Results Only Work Environment The Future of Work in Government.

Results Only Work Environment

The Future of Work in Government

Human Services and Public Health Department of Hennepin County

• 2,700 staff

• 21 Service Areas

• Multiple programs within these Service Areas

• Multiple Work Sites

Human Services and Public Health Department 2009 Goals:Telework

• Go Green

• Reduce infrastructure costs

• Reduce parking and mileage expenditures

• Utilize technology

Human Services and Public Health Department Goals:

• Regionalization: Services available in communities where clients live.

• Client Service Delivery Model: Integration of services, eliminating silos.

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

…In the

News

We trashed the labels:

Tele-workerFlexible schedule

Telecommuter

Office-only worker

We Focus on The Work

What’s your job?

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?

Each person is free to do whatever they want, whenever they

wantas long as the work gets

done.

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

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

Expectations of Employees

Do Your Job.(and do it well)

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

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

Expectations for Leaders

Manage the Work,

Not the People

HSPHD Reporting and Measuring Results

• Results Project

• Results discussions

• Involving staff in determining results

• Gathering results from all teams in department

Where

do

we

start?Get the map.

Answer these questions:

•Why does your team exist?

•What work do you do?

•What do you hope to achieve by doing this work?

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…!

HSPHD Gains

• Improved service to clients

• Increased productivity

• Engaged, productive work force

• Succession planning

HSPHD Gains

• Employer of choice

• Encourage and foster innovation and growth of the agency

• Reduction in parking, mileage and space expenditures

Employee Gains

• Confidence in Performance

• Diversity and Inclusion

• Health and Wellness

• Work/Life Balance

Questions?Contact:

Kara Terry,

ROWE Project [email protected]

612-600-9124

Carolyn Vreeman,

ROWE Change [email protected]

612-396-3257