Transcript Program investigation

October 21st TMD Meeting
MW-COG/Marriott Telework Update
Robert Brown;
Telecommuting Advantage Group
AGENDA
Overview of the MW-COG Telework Program
Telecommuting Advantage Group Overview
Marriott International Case Study
MW-COG Telework Assistance Program
 Funded by the State of Maryland
 Goal: Assist organizations in the State of Maryland
to set-up or expand telework programs
 Commuter Connections provides information and
case-studies
 TAG is funded by MW-COG/Commuter Connects as
the telework on-call consulting agency
 The On-Call program runs through July 1st, 2010
TAG On-Call Activities
 Program investigation
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Provide case-studies, industry outcomes, company specific
data
On-line surveys to employees and/or managers
Identify what, if any, benefits an organization can realize
Organizational structure and culture investigation
 Program design
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Telework policy and agreement
Program metrics and ROI
Manager workshop design
IT requirements
Develop a communication plan
TAG On-Call Activities
 Program implementation
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Employee and/or manager workshops
IT setup
Work Suitability Assessment
Employee Suitability Assessment
Pilot or full rollout
 Program tracking
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Post-pilot/rollout survey
Program modifications
Metrics/ROI tracking
TAG’s Focus Area Evolution
 Organizational Outcome Focus
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Organizational culture
Organization’s specific benefits, metrics and ROI
Organization’s IT readiness and program costs
Employee/manager experience and attitudes
Obtain Senior Management support, employee benefits
 Manager Training and Participation
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Metrics and ROI integrated into foundation of all programs
Understand managers’ experience/concerns with telework
Customize “base” manager workshop
Include other supporting efforts, (e.g. employee training)
Increase managers’ understanding and skill-sets;
maximize participation and benefits to the organization
Marriott’s Telework Program Timeline
 Original Implementation (Late 1990’s)
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Initial fundamentals training; (TAG)
Telework policy, agreement, information and process
Flexwork Intranet
Program launched with limited communication plan
Proof of concept, employee benefits
 Telework Expansion Pilot (Fall of 2008)
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Policy and agreement review
On-line managers’ survey
Metrics development
Managers’ workshops
On-line teleworker training
Work and Employee Suitability assessments
Increase manager support, participation and ROI
Marriott’s Post-Pilot Survey Flexworkers
Impact on Metrics (Strongly Agree)
 Talent Management – Employee Retention
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83.3% are more satisfied with Marriott
71.4% are saving money
 Talent Management – Employee Recruitment
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57.1% more likely to recommend Marriott as a great employer
 Business Outcomes – Productivity Gains
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68.0% start the day sooner
51.7% are more productive
Flexworker Challenges (Somewhat Agree)
 42.9% experienced challenges with technology at remote site.
 33.3% experienced lack of social interaction
 Moderate perception that manager’s do not fully support
flexwork
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Marriott’s Telework Next Steps
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Modify program to address any interaction or remote
technology issues
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Develop metrics around remaining outcomes:
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B.
C.
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Talent Management – Recruiting Cost and Reach
Talent Management – Employee Engagement
Business Outcomes – Business Continuity
Business Outcomes – Green Marketing
Develop communication plan for employees and managers:
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B.
C.
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Outcomes of program for Marriott as well as associates
Support of senior level management and lead managers
Availability and purposes of information, documents,
training and on-line tools
Additional resources available to managers and associates
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Train-the-trainer manager workshops
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Rollout to Headquarters
Q&A
Questions that were put into the “Parking
Lot” or that we do not have time to get to
today will be collected and answered via
email in the next few days.
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THANK YOU!
Robert Brown
404.245.4836,
[email protected]
www.telecommutingadvantage.com
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