The Work In Progress Report

Employees will be able to take legal cases against their employer if they refuse a request for more flexible working hours under the Government’s new work-life balance laws.

However, rather than trying to find a prescriptive answer to the problem, companies instead need to look at the situation from an employee's perspective. Every individual’s needs are different, and these change over time, so organizations need to create a flexible and adaptable structure.

The question is: How many of them will be able to do it when the COVID-19 crisis fades?

CORONAVIRUS CHAOS. Most of us are reeling between feelings of daunting uncertainty and mildly calm confusion and concern. It looks like for a period—soon—some schools will close down and many urban dwellers WILL be working from home. For the majority of us, the focus is on caution and containment.

 

DIRE DISRUPTION: But closures and restrictions in movement also disrupt supply chains for our businesses as well as personal needs. We are experiencing what a fast, global business world means. Even short interruptions can have significant impact with a substantial ongoing ripple effect. Longer disturbances can be long-lasting or even debilitating for smaller businesses. Government support is likely to be necessary to prevent dire financial consequences for some companies.

 

SHIFTING STRATEGIES. However, it is possible in many cases to reduce the depressive effect of coronavirus-related travel limitations and imposed isolations significantly IF businesses take this moment to shift strategically when implementing remote-working practices. We don’t know how long these disruptions will last—it really could be months rather than weeks. Makeshift plans that are superficial are unlikely to provide a meaningful solution for your business.   

 

MINDSET MATTERS. Establishing a successful flexible working program—whatever the reason for the initiative—requires a change in mindset first, policy second. The emphasis must be on recognizing people as individuals before defining the appropriate rules for your organization. Managing distributed workers requires more purposeful and attentive approaches than if they were office-based as personal styles become more pronounced. Adjusting for preferences helps each person do their best work in their specific setting. When managers tune into these differences—and support each remote worker appropriately as an individual and a team member—outcomes improve.

 

MOMENTS OF INFLECTION. There are periods when disruption to normal circumstances, as challenging as they may be, can be utilized to make non-incremental change. Consider updating your supply chain and work-related options. Think about how to establish new attitudes and approaches and shift practices and habits permanently to give your company a sustainable path to success going forward getting through and beyond this rocky period.

 

PROCEED WITHOUT PANIC. After some surprising recent conversations, I recommend reading substantiated sources, check reasonable, verified guidelines, and take measured steps to protect and support your family and livelihood.

Emphasizing health and well-being as much as we emphasize work goals can lead to greater happiness, productivity, and success, says this top Bank of America Exec.

Microsoft Japan's experimentation with a four-day workweek has proved to be a huge boon to employee productivity.

The benefits of flexible working can include everything from boosting moral to helping the environment, advocates say.

The future of distributed and flexible work was the focus as experts, practitioners, and aspiring flex-working executives convened for Fuze’s recent Flex Summit and discussed unleashing employee…

How these corporate giants are taking benefits while being a part of coworking ecosystem?

WHAT A RIDE! Welcome to the messy world of change that we are now getting used to. What are learnings from these past turbulent months? TOP TAKEAWAYS:

 

TIME FOR TRANSFORMATION. Evolution is inevitable as tipping points are summited and:

• Revenue streams change – technology is disrupting operations e.g. accounting firms’ audit income is being automated away;
• Jobs go unfilled – quality talent is not interested without purpose/values/benefits OR automation is deterring new entrants from filling certain low level positions;
• Turnover rises – employers’ traditional culture, leadership, and lack of inclusion are causing defections especially in the tight job market.

 

 

AI TRICKS: The hot phrase of the year has been ‘artificial intelligence’. Sometimes much less intelligent that we could possibly fear, however, certainly relevant for each organization’s ability to compete going forward. Lots of hype to disregard, but not the general need to understand the impact and potential for each business/sector/industry and integrate appropriately.

 

FLEXIBILITY FIX. Workplace flexibility is faltering in places. Yes, it IS still critically important for speed, adaptiveness, and engagement. Yes, there IS an irreversibly-growing number of people working flexibly and remotely. But, NO, the same approaches are NOT suitable for leading, managing and supporting in- AND out-of-office workers.

 

MILLENNIAL MIX. What mindset did YOU bring to your daily interactions with colleagues this past year—whatever your and their generation? Entrenched attitudes and judgments about generations put many coworkers at odds with each other, under-valuing contributions, reducing collaboration, undermining productivity, and hurting results.

 

NEW NORMS.  Re-work @ work! Companies are in motion. Change is certainly a constant now. More people are acknowledging, accepting and becoming accustomed to it. New patterns and behaviors are starting to emerge as a result. Not all are beneficial.

 

Messiness is our reality as we work through technology-related tumult. More clarity and stability is ahead, calming the fear and uncertainty. More emotional understanding will allow us to adapt positively and thrive...2019 is the year for Empathy @ Work.

 

If you are looking for help dealing with the challenges experienced in 2018, please contact Sophie.Wade@FlexcelNetwork.com.

The #MakeRemoteWork survey report is about the latest trends in the Remote Work Industry. This report answers questions ranging from cost, management & trust to difficulties, solutions & work environment related to remote work.

Thinking about taking a "summer Friday" to go to the beach? Do it on a Wednesday instead.

Managers stay remote while staff are sent back to the office, further fuelling resentment - and the Great Resignation.

COVID-19 has, to put it mildly, altered our way of life. Most of these changes—like only leaving the house for essential reasons and staying at least 6 feet away from nonfamily members—will quickly dissipate.

But some changes could stick around, at least in part, for the better.

Hopefully we'll all wash our hands more regularly than we did before. Some people will probably stick with their daily walks outside, or keep checking in on elderly neighbors.

Northeast Ohio businesses of all sizes say they've seen benefits to having employees working from home instead of a traditional office setting.

Attaining your business goals generally requires a team effort among employees, and with a fully remote company, setting measurable goals is a must.

Flexible workspace is for more than just freelancers and startups. Here are 12 types of workers using these spaces today.

Going part-time should be a collaborative process.

Job sharing making big waves worldwide this month and Work Muse is front and center!!

Innovative thinking springs from workplace cultures that encourage innovation.

Working in the office is so 2001! Alternative workplaces are rising fast and new creative options for both employees and freelancers add compelling depth, dimension and benefits. Join a multi-month…

FAKING FLEXIBILITY? Whether you know it or not, your firm’s flexible working policy might be doing more harm than good. 

 

What?! (Did a wave of relief wash over, for just a moment?!)

 

That’s not to say that workplace flexibility isn’t a critical component of any thriving and sustainable Future-of-Work environment. However, if the ‘flexibility’ is not genuine, if it is flexible on paper but not in implementation, it could cause serious frustration with your employees.

 

MINDSET FIRST, POLICY SECOND is the path to success with workplace flexibility. The policy is the operational recognition of workers’ being considered as unique individuals. Supervisors understand that any worker will perform best when able to adjust for their personal work style and preferences (depending on team needs and other business requirements). 

 

This is why workplace flexibility sits at the core of a strong culture that is going to:

- Attract and retain today’s multigenerational workforce;

- Be the cohesive connection across an increasingly decentralized workforce;

- Be inclusive of the diversity of your employees;

- Enable your workers to optimize their productivity. 

 

Have you checked in recently to see how authentic your workplace flexibility policy is: What percentage of your workers actually uses it? Do employees fear stigma or penalties if they work from home? Do you have good metrics and are results-oriented to help shift the burden from facetime to outcomes and employees can easily measure their productivity? 

 

If your company would like a workplace flexibility policy that allows your employees to do their best work, email Sophie.Wade@FlexcelNetwork.com

For many people, the primary motivator for waking up early seems to be accommodating an unreasonable amount of work.