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?

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.

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

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

need to inform their team members and customers.

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

not need to ask permission or inform anyone.

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

we don't submit any sick time or PTO.

we put in eight hours of sick time or paid time off (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:

use bereavement leave time.

just go and don't submit any time.

submit personal time or PTO.

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

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.

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

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

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.

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.

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

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

no later than 7:30 a.m.

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

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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:

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

are delivering results that meet expectations.

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

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

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

delivering agreed upon results.

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.

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

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

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

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

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

a great way to get work done without distractions.

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

Schedules are flexible (but require 40 hours a week)

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

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:

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

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

schedule the appointment outside of core work hours.

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

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.

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

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

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

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

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

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

coworkers likely wouldn't notice or care.

they will receive some questioning texts/emails.

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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:

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

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

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).

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).

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.

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

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

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.

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

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.

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* 24. My company has:

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

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).

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.

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

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

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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 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.

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.

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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:

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

ambivalent. I could go either way.

amazing! Please let me keep doing it!

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