Flexible working is all the rage recently and for good reason. It can keep employees happier and more productive. An employer being flexible also helps people of many circumstances join or remain in the workforce. What’s not to love?
While there’s a lot to like, a business introducing flexi hours into the workplace can backfire tremendously if they’re not prepared.
Here are eight things to consider before taking your company down this route.
1. Figure Out Whether Your Team and Employees are Ready For What Flexwork Entails
It’s not always the case that flexible work arrangements are for everyone.
The problems associated with self-management, job induction periods and sensitive information processing are a few of the good reasons why you may still need staff to actually come to work.
Carefully consider whether employees interested in flexwork have demonstrated the work habits and skills to make it a success.
You also need to think about the affect individuals becoming flexible workers will have on the rest of your workforce and how they will operate.
2. Trial the Idea
Before making any solid decision to move ahead with your flexible working plans, have a test run. Make sure everyone on your team, not just those participating in flexwork, know how everything should work.
It is often sensible to make small changes gradually. Start by trialing flexible part time jobs, says https://capabilityjane.com/, with one or two departments or teams for a short period of time like a month or a week.
3. Create a Strategy and Policy for Flexible Working
You need to make clear exactly what flexible working is for your company and what it’s not. Establish the strategy and rules and make sure everyone understands them.
You also need to set out who flexwork is for and why they are open to it, as well as the arrangements that can be offered and the process and structure involved in the implementation of them.
4. Train Your Management and Those in Charge
This will enable them to lead your flexi workers. Managers often have a, some would say justifiable, concern that they won’t be able to maintain control over staff if they are not there in front of them at their desks.
Help and encourage them to adopt a new management style with a focus on coaching, being as available as possible on different methods of communications such as instant messaging, email and the phone.
Also, encourage them to schedule regular meetings with their team, whether they are face to face arrangements or over the phone, as this will prevent individuals feeling left out.
5. Ensure All of the Team Agrees
Make your staff aware of the changes and that they know the right channels of communication. It is important that everyone on each team and across your company knows how flexwork will actually work and the rules involved.
It’s also important that everyone knows how they can connect with employees, particularly those out of the office, and the best methods of communication to use.
6. Create Performance KPIs and Track Them
It is important to have performance KPIs set out for your flexible workers.
But you first need to determine the metrics you are going to use to track their performance and productivity. Not even just the flexwork staff, but the team as a whole too.
It’s vital that you ensure that your whole team are aware of the new job descriptions, duties, expectations and targets.
7. Give Team Members Memberships in Flexible Work Spaces
You can make use of coworking spaces (benefits here), workspace-as-a-service, satellite offices, business hubs and shared office spaces as a way of providing your flexible workers professional areas to work in that are close to their home.
8. Make the Necessary Security aArrangements
One crucial aspect of flexible working and making it a success is ensuring that connections and tools your staff need to use work seamlessly and that their working environments are suitable, in terms of both productivity and cyber security.
It’s important to keep in mind that one of the biggest advantages of flexwork is a happier workplace and company where your staff feel better in themselves.
This can be measured by whether there has been an increase in the productivity. That’s why having strategies in place are so vital for worker satisfaction, retention and success.
So, if you are interested in creating a healthier, more proactive, successful and above all else, happier team of employees, it could be that a flexible working initiative could be just what you need. As an additional bonus, it could save you some money in the long run too.
For more information, check out https://www.thebalancecareers.com/advantages-and-disadvantages-of-flexible-work-schedules-1917964.