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 ...in a flexible workplace
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   The Flexible Workplace   |  Telework   |   Teams, Meetings, & Retreats  |   Executive Coaching  |   Performance Management

What is a flexible workplace—really?

What is telework—really?

How do we ensure our company culture advances with, and benefits from, our work/life programs?

How do we improve our recruiting and retention—and our bottom line?

 

 

Q:  How do we ensure the company culture advances with, and benefits from, our work/life programs?

A:  Your flexible workplace needs to be systemic and holistic, not just programmatic.  This is accomplished by integrating the spirit, intent, and practice of the flex programs you choose for your employees into every part of the organization:

  • Leadership:  let your concern for your employees’ lives and needs, and your commitment to diversity and flexibility, be present and visible in your organization’s stated vision, goals, and values as an employer of choice. Recognize and reward senior management for encouraging and modeling the new policies and procedures: consider the strength of the message when a vice president chooses a flex time schedule in order to care for an aging relative; or when a director teleworks from New York 5 days a month in order to pursue an executive MBA.

  • Infrastructure:  Build clear, consistent policies.  Articulate and document forms and procedures to simplify startup, tracking, and reporting.  Create a support system for managers and employees to seek creative applications and resolve problems. Communicate successes inside and outside the organization.

  • Performance management:  When integral change is initiated within an organization, the front-line managers carry the greatest weight and responsibility for success.  Share with them the business imperative of a flexible workplace, and give them the training to understand fully and comfortably how to manage individuals and teams who are engaged in non-traditional work styles, such as compressed schedules or teleworking.  Guide and support their practices: in management for results, in superlative communications, and in peer support systems.

  • Reward and recognition:  as the old tenet goes -- what gets rewarded, gets repeated.  Measure and reward your managers’ success in leading teams and individuals who engage in flex programs while meeting or exceeding business goals and objectives.  If the only measure of success at year-end evaluation is in terms of business goals, there is no incentive to prioritize innovative workforce practices.

 

 
 

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The Flexible Workplace
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Frequently asked questions

What is a flexible workplace—really?
What is telework—really?
How do we ensure our company culture advances with, and benefits from, our work/life programs?
How do we improve our recruiting and retention—and our bottom line?