The Culture Where You Work During Covid-19 for Roundtable Webinar with Jody Thompson

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* 1. If people in my organization think a particular virtual meeting is a waste of time, they:

politely stop the meeting and ask the facilitator what they were hoping to accomplish (ie. the outcome of the meeting).

email the meeting organizer after the meeting and ask what they were trying to accomplish.

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* 2. Think of a work process that has been improved or removed due to working from home, thus saving people time. How is that saved time used?

People continue to stay logged in and available during core hours, spending some of their time idle at their computers.

Management has found more work that needs to be done and assigned it to people who have become more efficient and now have the time.

People choose whatever activities they feel are valuable: personal activities, side projects, professional development, or assisting teammates.

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* 3. If someone wants to work from home on Tuesday after this pandemic, they will likely:

not need to ask permission or inform anyone.

need to ask their boss for permission, and inform their team members and customer.

need to inform their team members and customers.

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* 4. At my company, when we're working from home but we're sick:

we put in eight hours of sick time or paid time off (PTO).

we don't submit any sick time or PTO.

we put in PTO for the hours we're not working.

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* 5. If someone at my company needs to attend a funeral they:

just go and don't submit any time.

submit personal time or PTO.

use bereavement leave time.

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* 6. If asked what work "looks like today," people at my company would say:

a person sitting in their home office, logged in, typing on a keyboard, working 9 a.m. to 5 p.m.

a person conducting virtual meetings, answering emails and voicemails asap, and perhaps working outside of core hours.

work doesn't have a particular "look." Work can be happening at any time from any place, so it's hard to tell what it looks like.

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* 7. When I say "time for work", my friends and families think:

they must be headed to their home office at the time work used to start in the corporate office. They will be personally unavailable (because they'll be working) except during break times. They'll be back to their personal life when the corporate office business hours used to end.

they will be somewhere in their house (or perhaps outside). They may not be starting and ending like they did in the office, but they'll generally be keeping business hours.

They could be anywhere, and the statement "Time for Work" simply conveys that they will be working, not that there is any set time people are 'supposed' to work.

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* 8. Where I work, employees are expected to log in and be available to start the workday:

whenever they want; they may not even log in at all.

sometime between 7:30 a.m. and 10:00 a.m.

no later than 7:30 a.m.

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* 9. At our company, logging off or being physically unavailable (ie. not answering your phone or responding to emails at regular intervals) after 3:00 p.m. is acceptable if you:

are delivering results that meet expectations.

started working at your regular time but have a doctor appointment that afternoon.

logged in and started working at 6:00 a.m. and only took a thirty-minute lunch break.

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* 10. At my company during the pandemic, recognition has been most often given for:

delivering agreed upon results.

taking on the tough projects, whether they get completed or not.

adhering to working core hours (ie, being available through phone and email) as well as going above and beyond by working outside of core hours.

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* 11. During the pandemic, an exempt (salaried) employee works, on average:

not sure; we don't track hours for our exempt employees.

a minimum of forty to fifty hours a week.

about forty hours a week, but it fluctuates according to business rhythms.

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* 12. At my company, when a meeting invite is received we:

review the invite and accept or decline - usually based on who sent the invite.

accept immediately - every meeting is important.

review the invite and accept or decline - based on the goal and whether a meeting is the best way to accomplish it.

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* 13. During the pandemic:

we submit personal time; to run errands.

we take care of personal errands outside of core work hours.

we can do whatever we want - anytime - without asking permission.

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* 14. At our company, the only acceptable reasons to log off and become unavailable during core hours are:

things like doctor appointments, dentist appointments, or day care issues.

almost any reason is okay as long as you explain it to your manager and team.

any and all reasons. Employees are free to log on and off as they please without any explanation.

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* 15. At our company, blocking a day every week as "no meeting day" would be viewed as:

unnecessary because everyone is in control of when and how they work.

a nice idea, but everyone would know it wouldn't work.

a great way to get work done without distractions.

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* 16. During the pandemic, core work hours are:

Monday through Friday, 9:00 a.m. to 5:00 p.m.

Schedules are flexible (but require 40 hours a week)

We don't have core work hours.

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* 17. When someone at our company schedules a doctor appointment, they are likely to:

schedule the appointment outside of core work hours.

simply schedule the appointment for whenever it works best and go.

notify their manager, teammates, and employees when they'll be unavailable.

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* 18. If a major fire drill happens and lands in the hands of an employee:

they react immediately and keep working as long as it takes to get the fire drill taken care of.

they react to the fire drill and involve the appropriate resources to reach a well-informed decision.

the team and employee react to the fire drill but inform the requester of the risks involved in making hasty decisions, and focus on what can be done to prevent this emergency from reoccurring.

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* 19. If a perceived fire drill happens and lands in an employees hands:

they react immediately and stay as long as it takes to get the fire drill taken care of even though they don't think the need is urgent.

they respectfully push back on the cause of the fire drill and ask questions to determine the real priority of the work.

they react to the fire drill but inform the requester of the risks involved in making hasty decisions.

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* 20. If an employee at my organization doesn't log on or is not available until noon:

they will receive some questioning texts/emails.

coworkers likely wouldn't notice or care.

a coworker or manager will ask them, "Where have you been? Did you have a doctor appointment?"

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* 21. If an employee at my company sends e-mail at 2:00 a.m.:

their manager will not notice what time the e-mail was sent; they will only pay attention to the content and effectiveness.

their manager will wonder why they were working so late, but not say anything about it.

their manager will ask them why they were up working so late.

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* 22. My company has decided that work from home will last:

until the stay-at-home order is lifted. The HR department has drafted, or is drafting a re-entry plan (for the transition back and continuing safety concerns), and all employees will soon be back in the office shortly after the order is lifted.

for several more months. HR is drafting re-entry plans to transition back and make sure the office is safe. This is because the office will once again be the default location (ie. if you want to work outside the office, you'll still need permission).

indefinitely. All employees are now free to work from home whenever they want (with some exceptions like new hires).

until the end of the year. HR is drafting re-entry plans to transition back and make sure the office is safe. This is because the office will once again be the default location (ie. if you want to work outside the office, you'll still need permission).

indefinitely. All employees including new hires can work from home.

indefinitely. All employees can now work from wherever they want.

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* 23. When the pandemic is over, I will advocate for:

some people back in the office (like new hires or jobs that simply can't be remote). With permission, the rest can keep working from home.

autonomy for everyone - one of the silver linings of the pandemic is that people can be effective working from home (and possibly other locations).

everyone back in the office. Collaboration happens best there. Working from home was necessary to keep people safe, but our offices can be made safer so that people can come back to work.

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* 24. My company has:

not installed tracking software on my computer, and expects me to achieve measurable results, regardless how much time it takes to achieve them (ie. no penalty for working less than 40 hours).

not installed tracking software on my computer, but still expects me to be working during core hours.

installed tracking software on my computer to monitor me and make sure I'm working during core hours.

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* 25. If my company gave me the choice to return to the office or have tracking software installed on my computer, I would:

allow them to put the software on my computer to monitor me and make sure I'm working my core hours from home. Working from home is worth it.

find another employer who trusts me to get my job done and isn't interested in tracking my time, only my results.

return to the office. Tracking software feels like an invasion of privacy.

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* 26. My current feelings about virtual meetings are:

there are many, but most of them feel like a good use of time.

there are way too many, and so many of them feel like a waste of time.

there are just the right number of meetings and they all feel valuable (drive results) for everyone who attends.

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* 27. My current feelings about my manager are:

They're not micromanaging anymore than usual (if at all), but have increased the number of check-ins.

They've gone into micromanaging high gear. I'm submitting reports about how I'm spending my time, and what I've accomplished each day.

They're not micromanaging at all. I have check-in's with them that we've both agreed happen at the optimal frequency, and those check in's may not actually be meetings.

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* 28. My current feelings about my colleagues/team are:

we've found a groove that will work in the meantime, but we'll be better once we're back in the office.

we are more communicative than ever, and have even found our collaboration to be more effective. The office isn't as necessary for our collaboration as we may have thought (or as our employer thinks).

we've really struggled in this virtual environment. Going back to the office will really help.

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* 29. Working from home is makes me feel:

amazing! Please let me keep doing it!

ambivalent. I could go either way.

like a mess. Sanitize the office and let me back in!

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