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alternative days not alternative weeks

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ergonomic chairs for those who work remote whether it is 1 day per week for 5.

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Hubs and monitors for home

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Booking calendar for being back at the office

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Booking calendar for being back at the office

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Instead of alternate weeks to rotate staff coming in to work. Have a booking calendar which will allow staff to book the time slots they want to come into work. This would allow for projects or tasks that require face to face components take priority

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Doing the work vs reporting and documenting the work

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Doing the work vs reporting and documenting the work

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With the remote working there is a tendency to require more check ins and reporting. We need to find a good balance that will encourage great work without too many processes

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Set work boundaries for those WFH.

Reset expectations with your team.

Over-communicate. Never assume.

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Rethink our meeting schedules - audit existing, recurrence and consider brevity.

Conduct more effective meetings. Set clear goals upfront.

Ensure requests are specific. Make sure that every action item has a DDT—directly responsible individuals, a due date, and a tracking mechanism to follow up.

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From AFR: "Work will be measured by outcome rather than input, with a more flexible approach as bosses understand and work with the personal circumstances of their staff."

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Have dedicated days/timeslots in which we can arrange L&T meetings. This will allow for more focus time to get work done.

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Identify the best PM tool that will allow us to effectively "hand over" from one person/day to the next, when working together on tasks or projects. Could be filled out in live time so that someone working offsite can see the progress that is happening on campus and vice versa, to avoid duplication, stay in the loop. Needs to be quick to set up, easy to use and flexible enough to adapt as changes occur within the project or task.

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It is likely to become fairly normal in meetings for some people to be physically present and others to be online. We need to develop the ground rules and facilitation skills to make this mode of working effective. Having f2f meetings is important (allows collaboration and group-think to occur more effectively than online) and we now know that being online for meetings is very draining- so we need to make it work for everyone. Ground rules, processes for including everyone during and after the meeting etc. Making sure we only have meetings when we really need to (use asynchronous forms of collaboration too).

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remove the need for being on campus 5 days a week (after we come back).

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Prioritse those staff who wish to be on campus sooner or more often to have the option.

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Greater access to private office spaces for work requiring high concentration, privacy/discretion or volume. Flexible booking system including the ability to take a room last minute if it is available with multiple options.

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be trusted to do our work, rather than have to complete a tracker or tool. understand tracking something may be suitable for some projects, but is it really?

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ensure that staff feel comfortable working from home, as much as they do in the office. there seems to be an assumption that everyone will just be coming back in, even if it is alternate weeks. but staff have worked remote for months now, so should be able to do so, provided like those who work in the office - they are still doing their work.

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find some tool that will allow us as collective team to track tasks and the incoming follow of work

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Confirm suitability for those who may be WFH if alternative working hours are appropriate and how this could be managed, ie 6am/7am starts or working outside the traditional 9-5

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keep the l&t calendar up to date when people are on campus. that way it doesn't include both, and doesn't get too bulky.

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have staff who will be off site more than on campus come back into the office first to tidy up spaces, collect things. Be helpful as it will be quieter in the initial stages which may make that easier for staff that are working off site more than on campus going forward.

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For 2 reasons: 1) sharing of desk and equipment brings cleaniing requirements into question and 2) in a workspace it is good to have some sense of control and ownership of a space, which includes putting up pictures of family, pets, loved ones.

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continue to use teams. it works for us, and we don't need to keep adding other platforms for communication.

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Have some social catch ups that are optional so that those working both off site and on campus can catch up. Probably more down the track than in the next few weeks. But given we all won't be on campus together again for a long time, it would be good to have things to do, if we want out and about together.

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We need a clear way of communicating when people will be in and when people will be out as well as clear methods for communicating in project teams. If we have this, I believe flexible work arrangements can continue.

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If there is one person joining a meeting online, we all join online

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If there is one person joining a meeting online, we all join online

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If there are a group of people in a physical space and others online, side conversations occur. Social distancing will ask us to be quite separate anyway, so if there is one person needing to join online, we all should.