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Telecommuting Tools: What's Your Plan?

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Virtual teams are truly gaining ground in today’s workplace, thanks to the convergence of three factors:

1) More employers recognize the value of flexible work models,
2) Workers are open to remote options, and
3) New cloud-based technologies make it easy to connect, communicate and collaborate.

Many employers now allow members of their workforce to operate entirely from home — while other companies support more limited forms of telecommuting.

Telework = Serious Savings

There are compelling business reasons why organizations and individuals should evaluate this trend. According to research compiled by Global Workplace Analytics, 50 million U.S. employees have jobs that are compatible with telecommuting, and are willing to pursue it at some level. It’s estimated that, each year, if all those who are able and willing worked from home even half of the time, a typical employer would save $11,000 per person, while the typical telecommuter would save $2,000-$7,000.

But regardless of how much money telecommuting can save, one thing is certain — it’s essential to invest in viable technology to ensure that remote workers can succeed in their role.

110727_GIST_The_Mobile_Worker4

See the infographic and more details at Mashable

3 Keys to a Telework Technology Plan

Before assuming which tools are ideal, it’s wise to look for helpful insights from workstyle studies. For example, a 2011 study by GIST profiles remote work behavior across multiple dimensions — identifying locations remote workers prefer, and revealing how they accomplish tasks on the go.

Of course, every business is unique, but when you develop a detailed technology plan for virtual workers, it’s essential to consider three key elements: communication, collaboration and connections. Here are some ideas to kick-start your process:

Communication: There are many technologies remote workers can use to stay in touch with team members, managers, customers, and others. Email probably remains the most common communication channel, but text messaging, chat, and instant messaging are also useful when people need to discuss projects, status and other issues in real-time. The good news is that many of those tools work in tandem or on top of popular workplace communications applications.

Skype and similar audio and video conferencing tools are highly affordable, reliable and are easy to deploy and support. They’re ideal for everything from small group meetings and business presentations, to more formal conference-like events. Google+ Communities and Hangouts are also gaining popularity as simple, freely available tools to help groups connect and discuss topics and projects via audio and video, with file sharing and social tools that enhance and extend those discussions.

Collaboration: Remote workers need tools that help them work together with others to generate ideas, solve problems and manage group projects. Google Docs is a great way to co-create content and share information among team members on an ongoing basis. Also, Dropbox and other cloud storage services are popular for exchanging, organizing and archiving content (especially larger files), and for easily accessing content while on the go.

Connections: With today’s vast array of freely available social media and cloud software solutions, keeping your workforce securely and reliably connected is becoming remarkably easy to do. Intranets provide dedicated virtual spaces that help distributed teams work together asynchronously, using embedded social tools to interact. And integrated suites of cloud-based tools like Google Apps for Business help workers easily create, share and manage all kinds of business documents and communications. To learn more about Google Apps for Business, watch this video overview:

Staying Ahead of the Curve

Whether you tap into new web-based tools, or you extend applications that your company already uses in-house, a technology plan is one way to be sure that all your remote contributors stay focused and productive, no matter where or when they’re working. The pace of cloud software innovation is so rapid, your biggest challenge may be staying ahead of new technology developments. However, your efforts should pay off, with telecommuters that are highly efficient and engaged in their jobs.

Your Turn

Does your company encourage telework arrangements? What tech-related issues do your remote teams face? What tools do you recommend to others?

(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at weekly events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Telecommuting Tools: What’s Your Plan?

/6 Comments/ /by

Virtual teams are truly gaining ground in today’s workplace, thanks to the convergence of three factors:

1) More employers recognize the value of flexible work models,
2) Workers are open to remote options, and
3) New cloud-based technologies make it easy to connect, communicate and collaborate.

Many employers now allow members of their workforce to operate entirely from home — while other companies support more limited forms of telecommuting.

Telework = Serious Savings

There are compelling business reasons why organizations and individuals should evaluate this trend. According to research compiled by Global Workplace Analytics, 50 million U.S. employees have jobs that are compatible with telecommuting, and are willing to pursue it at some level. It’s estimated that, each year, if all those who are able and willing worked from home even half of the time, a typical employer would save $11,000 per person, while the typical telecommuter would save $2,000-$7,000.

But regardless of how much money telecommuting can save, one thing is certain — it’s essential to invest in viable technology to ensure that remote workers can succeed in their role.

110727_GIST_The_Mobile_Worker4

See the infographic and more details at Mashable

3 Keys to a Telework Technology Plan

Before assuming which tools are ideal, it’s wise to look for helpful insights from workstyle studies. For example, a 2011 study by GIST profiles remote work behavior across multiple dimensions — identifying locations remote workers prefer, and revealing how they accomplish tasks on the go.

Of course, every business is unique, but when you develop a detailed technology plan for virtual workers, it’s essential to consider three key elements: communication, collaboration and connections. Here are some ideas to kick-start your process:

Communication: There are many technologies remote workers can use to stay in touch with team members, managers, customers, and others. Email probably remains the most common communication channel, but text messaging, chat, and instant messaging are also useful when people need to discuss projects, status and other issues in real-time. The good news is that many of those tools work in tandem or on top of popular workplace communications applications.

Skype and similar audio and video conferencing tools are highly affordable, reliable and are easy to deploy and support. They’re ideal for everything from small group meetings and business presentations, to more formal conference-like events. Google+ Communities and Hangouts are also gaining popularity as simple, freely available tools to help groups connect and discuss topics and projects via audio and video, with file sharing and social tools that enhance and extend those discussions.

Collaboration: Remote workers need tools that help them work together with others to generate ideas, solve problems and manage group projects. Google Docs is a great way to co-create content and share information among team members on an ongoing basis. Also, Dropbox and other cloud storage services are popular for exchanging, organizing and archiving content (especially larger files), and for easily accessing content while on the go.

Connections: With today’s vast array of freely available social media and cloud software solutions, keeping your workforce securely and reliably connected is becoming remarkably easy to do. Intranets provide dedicated virtual spaces that help distributed teams work together asynchronously, using embedded social tools to interact. And integrated suites of cloud-based tools like Google Apps for Business help workers easily create, share and manage all kinds of business documents and communications. To learn more about Google Apps for Business, watch this video overview:

Staying Ahead of the Curve

Whether you tap into new web-based tools, or you extend applications that your company already uses in-house, a technology plan is one way to be sure that all your remote contributors stay focused and productive, no matter where or when they’re working. The pace of cloud software innovation is so rapid, your biggest challenge may be staying ahead of new technology developments. However, your efforts should pay off, with telecommuters that are highly efficient and engaged in their jobs.

Your Turn

Does your company encourage telework arrangements? What tech-related issues do your remote teams face? What tools do you recommend to others?

(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at weekly events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Workplace Violence & Security Risks: #TChat Preview

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

“The Dark Side of Workplace Culture: Workplace Violence and Security Risks,” the theme of this week’s #TChat, is one we don’t spend a whole lot of time thinking about until we’re forced to by tragedy.

The reaction to workplace violence and security risk tends to be largely reactive, but the consequences demand organizations take proactive steps to preempt, and prevent, occurrences of what’s sadly become a reality in our new world of work.

According to the US National Institute for Occupational Safety and Health, 1 million workers are assaulted and 1000 are murdered every year from workplace violence; in fact, homicide is the leading cause of death for women in the workplace.

“The problem is that when some sort of violent outbreak does occur at work, we always hear things like, ‘It was just a matter of time,’ or ‘We knew something like this was going to happen,’ says Gary Lalicki, VP of Clinical Operations at Health Management Systems of America, one of the nation’s leading providers of employee assistance programs (EAPs).  “Well, if that’s the case, the question that has to be answered is, ‘why didn’t you tell anyone about this?’”

As Kevin Grossman writes in “The dark side of Workplace Culture — workplace violence and security risks, the reason is often related to an attitude of, “Don’t ask, don’t tell … you don’t want your employer to know for fear of losing your job. Employers don’t want to know for fear of potential violence in the workplace.”

“Employers have a legal duty to seek to identify and prevent everyone in the workplace from becoming victims of violence,” says Lalicki.  “Employees also have a responsibility to assist in keeping their environments safe and secure by reporting any behavior in others that may lead to incidents of violence.”

According to Lalicki, these red flags include:

  • White collar males: 91.6% of shootings on the job are committed by men; 38% of all shootings in workplace happened in “white collar” situations, making up 30% of all fatal shootings at work.
  • Laid Off: 24% of workplace shooters were laid off or fired (although Lalicki says there’s been no increase in workplace violence during the recent recession)
  • Loner: A pathological blamer or complainer whose perpetual frustration has strained work relationships and reduced productivity
  • Sudden Changes: A previously dependable, punctual and productive employee whose tardiness and absences begin to increase substantially; sudden change in health or hygiene
  • Relationships: A coworker involved in a troubled, work-related romantic situation.  13% of shootings in the workplace involved a former or current intimate relationship.

The good news, Grossman writes, “today there are thankfully so many more resources available and more and more companies have workplace violence and/or intimate partner violence programs and/or EAPs (employee assistance programs).”

While most companies offer Employee Assistance Programs, these resources are often underutilized or misunderstood by employees.

“EAPs can help any employer group have a healthier workforce, but it’s up to HR and Senior Leadership to develop training and communications which promote the company’s employee assistance program,” Lalicki says.  “Companies need to stress that these resources are completely free, confidential, and most importantly, that these programs work.”

Join #TChat tonight at 8 PM ET/5 PM PT as we discuss workplace violence and the solutions available for HRs, senior leaders and employees alike to prevent it.  The good news is, just joining the conversation’s an important first step.

“The big problem with workplace violence,” says Lalicki, “Is that we’re too afraid to talk about it.  But the risks of not talking about it are a whole lot scarier.”

#TChat Questions and Recommended Reading: 1.31.11

Here are the questions we’ll be discussing, along with some background reading, to help prepare and inform the #TChat conversation.  While this isn’t mandatory to get in on tonight’s #TChat action, we suggest checking out these articles by top career advice and talent management thought leaders to better understand workplace violence, security risks and how to prevent them:

Q1:  How does everyday violence and security breaches affect workplace culture today?

Read: When Violence Strikes the Workplace by Sarah Needleman

Q2:  How does your org address workplace violence during onboarding – and at other times?

Read: Waking Up to the Risks of Workplace Violence by Tucker Miller

Q3:  What is HR’s role in workplace violence intervention and prevention? Who else should be involved?

Read: Keeping the Workplace Safe Amid Crisis by Kate Rogers

Q4:  If a colleague is threatened with violence at work from anyone, what should you do and why?

Read: Workplace Violence: The 5 Most Important Tips Women Need to Know To Protect Themselvesby Lisa Quast 

Q5:  If you have an EAP, how do they provide workplace/domestic violence assistance?

Read: Domestic Violence: Workplace Policies and Management Strategies by Kim Wells (Executive Director, Corporate Alliance to End Partner Violence) and Stacey Pastel Dougan, Esq.

Research: Domestic Violence Awareness Handbook USDA Safety, Health & Employee Welfare Division

Q6:  What are the most effective ways to minimize workplace incivility, bullying and violence?

Read: Workplace Bullying: US Employers’ Progress on Epidemic Problem by Randi Barenholtz and Denise Kay, Esq., SPHR

Q7:  Under OSHA, employers are responsible for providing a safe and healthy workplace. Discuss.

Read: Employment Policies: Clean Up Your Compliance Act by Melanie Berkowitz, Esq.

Q8:  What is the role of leadership in addressing workplace violence when it occurs and before it occurs?

Read: Leadership and Workplace Violence by John Ikeda

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Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW.  Hope to see you tonight at 8 PM ET for #TChat!

Looking Back, to Look Ahead

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I’m a big believer in looking back as an important step in dramatically improving the future. While one traditional time to take a big look back is the transition from one year to the next, why wait?

With two months left in 2010 (and holiday vacation days potentially ahead of you when you could be moving ahead on future plans), how about taking time right now to review the year so far? This will allow you to better prepare yourself strategically for 2011, making sure you’re orienting yourself for new, innovative successes when you get a running start on making them happen.

How to do your quick recap?

Go back through your calendar from 2010 to see how you invested your time, effort, and other resources. While you’re at it, take a quick look through emails, online files, or any other sources which trigger 2010 recollections. As you do this, look for events, ideas, projects, interactions, meetings, articles, lessons learned, and anything else that stands out for good or bad from the first part of the year. Ideally, you’ll have a lengthy list of items which made 2010 noteworthy.

After generating your year-in-review list, revisit the items and categorize them items using the eleven groupings below. These categories will help you think strategically about the ideas, events, projects, and lessons learned you have experienced so far this year and what they might mean in 2011:

  • All About You – Are certain ideas, causes, issues, or practices tremendously important to you and the impact you’re trying to make in the world? Find room for these before you plan anything else.
  • Life Changers – Are there BIG thoughts and ideas which could make a HUGE difference in your life five or ten years from now if you got more accomplished on them NOW? What will you do to push ahead on them right away? (And puhleeez, no excuses about why you can’t do more with them!)
  • Distinctive to You – What were the things you did or learned which set you apart? How much benefit did they create for others and for you? Will they still keep you distinctive in 2011 or could they stand some freshening up to continue to be effective?
  • Energizers – What things excited and sustained you through challenging times this year? Trust me; you’ll want some more of those things in 2011 so plan now for where they fit in your calendar.
  • Second Life – We’re not talking the online environment here. How can you take things that worked in one setting and move them into other parts of your life to also have an impact? Additionally are there things which didn’t pan out because they received only your half-hearted effort? Consider giving these another shot as well with the focus and intensity to get them really right this time.
  • Unexercised Ideas – What potential possibilities have been kicking around too long without coming to fruition? Pick one or two and give them both some attention and a 2011 deadline.
  • Teachers – Where did you learn new things this year – either formally (training, conferences) or informally (from successes, failures, etc.)? What can you line up in advance for next year to make sure you’re continuing to develop personally and professionally?
  • Life Savers – Were there ideas or people which kept you from near-term ruin (or at least from suffering a few bumps and bruises)? Think they might do it again in the future? Make sure you don’t lose track of them then.
  • Guilty Pleasures – Admit it. There had to be a few fun things this year you’re not proud to admit you enjoyed. Figure out where they’re going to fit in your future schedule because they’ll be as important to your mental well-being in 2011 as in 2010.
  • Tired Ideas – Are there strengths or techniques you keep returning to time after time that are starting to even bore you? Jettison these and replace them with something new from now on.
  • Pride and Joy – Of everything you’ve been through in 2010, what were the most significant sources of comfort, satisfaction, and smiles? Which of these things (or other new efforts) are likely to do the same for you in 2011?

If you use this approach now, you’ll have done more personal planning than most people do, plus you’ll be two months ahead of everyone waiting for the end of the year to think about the next. Give it a try, even very informally, and improve your success in 2011.