The presentation will begin at the top of the hour and listeners should use their computer's speakers or headphones. It will discuss the current state of virtual workplaces and their effect on performance. A dial in number will not be provided.

1. The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
The Current State of Virtual Workplaces and
Their Effect on Performance
#WFwebinar

2.
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.
#WFwebinar

3. Tools
You
Can
Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
Evaluation
Share This
Group Chat
HRCI
WF Webinars

4.
Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial and join
the live discussion with other webinar
attendees
– Enter technical or content-related
questions into the Q&A box
– Type your question in the space at the
bottom.
– Click “Submit.”
Q&A
Group Chat

5.
Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#WFwebinar
@WorkforceNews
#WFwebinar

6.
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left portion of your
screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the presentation
on-demand.
3. Is this webinar HRCI and SHRM certified?
YES! The HRCI and SHRM certification codes will appear in the box to
the right of the slides after the required watch-time has elapsed.
Frequently
Asked
Ques6ons

7. THE CURRENT
STATE OF VIRTUAL
WORKPLACES
And Their Impact on Performance

8. TODAY’S
SPEAKERS
MIKE PHILLIPS
DIRECTOR OF
FEEDBACK STRATEGY
INQUISIUM
SARAH KIMMEL
VICE PRESIDENT,
RESEARCH &
ADVISORY SERVICES
HUMAN CAPITAL
MEDIA GROUP

9. TODAY’S AGENDA
RESEARCH STUDY
TODAY’S VIRTUAL
WORKPLACES
WHY EMPLOYEE
FEEDBACK
Q & A

11. ABOUT WORKFORCE
Workforce Magazine
Workforce is a multimedia publication that covers the intersection of people management and
business strategy. Our community of senior-level human resources executives and C-level officers
are the key decision-makers on talent management matters in the 2,500 largest corporations in
America. They read us for our editorial focus and relevance to help them improve their business
— and their bottom line — through effective management of the workforce. Our content helps HR
professionals approach their jobs from a more strategic, big-picture, business-results perspective.

12. TODAY’S AGENDA
RESEARCH STUDY
TODAY’S VIRTUAL
WORKPLACES
WHY EMPLOYEE
FEEDBACK
Q & A

13. POLL QUESTION

14. VIRTUAL WORK
IS…
1. SELECTIVE
2. GRASSROOTS
3. POSITIVE

15. • Business solution as technology improves
• An added employee benefit
• Designed to improve work-life balance
THE EMERGENCE OF DISTANCE
WORKING

16. TODAY’S AGENDA
RESEARCH STUDY
TODAY’S VIRTUAL
WORKPLACES
WHY EMPLOYEE
FEEDBACK
Q & A

17. STUDY BACKGROUND

18. • Surveyed 527 HR professionals at management level and above
across industries
• This study addresses the opinions of those professionals
regarding virtual work at their organization
• Organizations included small, midsize and large enterprises:
• Small: Less than 1,000 employees- 39.6%
• Midsize: 1,000 to 5,000 employees-39.6%
• Large: More than 5,000 employees- 20.8%
RESPONDENT DETAILS

19. RESULTS
VIRTUAL WORK IS SELECTIVE

20. WORKFORCES
OFFERING
DISTANCE
WORKING
• 82% of all organizations offer
distance work arrangements of
some kind
• In rare instances, organizations
are entirely virtual
• More than half offer virtual work
to less than a fifth of their
employees
• Some employees are essential
to an office environment

21. RESULTS
VIRTUAL WORK IS A
GRASSROOTS PROCESS

22. MOTIVATIONS FOR OFFERING DISTANCE-
WORKING ARRANGEMENTS
• Top motivations for offering distance
work have everything to do with
recruiting and retaining top talent
• 55% of organizations say that they
created their distance work
arrangements out of necessity, at the
request of employees
• Less than 10% of organizations have
offered distance working
arrangements for less than a year,
while more than half, 58% have
offered distance work for more than 4
years

23. CRITERIA FOR WORKING VIRTUALLY
• Nearly half (48.2%) of all
organizations have criteria in place for
employees to work virtually
• Top criteria include demonstrated
need (73%) and high-demand skills
and capabilities (57%)
• Less than 1 in 4 organizations are
using tenure as a criteria for selecting
employees for virtual work.
• Critical technologies used are file-
sharing, VPN, web-conferencing
software and instant messaging.

24. IMPROVING VIRTUAL TEAMING

25. RESULTS
VIRTUAL WORK HAS A
POSITIVE IMPACT ON
EMPLOYEES AND
ORGANIZATIONS

26. IMPORTANCE OF FEEDBACK
• More than half of all organizations
(55%) measure the impact of their
virtual workforce policies on the
organization through:
• Employee satisfaction
• Employee engagement
• Retention and attrition data
• Key Performance Indicators
• Performance rating of virtual
employees
• Employee feedback on distance
working arrangements is most often
collected informally.

27. DISTANCE-
WORKING
CHALLENGES
• There are stereotypes
associated with distance-
working…and they’re wrong
• Most organizations are
NOT reporting significant
challenges in their
experience with virtual work
• Not everyone sees it as a
necessity, especially when
it’s unevenly applied across
the organization

28. ORGANIZATIONS
ARE SEEING A
POSITIVE SHIFT

29. TODAY’S AGENDA
RESEARCH STUDY
TODAY’S VIRTUAL
WORKPLACES
WHY EMPLOYEE
FEEDBACK
Q & A

30. EMPLOYEE
FEEDBACK IS
ESSENTIAL TO
VIRTUAL
WORKPLACES

31. HOW INPUT IS COLLECTED FROM
EMPLOYEES ON DISTANCE-WORKING

32. DISTANCE-WORKING AND EMPLOYEE
ENGAGEMENT
Revenue: engaged employees play a major role in helping achieve revenue goals.
Employee retention: engaged workforces enjoy higher retention rates.
Productivity: engaged employees are more productive.
Morale: engaged employees have higher morale.
Creativity: engaged employees are viewed as more creative and innovative.
Stakeholder loyalty: engaged employees are key to creating more loyal
stakeholders.

33. EMPLOYEE FEEDBACK
BEST PRACTICES

34. BEST PRACTICE
REGULAR FEEDBACK
ESAT &
Engagement
• Telecommuter
• Supervisor/
Manager
Rules of
Engagement
• How
Negotiated?
• Trade-Offs?
Team Impact
• Consistency
& Fairness
• Collaboration

35. Comfort
with
Technology
Desire for
Structure &
Mentorship
BEST PRACTICE
MILLENNIALS AND TELECOMMUTING

36. BEST PRACTICE
PERFORMANCE STANDARDS AND TELECOMMUTING
Performance
Standards
Telecommuting
Get the Messaging Right
Clarity on Rules of
Telecommuting
Integrate Telecommuting into
Evaluation

37. POLL QUESTION

38. TODAY’S AGENDA
RESEARCH STUDY
TODAY’S VIRTUAL
WORKPLACES
WHY EMPLOYEE
FEEDBACK
Q & A

39. Q&A

40. THANK YOU

41.
Please complete the
webinar evaluation.
#WFwebinar

42.
Join our next Webinar!
Creating Talent Pools That Accelerate Learning
Day, Month 0, 2015
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at www.workforce.com/webinars
OR click the icon on the widget bar!