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Navigating the Future Work Landscape: Employee Communications Strategies

Explore the dynamics of the future work environment and the challenges it poses for employee relations and communications. Dive into the Communications Game scenario to understand effective communication in a changing work setting, from traditional offices to distributed workforces. Discover the benefits and challenges of this evolving landscape, from hiring the best talent globally to managing remote teams and fostering teamwork. Learn key strategies for successful communication and engagement in the modern workplace.

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Navigating the Future Work Landscape: Employee Communications Strategies

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  1. The Future of Work and Communications —an employee relations challenge Jill Podolsky May 19, 2010 www.linkedin.com/pub/jill-podolsky/0/115/b83

  2. Communications Game • A problem needs to be solved • No talking--only communication is through post-it notes (email) • Time bound and urgent—10 minutes to solve • What gets communicated? By whom? To whom? How to ensure effective communication? • Who do the rows represent? • A=top leader; corporate office; headquarters • B=mid-level manager; matrixed manager; cross-functional project lead • C, D, E=individual contributors; remote workers; customers; suppliers;

  3. Communications Game • Key learnings:

  4. Future of Work/Communications • Old Workforce Environment • Most employees in one location with several buildings • Clumps of field offices • Some sales people work from home • New/Future Workforce Environment • One smaller “headquarters” location • Technology—texting, emailing, etc. • Fewer field offices • Employees work from home (distributed workforce)—any time, any place • Results Only Work Environment (ROWE) • Manage to results, not to time in “office”

  5. Future of Work/Communications • Benefits: • Hire the best skilled employees wherever they are • People get work/life flexibility • People are measured on actual results, rather than time • Less facilities costs for company • Diversity (in the broadest sense)—better reflection of customers • Challenges: • Learning curve and need for observation (by employee and manager) • Small group brainstorming/spur of the moment • “Hallway/drive by” conversations/decisions • Manager “trust” that results are achieved; performance management • Letting go of old thinking about how/when work gets done • Engaging distributed workers—(how do you keep the “human”/caring element; career development; events) • Building teams with remote workers • Meeting management • Training

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