The Future of Work/Hybrid Work Training Series supports the campus community in navigating the hybrid workplace. The transition taking place as the campus adjusts to a flexible work environment poses challenges and opportunities for supervisors and employees. This training series provides the necessary mindsets, skillsets, and strategies to better thrive in this new environment.
This training series is grounded in Guiding Principles created by HR and Campus Leaders. The following Guiding Principles have been adopted by the campus and provide criteria for how the optimal work environment should:
- Advance the mission of the campus and affected units
- Enhance and not detract from the student experience or research and creative work
- Include planning for impact on diversity, equity and inclusion
- Include planning for impact on sense of place, community and affinity
- Increase/maintain hiring, engagement and retention
- Support the health and wellness of our community
- Support responsible stewardship of resources
- Cultivate a work culture built on trust and productivity
The series is based on the most current research on leading and working in a hybrid environment.
Future of Work/Hybrid Work
The Future of Work/Hybrid Work Training Series supports the campus community in navigating the hybrid workplace. The transition taking place as the campus adjusts to a flexible work environment poses challenges and opportunities for supervisors and employees. This training series provides the necessary mindsets, skillsets, and strategies to better thrive in this new environment.
This training series is grounded in Guiding Principles created by HR and Campus Leaders. The following Guiding Principles have been adopted by the campus and provide criteria for how the optimal work environment should:
- Advance the mission of the campus and affected units
- Enhance and not detract from the student experience or research and creative work
- Include planning for impact on diversity, equity and inclusion
- Include planning for impact on sense of place, community and affinity
- Increase/maintain hiring, engagement and retention
- Support the health and wellness of our community
- Support responsible stewardship of resources
- Cultivate a work culture built on trust and productivity
The series is based on the most current research on leading and working in a hybrid environment.
This course provides an introduction to the mindsets and skillsets necessary for managers and supervisors to successfully transition to leading in a hybrid environment. Research shows that the foundational principles of leadership have not changed, however the application of these principles must be modified to better suit the hybrid environment. This course will connect leaders with the most recent research and practices that enable high levels of employee engagement and workplace productivity.
Learning Outcomes
After attending this course, managers and supervisors will be able to:
- Identify the mindset shifts needed to operate as a hybrid leader
- Apply strategies to cultivate psychological safety within their teams
- Name the strategic, operational, and affinity ‘distances’ that must be minimized in a hybrid workplace based on Ferrazzi’s model
- Evaluate workplace expectations and boundaries for and with employees
- Integrate synchronous and asynchronous technological tools
Who Should Attend
This workshop is intended for CU Boulder supervisors and managers who are responsible for leading hybrid teams - employees who are working fully remote, fully on campus and hybrid.
Upcoming Sessions
- more sessions coming soon
Instructor
Lauren Harris, MS is the Assistant Director of Training and Development for Organization and Employee Development in the Department of Human Resources at CU Boulder.
This course identifies the shift needed for leaders to accomplish unit and University goals in a hybrid environment. Outcomes based management is one key to managing performance in a hybrid workplace along with keen attention to continuous progress on goals.
Learning Outcomes
After attending this course, learners will be able to:
- Identify the eight attributes of a high performing team
- Construct organizational, team, and personal goals that align to unit and University purposes
- Apply the principles of creating aligned goals for teams and employees
- Utilize strategies to ensure progress toward goals accomplishment
Who should attend
This workshop is intended for supervisors who are responsible for creating, cascading and evaluating performance goals.
Upcoming Sessions
- Virtual: February 13th, 2024, 1pm - 3pm; zoom
- Virtual: March 20th, 2024, 2pm - 4pm; zoom
Instructor
Lauren Harris, MS is the Assistant Director of Training and Development for Organization and Employee Development in the Department of Human Resources at CU Boulder.
This course provides individual contributors with the skills and strategies to take responsibility and agency for their workplace needs, accountability and engagement. The hybrid workplace is not only demanding changes from managers and supervisors, but changes from individual contributors as well. This course will provide the necessary skills to enable a successful hybrid workplace.
Learning Outcomes
After attending this course, participants will be able to:
- Identify the different degrees of ownership between employee and supervisors as it relates to accountability, goal accomplishment and personal engagement.
- Name indicators of burnout and implement strategies for long-term sustainability
- Implement technological tools to maximize work productivity
Who should attend
This workshop is intended for individual contributors who are interested in improving their performance as a hybrid employee.
Upcoming Sessions
- Virtual: January 9th, 2024, 1pm - 2:30pm; zoom
- Virtual: April 25th, 2024, 1pm - 2:30pm; zoom
Instructor
Lauren Harris, MS is the Assistant Director of Training and Development for Organization and Employee Development in the Department of Human Resources at CU Boulder.
A stay interview is an easy-to-use tool to uncover, anticipate, and resolve issues and concerns with employees to prevent them from leaving the organization. Stay Interviews do three things that exit surveys do not: they deliver information that can be used today; they provide time to adjust, and they provide managers with a reliable process for developing individual stay plans. If you don’t have 30 minutes now to conduct a stay interview, you don’t have the time to interview and hire a replacement.
In this session you will learn what a stay interview is, and why managers should be conducting them regularly. We will also practice conducting an interview. Participants will leave with an action plan of how and when they are going to follow up with their employees. Participants will also generate ideas for putting feedback into action.
Learning Outcomes
At the end of the session, participants will:
- Explain what a stay interview is and how it is used.
- Practice the steps to conducting a stay interview.
- Outline one way to increase trust with your employees to conduct a successful stay interview.
- Demonstrate the skills and attitudes managers need to receive feedback during the stay interview process.
- Design a plan for implementing the stay interview process.
Who Should Attend
This workshop is intended for supervisors who want to implement proactive strategies for retaining their employees.
Upcoming Sessions
- Virtual: February 26th, 2024, 1pm - 3pm; zoom
Cost: No Cost
Employee engagement encompasses serval aspects of the employee experiences in the organization - commitment, enthusiasm, connection, pride, to name just a few.
The term employee engagement relates to the level of an employee's commitment and connection to an organization. High levels of engagement promote retention and improve organizational performance. Aligning employees' values, goals, and aspirations with those of the organization is the best method for achieving sustainable employee engagement.
This session is designed to provide a framework that will help you move the needle on engagement. You will learn about the drivers of employee engagement, and strategies you can implement to retain employees in person, hybrid, and virtually and make movement toward your most important organizational goals.
Learning Outcomes
- Define employee engagement.
- Describe factors that contribute to engagement being at risk.
- Describe the three root causes of the job misery model and identify one strategy to increase employee engagement.
- Schedule 1-3 hybrid community building activities into team meetings to engage employees.
- Create a plan to support your well-being so that you can support your employees.
Who Should Attend
This workshop is intended for supervisors who want to implement proactive strategies for managing and increasing employee engagement.
Upcoming Sessions
- more sessions coming soon
Cost: There is no cost to attend.