITY

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WHAT ARE TELEWORKING CONS FOR MANAGERS?

• It is harder to read non-verbal cues which tell
• you whether you have agreement
• You may need to communicate in multiple
• modes to convey and reinforce expectations
• Habits may need to change for example, hours
  attendance may be less important than
• outcome.

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CURVES IN THE TELEWORK ROAD

• PLANNING IS PARAMOUNT AT BOTH
• MACRO AND INDIVIDUAL LEVELS
• INCREASED COMMUNICATION IS
• REQUIRED - DONT ALLOW
• OUT OF SIGHT, OUT OF MIND.
• TEAMWORK TAKES ON NEW DIMENSIONS

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SIGNS OF SUCCESS

• Co-workers are getting what they want from the
  employee in a timely fashion.
• The team is able to contact the employee when
  they need to, communicate as often as they need,
  collaborate when its important to do so.
• The employee feels successful. The flexible work
  arrangement has made his/her life less stressful.

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TELEWORK INITIATIVES

• STEPS TO SUCCESS
• Identify Your Goals and Objectives
• Appoint a Telecommuting Advocate
• Create a Telecommuting Committee
• Analyze your Telephony and Technology Needs and
  Costs
• Draft Telecommuting Policies and Telecommuter
  Agreements

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STEPS TO SUCCESS

• Secure Senior Management Buy-in
• Train Managers and Telecommuting Employees
• Run a Pilot Program
• Get the Word Out to Your Employees
• Ongoing Support and Evaluation

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SUMMARY- Q A