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The Future of Work and Communications —an employee relations challenge. Jill Podolsky May 19, 2010 www.linkedin.com/pub/jill-podolsky/0/115/b83. Communications Game. A problem needs to be solved No talking--only communication is through post-it notes (email)

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the future of work and communications an employee relations challenge

The Future of Work and Communications —an employee relations challenge

Jill Podolsky

May 19, 2010

www.linkedin.com/pub/jill-podolsky/0/115/b83

communications game
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;
communications game1
Communications Game
  • Key learnings:
future of work communications
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”
future of work communications1
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