A Defined Process
Our defined process works to address the various human and technical factors of a distributed workforce strategy.
A successful distributed workforce strategy is made up of so much more than just the right technology. Technology is the tool set that must serve the strategy.
Module 1: Distributed Work Strategy & Visioning
We start by engaging in a strategy and visioning process that helps define why you’re exploring a distributed workforce program. We want to understand your vision for your distributed workforce, and understand your fears too. It’s critical at this stage that we dive deep on defining the opportunities for success and we analyze the risk so we can work through both in a logical manner towards success. This session is a combination of pre-work conducted through online surveys, visioning statements, and then a guided discussion that will get your team thinking in detail about the future of work in your business.
Module 2: Success Benchmarking
There are many organizations who have successfully adapted to Distributed work. We will explore and summarize some of the most successful examples so that, together, we can chart a course towards similar success. By benchmarking other success stories we seek to better understand opportunity and risk and paint a picture of what a successful strategy may look like.
Module 3: Financial Analysis
In step 3 we conduct a guided discussion around financial analysis. In this segment, our experienced financial consultants will work with your teams to understand areas of potential savings, to deliver hard and measurable financial benefits. We start at a high level discussion about what those areas of savings may look like. Then, together, we dive into the details and try and capture the financial impact of savings on real estate, travel, communications, sick days, lost productivity and other factors.
Module 4: Human Factors
Human Factors are perhaps the most important part of a Distributed Workforce strategy. We need to understand those human factors and build a strategy that provides a range of experiences for all employees. We’ll explore what the important benefits of distributed work may be to your different employees. We’ll explore the value of the strategy to recruiting and retention. We’ll discuss performance management strategies and HR policy impact. It is important that we build a distributed work program that addresses important human factors.
Module 5: Corporate Culture
Every business has a corporate culture. As a leader, the questions is whether you’re defining your culture or is it defining you. We’ll discuss your culture in depth, including strengths and weaknesses. We’ll explore the role of your workplace in your culture, and discuss how your corporate culture can change and improve through distributed work.
Module 6: Management Best Practices
Moving to distributed work requires more than simply doing work the “old way” with new tools. In this step we will engage with your business leadership team and we will guide the discussion around best practices that will be essential to executing this strategy well. We’ll talk about ideas for more effective meetings, supporting asynchronous workflow, and establishing key touchpoints with your team. Remember, distributed work doesn’t mean that you send people home and never see them again. It means that you define a new way of working that empowers people while also holding them accountable for their performance.
Module 7: Technology and Tools
Finally, after drilling deep on the various factors above, will we start to explore the tools you need to support your strategy. Every business will have different needs, however, we will explore some of the key technology tool categories including Unified Communications, File Sharing, Cloud Applications, Network Security, Audiovisual integration with your physical office, and other critical applications.