Mercer Short Duration Fixed Income Fund Class Y-3 · NASDAQ:MSDYX
Mercer Short Duration Fixed Income Fund Class Y-3 — Mercer — Belgium HR Leadership Webinar 2021
49 slides from Mercer Short Duration Fixed Income Fund Class Y-3's conference presentation, Jan 28, 2021
Slide 1: Co-Creating the new normal
»« MERCER | promerit Co-Creating the new normal How we use the momentum of the COVID-19 crisis to transform a company’s ways of working January 28, 2021 welcome to brighter
Slide 2: Welcome to our Webinar!
Welcome to our Webinar! >< Alastair Kai Christian Hall Anderson Weber Principal, Mercer Founder and Expert - Future Partner, Promerit of work, Promerit MERCER | promerit
Slide 3: News on Belgium and COVID-19
ty in Belgium n Reinfe d tel ‘ki checks: how it ium: i Belgium to receive less than half of Belgium - Your employees can’t work from einforced teleworking checks: how it Belgium: keep up reforms to increase employment and ig! z 4 tte works productivity growth expected AstraZeneca vaccines home? Time
Slide 4: What we observe: COVID-19 as accelerator of digitalization
What we observe COVID-19 as accelerator of digitalization After three waves of digitalization, the Covid-19 crisis has massively accelerated virtual working. Transferring old ways of working does not exploit the potential. New ways of work, New approaches increase productivity and employee satisfact
Slide 5: What we observe: Evolving situation
What we observe Some components impacting the current environment will not sustain post-pandemic Evolving situation Nearly half of employers have more than 75% of their workforce remote during the pandemic.? These employees have seen ups and downs... WFH is great. | can get more out | feel more conn
Slide 6: Please answer the question by using the polling function
• • • • • • • Please answer the question by using the polling function 6
Slide 7: Flexing work
Flexing work Considering all dimensions where location & infrastructure Amir, engineer “| collaborate with my team a few days a week at the office, but otherwise work from home!” Pandemic Focus @ when hours and scheduling Tim, technician “| work 40 hours a week but vary the days and times | work to
Slide 8: The new shape of work
The new shape of work company perspective Efficiency & Effectiveness Fostering workforce productivity and flexibility cnn Flexibility Better use of time and resources Experience Make work more attractive New Shape yc ecscnsneneeneneese of Work Engagement Individualization & Autonomy Greater satisfac
Slide 9: The new shape of work: Transformation
The new shape of work Transformation — working inside-out Legal to account ‘al legal Role Types & Working Models: Segmented roles by tasks & functions including patterns of future working mode! Employee Preference Types individual kal Organization employe’ @% MERCER promerit Infrastructure Employee
Slide 10: The new shape of work: What we can do for you
The new shape of work What we can do for you Providing the overall framefor the initiative, adjusted roadmap and change architecture Provide ad-hoc supportfor onsite vs. home office workers, incl. ae return to office methodology Broad employee listening to seek targeted insights and broaden particip
Slide 11: Our model to shape the new world of working
Our model to shape the new world of working Today’s focus points How do we design a framework for the future of work? Which tools and methods make virtual meetings successful? How do we ensure productivity in daily work? What support do employees and managers need in their virtual work environment?
Slide 12: How do we design a framework for the future of work?
How do we design a framework for the future of work? -y< MERCER promerit 12
Slide 13: Future of work framework
Future of work framework Identification of employee preferences & role types WORKFORCE ANALYSIS INDIVIDUAL PREFERENCES %) regarding office and remote work INDIVIDUAL NEEDS regarding flexible work arrangements DEMOGRAPHIC & FUNCTIONAL =o—— COMPOSITION of the company —o- —o— MAIN ROLES & TASKS in the
Slide 14: Future of work framework: Digital Focus Group
Future of work framework Example: Digital Focus Group Do you need a permanently 1 63% of the participants assigned desk in the future? confirm that trust has grown 5% significantly over the past 349 myes months. no 62% Bn.a. Digital Focus Group > What percentage of your working time would you like t
Slide 15: Role type: Admin function (1/2)
Future of work framework Role type: Admin function (1/2) >50%are 31-50 years old 74% female Admin function Be i 25% male 72% are employed full-time 0% 20% 40% 60% 80% 100% routine tasks m coordinative tasks m creative tasks Manalytical tasks mconsultative tasks ™ management tasks ROLE TYPE AT A GLAN
Slide 16: Working Model: Admin function (2/2)
Future of work framework Working Model: Admin function (2/2) >50%are 31-50 years old TASK PROFILE 74% female [::] A yN 25% male Hn 72% are employed full-time Tasks | continue doing in the Tasks I can do workingina office... mobile setting... * Distribution of letters / + Ad-hoc clarification of docu
Slide 17: Principles for flexible work
Future of work framework Principles for flexible work Our five Remote Working principles * Minimum three days per week on-site required * Minimum on-site presence per team guaranteed on each working day * Local core working hours respected * — Remote working performed in office proximity + Fullalign
Slide 18: How do we ensure productivity in daily work?
-»« MERCER promerit Role Types How do we ensure productivity in daily work? 18
Slide 19: Productivity - What are we currently facing?
Productivity - What are we currently facing? Have we just stumbled on the bi Z Most leaders think remote working will hit productivity increase of the cen ? productivity - this is why Productivity shrinks, but office and remote workers optimistic about new normal Think Productivity With Work From Ho
Slide 20: What we know so far
What we know so far: • The intensity of remote work influences worker efficiency • Workers’ productivity is maximized at intermediate levels of remote work • The right intensity of remote work depends on job role and industry 20
Slide 21: Measures to assess and strengthen productivity
Competencies Measures to assess and strengthen productivity How can weassess performance in the remote setup? How can we foster a results-oriented culture? Employees: Increase responsibility Managing daily work Transparent, collaboration through formalized coordination of work results on team level
Slide 22: Example: Virtual Kanban Boards
Competencies Example: Virtual Kanban Boards Managing daily work - How to establish a focus on results within teams Virtual KANBAN Boards Monday Wednesday Friday * Conduct a 30-minute team * Conduct mid-week * Conduct (virtual) team meeting at the beginning team meeting to meeting at the end of of th
Slide 23: Example: Pulse Checks
Competencies Example: Pulse Checks Productivity assessment - How to foster the dialog on productivity Starter Workshop + — Alignment on objectives and questions of productivity assessment Pulse Checks #1 + My team's goals are clear to me.... have clarity for which results | am responsible. Pulse Che
Slide 24: Which tools and methods make virtual meetings successful?
Employee Preferences Which tools and methods make virtual meetings successful? -y< MERCER promerit
Slide 25: Li Leena We
Li Leena We Corona Virus ; Suddenly » Home ‘ Office
Slide 26: New, because nobody was really prepared for them
NEW , BECAUSE NOBODY WAS REALLY PREPARED FOR THEM s: 7 Syl Te " ae - OC
Slide 27: Virtual meetings and Zoom-fatigue
i a = ms Se 4 A VIRTUAL MEETINGS AND INCREASINGLY MORE "ZOOM-FATIGUE" AND "TOOL-FATIGUE"
Slide 28: It is about ...
5 IT IS ABOUT ... A PURE IT IS
Slide 29: The new working world: interaction between methods and tools
The new working we ... Close interaction between methods and tools “MERCER promerit Copyigh 2021 Mercer. Al ightsteserved oo
Slide 30: The new working world in practice
The new working world in practice Close interaction between empowerment, intervention and tools Enabling =) Interventions * Success Factors for VC Check-in Personae Experience Journey * Planning Directive Feedback Focus Groups Brain-Walk * Quick Cards Facilitator Action Planning Brainstormings Train
Slide 31: The new working world in practice
The new working world in practice Follow-up of the Zz session > —————) promerit
Slide 32: Relevant success factors
The new working world in practice Relevant success factors GUIDELINES FOR ESTABLISHING A VIRTUAL WORK CULTURE DEFINITION OF THE RIGHT LENGTH 25 mins instead of 30 50 mins instead of 60 “REAL” BREAKS A break every 1,5 or maximum 2 hours @ MERCER promerit the workshop time for virtual moderation decre
Slide 33: The new working world in practice
The new working world in practice PROVIDE A PRE-READING SUPPORT PARTICIPANTS TO GET KNOW EACH OTHER RECRUITING GERMANY - ALL-IN 2.0 Lore vV ‘We lermchin 3 aehaes baecreben wre: SHORT PROFILE Was motvert Mich unsere Rocutrg Zoku gerlnsam 21 etalon? = £8 7 B _> PLEASE DESCRIBE YOURSELF IN. : natnowats
Slide 34: Clear instructions and breakouts
The new working world in practice CLEAR INSTRUCTIONS AND BREAKOUTS INTERACTIVE ELEMENTS AND GETTING FEEDBACK | INSTRUCTIONS Which emoji represents your feedback to this session? CONTINUE oo promerit
Slide 35: Follow-up of results and documentation
The new working world in practice And how exactly? | AFTER FOLLOW-UP OF THE RESULTS AND DOCUMENTATION NEXT STEPS AND RESPONSIBILITIES FIRST LEVELSUPPORT Sales & offering a | promerit
Slide 36: Good preparation is everything
The new working world in practice Good preparation is everything Prepare your environment Prepare yourself Checklist Minimize ambient noise and turn of distractions Conduct Get your session started Phase Set up the working mode Keep the concentration high Engage everyone Involve the right people Sta
Slide 37: What support do employees and managers need?
Role Types What support do employees and managers need in their virtual working day? “ompetencie -y< MERCER promerit 37
Slide 38: What are we currently facing?
What are we currently facing? Working Remotely During COVID-19: WORKER BURNOUT ON THE RISE HEADING INTO 20217 (iain Research explores the The 7 biggest remote work challenges (and how to vicious cycle of work stress =i y Working from home: how and burnout making small, easy MENTAL HEALTH IS THE HIDD
Slide 39: Mental Health in a virtual work world
Mental Health in a virtual work world Which things are most essential right now? Get organized - plan out your next week and block focus time. Create routines as they help you to distinguish between Routine work and non-work time. Get socialization into your Reconnect workday, e.g., connect with | /
Slide 40: The Pomodoro Technique
Reflect . & The Pomodoro Technique Refocus THE POMODORO TECHNIQUE SET TAKE the time to 25 A short 3-5 minutes minute break a / or i / e\s DECIDE WORK AFTER on the task On the task until Four rounds, to be done the timer ends take a break of 30 minutes @ MERCER promerit
Slide 41: Tips to recharge during your remote workday
Liisa Tips to recharge during your remote workday Recharge B® _ Relax your eyes Meditation apps that help you unplug Every 20 minutes, take a break to look at an object about 20 to 40 meters Get up and move! At least every 2 to 3 headspace hours during your workday, get up and move or geta light str
Slide 42: Mental Health in a virtual work world
Mental Health in a virtual work world Help your team setting up a routine by setting up rules / policies around availability hours and e-mail culture. Create awareness for the health offers of the company and encourage your team to challenge themselves. @ MERCER promerit Routine Reset & Recharge Rec
Slide 43: Tips to stay connected to your team
‘edits Lips to stay connected to your team You are not alone! Five reasons I think you are doing a really amazing job working remote RB lP le ype fs nalized post Take time for small talk before starting a meeting cards to your team @% MERCER promerit
Slide 44: Help your employees establish a routine
Help your employees establish a routine The Great Debate: Phonevs. Email vs. Chatvs. Video 5 5 Encourage to set Organize meetings to : finish 5-15 minutes earlier availability hours @% MERCER promerit
Slide 45: • • • • • • • • • • • • • •
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Slide 46: The new shape of work
The new shape of work -y< MERCER promerit Role Types 46
Slide 47: Summary and outlook
The new shape of work Summary and outlook Organizations’ change curve * Employees started to build skills to be efficient and stay healthy when working remote Summer 2020 * Leaders started looking for ways to manage their teams’ productivity and to support efficient collaboration in daily business 2
Slide 48: Thank you for your participation!
Thank you for your participation! »« MERCER | promerit Alastair Kai Christian Hall Anderson Weber Quick Cards ences | promert Al Ff y =a Co-Creating the follow-up: Virtual Sessions new normal made easy 4 We will send you the presentation Join our follow-up call to clarify open Contact us to get your
Slide 49: welcome to brighter
@ * MERCER welcome to brighter