“To
make flexibility work, it is not only necessary to change our attitude about
who is a good worker and who is not, but we have to train managers at all
levels to recognize the difference between the number of hours worked and the
quality of work produced.” – Madeleine M. Kunin
Recent findings in the Staples Business Advantage
Workplace Index (http://bit.ly/1ULVQr7)
reveal exciting and challenging trends in the modern workplace. The changing
work environment sees fewer employees working standardized hours. Technology
now allows employees to work from any location. The global economy requires the
ability to conduct business on a non-standardized schedule.
That the workplace is changing comes as no surprise to
those paying attention. Preparing for it can be a challenge. It is in this context
we begin a three part series that explores this topic in hopes of raising
awareness and starting a conversation about solutions.
What
does it look like?
While this is not a new concept for many organizations
it is nonetheless an approach whose time has come and it deserves a second
look. In the changing work environment employees
are encouraged to work, within reason, a schedule that works for them. The
emphasis is more on task accomplishment than on hours in the office.
The shift toward this approach, like any new idea or
concept, begins with the leadership of the organization. New attitudes must be
embraced if new ways of competing in the global economy is going to work for
you. In short- flexibility must give way to adaptability which in turn gives
way to greater productivity.
Why
is it important?
A good workforce is the foundation of every successful
business. It’s no longer about work-life balance. Employees want work to fit
seamlessly into their personal lives. If you want to attract and keep high
performing employees, you are going to have to provide the flexibility they
desire.
The Staples Index revealed that burnout and employee
engagement is a major concern among employees. When asked what would help turn
that around the number one response was workplace flexibility. While we embrace
a strong work ethic and productivity, perhaps organizations would be better
served not by employees who are burned out but by employees who are empowered
and inspired by greater flexibility and control over their schedules.
How
do we do it?
What if we change the way we look at employees, from
working for us as an employee, to working with us more like an independent contractor?
In many organizations righting the course can take
time. Old ways and mindsets can be hard to overcome. Here are six ACTION steps
to help you think through your current operations and to embrace flexibility.
Acknowledge – It’s time to bring your team together
and acknowledge attitudes and mindsets that are holding you back. It’s time to
take an honest look at what is and is not working. It’s time to quit clinging
to traditions and think about the future.
Create – The flexibility you desire and production
goals you set are the ones you create with intentionality. What will your
future look like? What will employee engagement in your workplace culture look
like? It looks like what you create!
Trust– Show your employees that you know that you have
hired the right people for the right positions. Let them see through your
actions that you trust them to operate in the best interest of the organization
without the need for micromanagement. Give them the resources they need and
then let them do their job.
Identify- Identify one or two small changes that you
can implement right away to signal that the desire for flexibility is being
recognized. Regardless of how big or small, just do it. Baby steps are
acceptable. Now, identify one or two “old ways” of doing things and let them
go. Identifying change and creating change can be done, and is best done
incrementally.
Observe – How are employees responding to the
incremental changes you are implementing? How is your culture being impacted? What
should your next step be? Ask employees for their input; involve them in the
development of the plan going forward.
Next Step – Offering flexibility is a great starting
point for attracting the best talent and staying agile in the changing work
environment. But, you can’t stop here. Once you have acknowledged the attitudes
that are holding you back; have intentionally created a workplace culture;
shown employees that you trust them; have identified incremental changes you
can make; and observed the impact of those changes, it’s time to take the next
step.
Be on the lookout next week for part II of The
Changing Work Environment Series: Providing Autonomy.
© 2016 Doug Dickerson and Liz Stincelli
Liz Stincelli is the Founder of Stincelli Advisors
where she focuses on helping organizations engage employees and improve
organizational culture. She holds a Doctor of Management degree with an
emphasis on organizational leadership. Learn more about Liz by visiting her
website: www.stincelliadvisors.com
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