The Workplace Readiness Assessment To review, what do we know about The SMART Workplace (TSW): Smart orgs lay clear pathways to help people connect to the shared mission and vision, and to find who and what they need so they can gather intelligence to proactively improve the business. Mobility lets people work from anywhere using reliable collaborative technology while remaining connected to the organization, broadening the ability to recruit and retain a more diverse, inclusive workforce. Agile orgs provide tools and portals so people can remain focused on achieving goals, respond quickly, innovate where needed, and deliver results. Relatable leaders and teammates reach out across time and distance. Trustworthy leaders instill confidence, connect people to each other and to meaningful work, and get quality results. So, now you know what it's all about, what's next? A thorough Workplace Change Readiness Assessment process requires a series of Executive interviews and extensive quantitative analysis. This Quick-Check The Workplace Readiness Assessment is designed to give your organization an easy ‘temperature check’ to determine if a more extensive analysis is required to transform your organization into a SMART Workplace. Let's get started. Tell us about a little bit about yourself and your organization: Name Business Email I am interested in this information for: My Company My Manager Myself How would you describe your organization: We are a super SMART Workplace We are regular SMART Workplace We need some help to be a SMART Workplace We need to completely transform our culture to become a SMART Workplace These are the areas we really need to work on: Leadership and Manager Development Virtual Workplace Flexible Workplace Work Redesign Team Development Culture Change Other How prominent is planning as an activity in your organization? Doesn’t occur Finance or market functions set plans Planning is equal with finance and marketing Planning sets guidelines then gets input from other functions Planning leads all business process Does your organization have distributed work teams (teams working from locations other than headquarters)? Never Leadership has indicated a willingness to investigate different options Some work units have different programs Currently engaged in a business wide re-engineering effort Actively investigates alternative work practices as a way of business improvement We are a virtual organization already. How much time do employees spend in training and development every year? Less than 2 days a year Between 3 and 9 days Average of 10 days per year in formal training Average of 10 days formal plus occasional on-the-job Over 30 days combining both formal and on-the-job To what extend does customer satisfaction impact employee compensation? Doesn’t impact at all Measured and is advisory only Team based compensation based on customer satisfaction measurement Bonus paid based on annual customer satisfaction surveys Measured on a regular basis and forms basis 20% or more of compensation How developed is your information systems infrastructure? All team members have desktop access to data and group communication. Desktop plus Remote access with smart phones and laptops Desktop, remote access with limited access to internet team collaboration tools Teams have all technology mentioned before plus group off the shelf centric tools for team work. Total networking whenever team customized tools with dedicated support. Where does integration of IT/HR and facilities policies occur? Not at all Varies by functional leader Within each physical facility Business unit level Business unit level Corporate function Subscribe me to your newsletter! Be sure to click Submit Quiz to see your results and have them emailed to you for future review! Time's up By Kathy Kacher| 2020-04-20T06:13:51-05:00 February 26th, 2016|0 Comments Share This Story, Choose Your Platform! FacebookTwitterLinkedinRedditTumblrGoogle+PinterestVkEmail About the Author: Kathy Kacher Leave A Comment Cancel replyYou must be logged in to post a comment.
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