Performance Matters - Digital Experiences - Page 13

access
* At home, I have the means to access the internet speeds I need
to do my job well (e.g., uninterrupted video calls).
* I have access to rooms or spaces that are private, distraction-free,
and internet accessible, and my desired online work activities are
not likely to be restricted by family or housemates.
* I have the personal technological equipment I need to do my job well.
* I live in the same time zone in which my place of business operates or holds
working hours (e.g., I live in EST and the organization is headquartered in EST).
skills
* I am able to organize and coordinate people and work across a
complex and dynamic digital environment.
* I have a good network and the political awareness to be able to
recognize advantageous positions and situations.
* I have relevant experiences and skills using digital tools to make me
effective at my job in a remote or hybrid environment.
personal circumstances
* I am likely to be the most senior-ranking member in the meetings I attend.
* I have previously met in person most of the teams that I work with remotely.
* I have the ability to easily co-locate with my team with short notice.
* I am not a primary caregiver for a dependent.
traits and characteristics
* I am more likely during meetings to be an external processor
(e.g., I speak to think) versus an internal processor (e.g., I think,
then speak; I might express myself better through writing).
* I am more likely at work to be introverted (e.g., I get energy from
being alone or through one-on-one interactions) versus extroverted
(e.g., I get energy from socializing).
visibility and power
* I had a strong network of colleagues prior to working remotely,
and that network has endured.
* My name and brand are well known at my organization,
and I am often selected for new projects or initiatives.
Making the workplace work for all
If your organization is not creating the equal footing from which all employees can
work, you may be creating an artificial ceiling to which they can be their best selves for
the work and those you serve. There are no one-size-fits-all solutions, and our working
models will continue to evolve as our ways of working are put to the test. No matter
your working model, it's important to design for inclusion and accessibility for all.
Looking for tips for how to start addressing any gaps
that you may have surfaced? Click or scan the QR
code for more practices and tips from Nick for creating
a fair, accessible, and inclusive digital workforce.
PERFORMANCE MATTERS / PG 13

https://tier1performance.com/the-leaders-role-in-fairness-inclusion-for-the-hybrid-workforce/

Performance Matters - Digital Experiences

Table of Contents for the Digital Edition of Performance Matters - Digital Experiences