results only work environment the future of work in government
TRANSCRIPT
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Results Only Work Environment
The Future of Work in Government
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Human Services and Public Health Department of Hennepin County
• 2,700 staff
• 21 Service Areas
• Multiple programs within these Service Areas
• Multiple Work Sites
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Human Services and Public Health Department 2009 Goals:Telework
• Go Green
• Reduce infrastructure costs
• Reduce parking and mileage expenditures
• Utilize technology
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Human Services and Public Health Department Goals:
• Regionalization: Services available in communities where clients live.
• Client Service Delivery Model: Integration of services, eliminating silos.
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and
Minnesota Department of Transportation Grant
• Goal: Reduce traffic during peak travel times• Services of CultureRx for two years
– Trained first 500 staff and leaders– Trained Internal Change Agents to lead transformational
(culture) change– Provided ongoing support
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…In the
News
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We trashed the labels:
Tele-workerFlexible schedule
Telecommuter
Office-only worker
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We Focus on The Work
What’s your job?
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What if you had control over your time?
What if you were crystal clear about your results?
What if you were supported in making responsible decisions about work/life balance?
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Each person is free to do whatever they want, whenever they
wantas long as the work gets
done.
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A Results-Only Work Environment is where:
• Each job has concrete goals and results
• Expected results are clear
• Employees have responsibility for how they achieve their results
• Performance is measured by results
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Expectations of Employees
• Manage their work and their time to achieve their results
• Full complement of hours must be worked
• Work together to find efficiencies and better ways of doing business
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Expectations of Employees
Do Your Job.(and do it well)
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Expectations for Leaders
• Trust employees to do the right thing
• Be clear about expected results
• Actively monitor those results
• Coach for success, take corrective action if not achieved
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Expectations for Leaders
• Be clear about your own results
• Role model a focus on the work
• Be open to new ideas
• Access resources and support to sustain changes
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Expectations for Leaders
Manage the Work,
Not the People
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HSPHD Reporting and Measuring Results
• Results Project
• Results discussions
• Involving staff in determining results
• Gathering results from all teams in department
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Where
do
we
start?Get the map.
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Answer these questions:
•Why does your team exist?
•What work do you do?
•What do you hope to achieve by doing this work?
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Answer these questions:
•What indicates you are doing good work?
•What do you want to do better?
•How will you communicate progress?
Then…Do…check…Do…!
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HSPHD Gains
• Improved service to clients
• Increased productivity
• Engaged, productive work force
• Succession planning
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HSPHD Gains
• Employer of choice
• Encourage and foster innovation and growth of the agency
• Reduction in parking, mileage and space expenditures
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Employee Gains
• Confidence in Performance
• Diversity and Inclusion
• Health and Wellness
• Work/Life Balance
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Questions?Contact:
Kara Terry,
ROWE Project [email protected]
612-600-9124
Carolyn Vreeman,
ROWE Change [email protected]
612-396-3257