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Scoop.it!
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"The Work Trend Index report found that leaders believe analytical judgment, flexibility and emotional intelligence are essential skills for the future of work ..." Via Leona Ungerer 
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Scoop.it!
Ah, autonomy. Isn’t it grand? No defined time when you have to arrive at the office. No guilt over having to leave early for your kid’s recital. And if you’re not feeling well or the roads are bad, no problem–just work from home.
But is it ever really that simple? After all, other things become more salient when you’re working from home, like that pile of laundry that needs to get done, or a plethora of mindless daytime TV viewing options. That’s one issue with autonomy–it’s entirely up to you to get your stuff done. You have to set your own deadlines and hold yourself accountable to deliverables, because no one is looking over your shoulder.
Perhaps it’s a mixed blessing. According to the National Workplace Flexibility Study, 98% of managers who implement a flexible work schedule see no negative drawbacks. Rather, they see results like better communication, interaction, and productivity. So, it’s not that simple–managing a flexible schedule requires a strong balance of managerial trust and personal accountability.
But what does the latter look like? How can you still manage to get stuff done with the boundaries that many of us became accustomed to before we had this kind of autonomy? As it turns out, it’s more than possible–and we’ve got a few tips. Via The Learning Factor
The Learning Factor's curator insight,
March 18, 2018 6:02 PM
It can be harder to stay productive when you work your own hours, so it’s up to you to set boundaries that allow you to do your best work.
Scoop.it!
Flexible jobs, or jobs that can be done remotely, are very common today. A recent Gallup survey found that 43% of American employees spend at least some time working remotely.
The nearly half of jobs that can be done remote is no surprise to anyone who has been paying attention, as technology has paved the way for workers to unplug or become location independent. It’s the same reason why millennials are keen to become digital nomads and travel while they work.
Employers benefit by having remote employees because their productivity spikes without distractions provided by an office environment. Further, a FlexJobs report found that 82% of millennials said they are more loyal to their employer if they have flexible work options. Via The Learning Factor
Peter Miller's comment,
June 16, 2017 12:47 AM
I consider Work from home the best... Because I follow Just one Rue " PRODUCTIVITY OVER PRESENCE"
rodrick rajive lal's curator insight,
June 29, 2017 1:53 AM
Work from home and Flexi-timings are some of the cliched terms that some of the more upcoming and progressive corporates are coming up with. The fact is that the typical ten to five shift might not, after all, be most productive timings. Schools too need to explore the concept of Flexi-timings in order to boost productivity. The ultimate goal of every corporate organization should be productivity, and as long as goals are being met, it should be OK if the employee works from home three or four times in a week. 
Jerry Busone's curator insight,
June 30, 2017 7:46 AM
Pay attention... want to engage and impact your new workforce ... have flexibility in the work environment |
Scoop.it!
"The standard pay and benefit offerings by employers are less desired by employees. With the changes to the work environment, here's what employees want ..." Via Leona Ungerer
Scoop.it!
"Nine (9) agile leader qualities are listed and explained as a leader / culture toolkit for sustainable leadership practices as well as a checklist." Along with Drucker's "there's no such thing as leadership" article that is getting some attention, this list is also useful for followers, staffers and for examining culture and values. In my own experience with leader competencies, flexibility and adaptability is key to being ABLE to change, the core of sustainability. ~ Deb Excerpts: Elaine Rumboll suggests: The first in the list, Adaptability (Flexibility) is defined to: Read the full article here. Read further on in this newletter about dealing with a VUCA world, once that is Volatile, Uncertain, Complex and Ambiguous Via Deb Nystrom, REVELN, Mark E. Deschaine, PhD
Scoop.it!
From
hbr
Corporations across the globe are increasing their use of external talent. In the U.S. alone, companies are engaging roughly 6.4 million independent contractors, freelancers, and other types of contingent workers. They’re doing this because hiring independent workers on a contingent basis increases business flexibility and agility, provides access to hard-to-hire specialized talent, and potentially reduces costs.
Because of these benefits, contingent or contract-based external talent already makes up about one-third of the average large corporation’s total workforce. This percentage is expected to grow in the coming years. Via The Learning Factor
Ricard Lloria's insight:
As the use of external talent increases, so does the need for more efficient ways to find, hire, and manage contingent workers as well as integrate them into the company’s full-time employees and teams.
EnterprisIO's curator insight,
March 30, 2016 8:55 AM
As the use of external talent increases, so does the need for more efficient ways to find, hire, and manage contingent workers as well as integrate them into the company’s full-time employees and teams. 
mytalentbook ltd.'s curator insight,
March 30, 2016 11:17 AM
As the use of external talent increases, so does the need for more efficient ways to find, hire, and manage contingent workers as well as integrate them into the company’s full-time employees and teams. 
Terence R. Egan's curator insight,
March 31, 2016 1:01 AM
As the use of external talent increases, so does the need for more efficient ways to find, hire, and manage contingent workers as well as integrate them into the company’s full-time employees and teams. |
