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Overview : Any company that wants to lean into a successful R/M arrangement is going to have to build it into the company structure not dangle it like a prize, endure, or be shamed into a relationship that is not right for their company. Employees who work better at home should not have to worry that working at home; while right for them may diminish, their chances within the company from their lack of face time or suffer the wrath of those left behind at the office. Nor should they have to worry that their arrangement will inexplicably be snatched away one day. Every workplace has a culture. The challenge is if a company wants to have an R/M workforce, even if just a small part of its workforce, then to embrace that and build that mindset into the workplace culture through every piece and part of its ranks. The idea that R/M relationships enhance not just the employee's life but the company's mission as well. When that is in place, everyone is encouraged by an R/M plan rather than discouraged, even those who do work in the office. After all working R/M is just a different way/place to work - not different work. Areas Covered in the Session: Weighing the productivity argument vs the creativity and collaboration argument for your own company - not anyone else's Creating the benefits of an R/M workplace without anyone working outside the office The 14 attributes you need to see in your employees to know if they will be successful working on their own Helping your R/M employees be as successful (or more) working elsewhere compared to in the office Managing from the outside in - the 12 things you need to see (and not see) in your managers to know they can successfully manage R/M employees How to "see", encourage, and capture innovative leadership emerging in unexpected places and within unexpected people - when you don't see them every day Unleashing the ambitions that are alive in everyone and keeping their goals aligned with your company even if those people are not physically on site Negative Disrupting Dysfunctional Managers - usually hiding in plain sight; what to do about them and with them Because they will ruin (or try to ruin) all your R/M plans and their R/M employees arrangements, if not their careers What to do with employees at the office who are losing productivity worrying about what others are doing at home or elsewhere Creating a workplace with a cohesive culture - without creating a stereotype of what manifests "success", or on whom success is modeled and that success is not dependent on where someone's physical worksite is located Encouraging and embracing independence - putting people in charge of their own career paths vs the company assigning one Who Will Benefit: HR Generalists HR Managers Plant Managers Management Business Owners Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, enjoying traveling the country extensively, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).
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