Jilanna Wilson: “Distributed Design Operations Management”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
8. 16% 52%
Fully
Distributed
1 day
per Week
Over the past ten years, the number of Americans working remotely has
increased by 115 %.
Owl Labs, State of Remote Work, May 2019
Today, 45% of US employees work outside of the office.
U.S.A.
GLOBAL
14. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
15. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
16. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
19. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
20. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
21. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
29. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
30. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
31. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
32. Invest in proper tools
Community-strengthening moments
Regular 1:1’s
Rotate the pain
Robust onboarding
Check yourself