Flex work programs work best with organizations that lay stress on creativity as well as productivity. Employees can really ensure a steady progress when they are not stressed out.
Posted: Apr 20,2016
It’s natural for an IT business to suffer if the top management don’t initiate flex work options for all employees. All flex options should be implemented quickly and in the correct manner. Work flexibility ensures a number of benefits like lower turnover, cost savings and an enhanced employee turnover. Although some managers relate flex work options with a loss of productivity, most of them would weigh them in terms of benefits.
5 steps can be followed by companies to turn their workplace more flexible and avoid major losses:
Planning out a strategy: Developing a flex work strategy is truly important prior to offering a flex work program to an employee or before sending him back home to work. All key employees and departments that can enjoy work flexibility ought to be identified in advance. The management must also determine the type of flex that should be offered and the person that has the right to arrange flexible work schedules. Members of the top management also need to decide on the new strategy and metrics that may help assess the productivity of all professionals and across all departments.
Begin with a trial run: You may either involve employees from multiple departments to form a small group or consider a single department for creating a trial program prior to introducing a large-scale flex work program. In your attempt to acquire real data on production, you must consider a trial run for over a certain period of time. Before the program is run company-wide, you’ll need to make a few adjustments and evaluate outcomes by the end of the trial period.
Communicating the plans should be on high priority: Your program is not likely to succeed if you don’t ensure flex work option with the help of a certain communication plan. You must identify the right means for teams before you collaborate and communicate things to all members. Team members that are following multiple work schedules and lying scattered within home offices need to be united for a common goal. In order to ensure a continuous mode of communication and connect your employees, you may consider using multiple collaboration tools.
All team members won’t prove to be flexible: Not all of us will exhibit traits that are necessary for working under flex work programs. If only a few of your employees aren’t suitable for your flex work program, there’s no need for you to shut your program down. Flex work options may not prove to be good for one and all. You may consider offering perks for such employees. Allow the rest of your team to take full advantage of the program.
Managing flexible workers needs considerable training: A traditional workforce needs to be managed in a different way than that of a flexible workforce. Managers need to be trained in utilizing multiple communication methods, questioning the actions of all team members and setting fresh goals for them. Managers should use different modes of effective communication like – instant messages, emails and phones. Make sure both face to face meetings and phone meetings are conducted regularly. There are companies that consider the fall in productivity to be an outcome of flex work strategies. However, flex work programs can yield productive results for the management and employees when you ensure open communication, run a trial period and do a proper planning.