Gone are the days when people were oblivious from the bliss of enjoying their jobs. The younger workforce, otherwise known as the millennials are cognizant of their employee rights and attach substantial importance to these factors. Unlike their ancestral counterparts, who spent their entire lives tied to a single job whether they liked it or not. These millennials leave the jobs they don't like and strive for a more flexible outlook.
That is why, these days, flexible and remote work has emerged as the new workplace norm. This flexible work arrangement benefits the employee and the employer alike. It promotes work-life balance, reduces stress and increases employee wellbeing. A satisfied workforce finds their work meaningful and puts their best effort to make sure that the organizational goals are achieved. Secondly, flexibility shows that the employer trusts the employees. As a result, employees improve their approach to work and put in more effort into completing their jobs effectively. Ultimately, organizational productivity and profitability improve.
Convinced enough? If not, let us tell you:
Now let's look at how flexibility contributes to improving the productivity of your organization. Flexibility has a lot to offer an organization, on macro as well as micro-level.
By adopting flexibility, you are in a position to attract and retain the best talent. As modern job seekers, prefer to work in organizations offering work flexibility. Additionally, there is a reason – flexibility – everyone wants to work for Google. And when you offer similar perks, your brand's name automatically appears on the list of up and coming organizations offering a modern work environment.
Flexible work arrangements such as telecommunicating and remote work give you access to employees from anywhere around the world. You can hire a highly talented employee without having to worry about relocating them and the associated costs.
Work flexibility significantly reduces employee turnover. It saves you all the money that you would otherwise spend on hiring and training new employees. Flexibility enables you to hire just the right employee suitable for doing the right job, therefore, increasing efficiency. Lastly, when employees work from locations outside the office it reduces your infrastructural expenses.
You will come across a number of studies verifying a positive correlation between work flexibility and higher organizational outcomes. And then, of course, there are those real-time examples of big and small organizations reaping the benefits of this magical arrangement. When you choose to implement work flexibility in your organization, you just can't decide one day and tell your workforce that you are free to follow flexible work options from tomorrow. Right? There are a lot of ifs and buts involved in reaching a decision, as well as executing it.
Does your organization really need work flexibility?
What jobs can reap most befits from flexibility?
What type of flexible arrangements can you offer?
How can you make the most out of a flexible work arrangement?
Is your workforce trained to adopt a flexible routine?
As complex as they may sound, there are simple ways to fathom these suspicions and reach an optimal solution for your organization.
Multiple elements constitute work flexibility: telecommuting, remote work, mobile work, flexible schedule, part-time work, etc. This doesn't mean you have to blindly opt for all the elements it entails. Pick the ones that match the nature of your organization's work and offer only relevant options. Secondly, not all jobs can benefit from work flexibility. It is perfectly normal to exempt those jobs and offer them other benefits.
The success of the flexible work arrangement largely depends on how well your managerial staff is trained to handle and communicate through flexible schedules. The managers play a key role in making flexible work a success. Encourage your managerial staff to be unbiased, respectful and understanding of their team with a goal-oriented mindset.
Staying connected with employees in flexible work arrangements is extremely crucial. Ensure that offsite employees are always included in all relevant office communication. So that they don't miss out on important updates and constantly feel a part of the system. Encourage in-office employees to use technology to make sure that off-site employees are a part of important meetings, training, and conferences.
Implementing flexible work is simply not an option unless you have a sound time management system for your aid. None of the above is useful if you don’t have a digital tool to control and monitor flexibility at the organizational scale. A manager sitting inside the office cannot oversee the work of an employee sitting in a far off location. These smart tools, however, are designed to watch and record employee work patterns, time spent on the work station, log work break drown, mark attendance, maintain communication, offer instant feedback, set reminders, and an unending list of other features. In short, a smart time management tool is your key to using work flexibility for increasing organizational productivity.