Agenda

• Review remote learning and training objectives and how in-person turned remote
• Best practices to ensure engagement virtually
• Impact of conversational training
• Strategically working with managers/ department heads to ensure strategic training
• Preparing and setting expectations for your team members for an interactive training course
• Define what does learning in the new normal mean
• Impact of white boards, learning props, and physical materials

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• Unlock business value and build a resilient workforce aligned with digital transformation initiatives
• Understanding your workforce needs and how digital transformation will impact your future workforce
• How technologies like AI,ML, VR can complement to build an effective training methodology and strengthen competency of your workforce

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• Review communication from leadership on how to ensure business processes are not impacted
• Ensure trainings and technology are aligned to ensure strategic growth with all employees
• Identify and communicate remote working expectations 
• Review infrastructure and process in order to minimize disruptions
• Strategic mind shifts for leaders and management strategies
• Align business decisions and company culture

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For so long we’ve been thinking the future of work is wrapped up in technology, AI, and advanced digital tools. Enter a year with a global health pandemic, increased attention on social justice issues, and a workforce rethinking everything about employment. For so long we have been focused on our employees as resources, creating processes to facilitate their work and enabling technology for the sake of automation. But employees want more, and they deserve more. In this executive session we’ll introduce a completely new way of thinking about the relationship employees have with their work, what it means to them, and what it means to your business. We’ll share our latest research on employee expectations and how to brand, market, and deliver on an employment experience to build and strengthen the relationship your employees have with work.

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For many entering the field of Learning and Development, they begin as a Subject Matter Expert (SME) equipped with the knowledge and skill to assist learners. However, they may not be equipped to use data to drive improvements within the organization. In this session, hear first-hand how data will enhance your value. During this session we will discuss:

• A world without data?
• Why do I really need it?
• What kind of data is available?
• How can I communicate it?

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• Organizing and structuring the initiative
• Assessing the current workforce and evolving to blended teams through employee input:
• Capturing feedback through multiple methods (surveys, focus groups, internal think tanks, collaboration sites)
• Engaging employees who were already working remotely about what changed and how to be better moving forward
• Connecting the project team early on with IT on future collaboration platforms
•  Identifying opportunities and risks to ensure high performance
•  Developing strategies to minimize gaps 
• Developing solutions that create and sustain a strong workforce 
• Measuring impact and adapting to changes along the way

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• Develop an onboarding plan for new employees which includes technology and engagement and departmental responsibilities 
• Communicate all aspects of the onboarding plan and a calendar to the new hire, hiring manager, and internal stakeholders
• Rollout a pre-start date timeline to ensure all tasks including delivery of technology, software instructions, training, and other objectives are met
• Identify metrics and clear KPIs to ensure a smooth onboarding experience

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Covid has affected many organizations to make decisions around how to map out a strategic plan for a remote workforce. During this session, you will hear best practices, tips, and tricks from real-life examples of how to ensure an impactful remote workforce including:

• How to ensure strong communication from leadership, HR, and managers to all employees
• Become a people-first organization through engagement, compensation, and wellness
• Remote engagement
• Training and development plans
• Impact of a positive culture

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• Overview of culture and how diversity and communication can play key aspects on a distributed workforce
• Impact of individual team health and how successful teams are hitting and meeting objectives
• Adapting mindsets to ensure culture is communicated and lived through diverse teams and clients
• Incorporate performance management through an engagement focused approach to ensure strong growth and impactful results
• Understand employee experience and impact on society and workforce through positive engagements

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• Diversity and inclusion don't just drive culture but shape a company’s identity. By fully understanding, accepting, and respecting diversity and bringing it into the conversation with your employees you will be able to drive culture, team engagement, and employee performance. During this session we will be covering:

  • What DEI and Advocacy means for your organization and how they can be adapted by every employee
  • How location affects diversity in a distributed workforce
  • How to drive awareness and educate managers and leaders to ensure they handle difficult conversations appropriately
  • How impactful communication changes the tone of an organization for DEI and Advocacy

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• Review the benefits of hybrid employees including the ability to identify nonlocal talent, minimize office footprint, and collaboration tools
• Identify the best roles to move to a hybrid/remote model through developing a decision tree
• Ensure team structure and ability for the teams manager to run a high-performing virtual team
• Utilizing your HR team to collaborate as a business partner to ensure a positive transition

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• Identify needs to ensure engagement, communication, culture, and onboarding in a remote environment
• The infrastructure needed to source, hire, and onboard a full team
• Build out performance review systems and communication to measure performance
• Map out a culture of an unknown home office while employees adapt to a remote culture while identify all human interaction needs

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Organizational growth is a great thing and sometimes you need to prepare to recruit, hire, and onboard more employees in a smaller amount of time than you're used to. To prepare for growth at Automattic they have taken a number of steps to ensure a strategic well defined onboard plan as well as a communication plan to ensure new associates are a part of the team. During this presentation you will hear about some of the tools and plans that were put into place include:

• Outlining an onboarding to scale plan
• Ensuring professional development, learning, and professional certificates and training are inline
• Communication of the remote first tooling messaging
• Align new hires into written communication first and A systematic culture

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The future of your workforce will most likely include remote or distributed employees; however, having a productive remote company is not just about waking up and logging into video meetings. It’s about developing a remote work culture where employees will thrive and feel consistently engaged. This all starts with hiring remote employees, from asking the right interview questions to setting them up for success from their first day of hire. In this session, we will explore:

• The soft skills you need to assess (and the questions to ask!) when hiring remote employees
• How to standardize your remote onboarding process and the components to include
• Key tactics to incorporate engagement and empathy when onboarding and leading remote teams
• How to measure onboarding success and when to evolve the program

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• Review your internal metrics and performance review structure to see how it strategically translates to a remote environment
• How to train managers to identify performance dips and growth opportunities
• Identify job training tools and virtual rollout
• Track internal resumes and growth path to ensure talent is nurtured and given opportunities to grow

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In a distributed workforce it’s extremely important to ensure a strong employee engagement plan and ensure it’s working. During this session, you will hear how to define and measure the engagement and how to make adjustments based on your company's results. Additionally, we will cover:

• Define remote work engagement for your organization 
• Incentive-based programs and point systems
• Identifying KPIs and tracking 
• Tools and software that offer engagement opportunities

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• Ensure a culture of engagement and connectivity
• Maintaining an environment of connectivity through transparency communications, engagements, and well being
• Organizations role in social injustice, inclusive culture, and philanthropy
• HR's role and responsibilities to ensure health and wellbeing
• Developing an impactful workforce

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