A Telework Introduction and Training for Managers at Kennesaw State University

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

2. 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.

3. What is Telework? Your New Commute 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

4. 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

5. Prevalence and Growth of Telework Source: Global Workplace Analytics’ research finds based on stats from the American Community Survey, FlexJobs.com • Regular work-at-home, among the non-self-employed population, has grown by 103% since 2005 and 6.5% in 2014. • 80% 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.

6. Telework in Atlanta *2014 Commuter Survey, Microsoft Work Without Walls 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

7. 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-timetelework (every regularly scheduled work day): 34% • *2015 Trends in Workplace Flexibility, World at Work

8. Advantages/ROI of Telework Programs KSU Advantages • 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 KSU + Faculty and Staff Advantages • 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 Source: Global Workplace Analytics, World at Work, FlexJobs.com

9. How to select the right employees and train them to be successful teleworkers… Selecting and Training Teleworkers

10. 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

11. 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

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

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

14. 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

15. 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

16. Tools – Telework Agreement/Policy

17. Questions • Erin Clark – ErinC@gacommuteoptions.com • Charlotte Weber – Telework@gacommuteoptions.com • Jean Aaron- JeanA@gacommuteoptions.com