Camtasia & Articulate Rise/Storyline Expert Sought Melbourne
Our client seeks a consultant to help their small team develop their Camtasia and Articulate Rise/Storyline expertise so they can author eLearning. We envisage a few days of training, with possible coaching on active designs after that. Expressions of interest to: reg@polson.com.au
Sustaining Personal Performance
My recent personal experience reminds me that high performance needs constant attending.
I have been a tad smug about the fact that while preparing for the 4-day Three Capes Hike in Tasmania, I have been averaging 60 to 70 km of walking per week. (The self-isolation made this easier to do.) I then embarrassingly aggravated an old heel injury; not walking, but through spending more time than was sensible playing on my racing car simulator. This is ironic because I raced a real car for 15 years without personal injury and quit racing while before my luck ran out.
The negative effects of reducing my walking considerably soon emerged: I have reduced energy, gained 3 kilograms and my sleep pattern has deteriorated.
What can I learn from this? Firstly of course, don’t overdo recreational or entertainment pursuits such as gaming or Netflix. The experience also demonstrates the importance of having metrices to achieve core values. Health is important to me, but just wanting to be healthy is not enough to achieve that goal. I need health goals and rapid feedback on progress which in turn leads to healthy habits. My Fitbit weekly results showed not only the massive decline in number of steps per day, but also the decline in sleep patterns. With these irrefutable facts I was goaded into developing Plan B. I have started cycling instead. While the pattern is yet to stabilize and the fitness indicators are only showing marginal improvement, I will succeed because the figures don’t lie.
Managing Remote Performance
Employees working from home also need a clear view of what they are expected to contribute. They need defined milestones so that they know if they are on track. There is currently a lot of goodwill and it seems that performance from home office settings has not declined. There have been personal time saving because of less commuting. But is this sustainable? Without clear performance measures we can lull ourselves into thinking we are performing well, when in reality we are self-delusional and confusing effort with outcome. There is also the question of “how much is enough?”
i.e. Should employees be expected to be working more hours than before?
Some reviewing on performance management practices may be required. Naturally, we have access to consultants who specialise in this field, but the main point is; we need to rethink our practices in the light of changed circumstances.
Employer Liability with Covid-19
In addition to thinking through how to manage employees working from home, HR needs to think about policies for employees returning to offices.
Here are some issues to ponder:
If someone comes to work with a mild cold which turns out to be Covid-19 and infects a number of people, are there legal implications for the individual and organisation?
Can employers insist that everyone has the CovidSafe App so that outbreak networks can be quickly traced?
Can employers compel employees to come back to office environments?
AHRI is producing a number of very timely guidelines on these issues.
Here is one example: Covid-19 Employers Responsibilities
And of course, we can source specialist HR consultants who can offer guidance on these matters.
10 Steps to Returning to the Workplace
FC Business Solutions have developed a useful checklist for organisations to consider when employees return to their offices.
1. Understanding Government requirements
The Australian government has released a series of resources and initiatives to support businesses through the COVID-19 changes. For employees that return to the workplace there are strict social distancing requirements – you may need to rotate the number of staff in the office at one time. Review JobKeeper updates and ensure that employees are being adequately paid for the hours they work, in accordance with the relevant awards. If necessary, increase payments or decrease hours.
2. Change or scale down operations
Changes in how your employees operate within your business – whether they are physically in the workplace or working from home – require you to clearly communicate what is happening, backed by processes. If you need to scale down your operation, ensure your staff are consulted with and understand their rights. Managers should be readily accessible to all staff during times of change.
3. Develop your policies and procedures
Your workplace has changed. You need to document the new policies and procedures that reflect these changes. Complete and coherent procedures ensure that your entire work force understands what is expected and help to ensure an effective business.
4. Prepare for blended workplace environments
With a shift to online working, businesses should prepare for the scenario that some employees will still need to work from home or are, in fact, more effective when working from home. The systems and their platforms that have seen you through the COVID-19 crisis should be reviewed for effectiveness, and then integrated into policies and procedures to facilitate a smooth blended transition.
5. Ensure a safe and healthy workplace for all
From social distancing, to kitchen cleanliness, to elevators, stairs, doors - all businesses must maintain a high level of hygiene in this new world. Working from home environments need to be considered and included in policies that address workplace safety.
6. Focus on mental well-being of staff
The last few months have had a significant impact on everyone’s mental health. Regular check-ins with staff to see how they are going physically, and mentally, is essential for maintaining a positive and effective team. Staff should feel comfortable with reaching out to their leaders with any concerns, and leaders should feel they have the resources and power to enact positive changes in the workplace.
7. Setup your online communications infrastructure
From online conferencing tools such as Zoom and Microsoft Teams, businesses need to plan how to keep staff connected when it’s a blend of on-site employees and those working from home. Accounts and logins should be secured and safe systems put in place so that at-home staff can easily access any important information such as files and documents.
8. Maintain communication channels
Your team members should clearly understand what is required of them, from working hours to after-hours availability, to regular online meeting attendance, for example, have clear processes for response times across different channels (eg. chat, email and phone).
9. Customer considerations
It is not just your employees that are going to be transitioning into the new post COVID-19 world. Customer support and interactions in a physical space must be setup in a way that makes people feel safe and confident, when engaging with your people and buying your products and services.
10. Review your process and gather feedback
As things are constantly evolving, it is vitally important to update processes and procedures as these changes are occurring. Subscribe to Federal and State updates and find a trusted news source to keep you abreast of changes when they happen. Also, invite honest feedback from your staff as to what is working and what isn’t, and how you can make things more effective.
Your COVID-19 Package Checklist
Quote
“Ongoing success is not guaranteed; failure is not irrevocable”. Peter Clark