In today’s hyper-connected, always-on world, it’s getting harder for many people to disconnect from work. Long hours, early starts, working through lunch, being on-call, or catching up on emails late at night, many professionals are incredibly dedicated and hard-working. Commitments vary, so it’s not unreasonable that most employees are wanting and expecting increased workplace flexibility with their scheduling. Everyone varies with what they need with regards to working when, where, and how they can be most effective.

Increased Workplace Flexibility Equals Outstanding Results

By embracing change and technology, with the right culture, it’s possible to evolve the approach to scheduling. Gone are the days where everyone needs to work the same hours, tied to a desk or cubicle. Most people assume that workplace flexibility only refers to those employees who work from home. Increased workplace flexibility is also about letting employees have a voice in choosing when and how they work. With increased workplace flexibility offered, it’s possible to produce outstanding and superior results in a win-win culture.

Work-Life Integration

While it’s not the environment for everyone or type of role, many organizations could benefit from abandoning the concept of the traditional 9 to 5 workday. Shifting focus towards allowing employees to work from a location of their choosing, tied less traditional hours, can provide increased work-life integration possibilities. Flexible schedules, remote work-from-home opportunities, and fewer hours are all types of different scheduling options.

Benefits of Workplace
Flexibility

From the
employee perspective, significant benefits include:

• The improved ability to meet personal or family commitments easier
• Cut down the time spent commuting
• Working hours that best fit their energy cycles (not everyone is suited to work during certain hours)

Employers also benefit from offering
more flexible schedules, seeing some of the following advantages:

• Improved employee engagement
• Fewer absences and less turnover
• Enhanced productivity and customer
  satisfaction as happy employees often equals happy customers
• Perceived to be more attractive for
  top talent

Perception &
Trust Issues Are Stopping Workplace Flexibility

The ability to implement a more flexible workplace culture is difficult for some managers and organizations to implement. Concerned about maintaining productivity and performance, many leaders struggle with accepting that it doesn’t matter when and where most work is completed. Trust issues predominantly stop some leaders from allowing people to have increased flexibility. Many traditional managers are reluctant to provide flexibility with varied shifts or allowing remote work because of a lack of trust and perception issues. Are you really working or just doing laundry?

Lots of Workplace Flexibility Options

Starting the day working from home, and then transitioning in, or working remotely, there are plenty of options available for people to try to be more flexible. Unfortunately, concerning flexible workplace cultures, few companies equip their managers to handle unique schedules effectively. Despite this challenge, it doesn’t mean that workplace flexibility shouldn’t exist.

Top Talent Desire Workplace Flexibility

To achieve outstanding results, organizations that offer increased flexibility for their employees will win the war for talent. Employees who are given more freedom to choose how, when, and where they work tend to be more appreciative. When leaders provide flexibility to employees, maximum effort is often returned by top talent, who go above and beyond because they are more engaged.

Retain Top Talent

There’s also nothing worse than losing A-Players who consistently perform at a top-level outside of the organization. Life happens, and sometimes situations dictate that someone needs flexibility. Making your superstars happy is essential instead of sending them quickly to the exit. Also, people make all the difference in an organization as well. Companies can replicate your products or services, but they can never copy your most significant competitive advantage – your people. With the right flexible workplace culture, it’s easier to attract and retain the right people who can make a difference. Flexibility can reduce one of the critical factors in keeping someone happy instead of them being persuaded to chase slightly better compensation.

Implementing a Flexible
Workplace Culture

If you are interested in implementing a flexible workplace culture, here
are several pieces of advice to set your organization up for success.

Workplace Flexibility Isn’t …

Workplace flexibility isn’t about an organization saying, “Work
whenever you feel like it.” It’s not a blank cheque to do whatever someone
wants, as there need to be guidelines and clear expectations.

Position Everything as a Pilot

Without a formal program in place, many executives and senior leaders are hesitant to allow increased workplace flexibility. Anything you do needs to be positioned as a pilot, initially. A trial period where you test what works and reference lessons learned helps keep leadership feeling more comfortable.

Tweak and Adjust as Needed

Any effort to increase workplace flexibility positioned as a pilot provides you with the ability to tweak and adjust if needed. Sometimes it’s necessary to roll back a change, or blow up the approach, and try something else.

Can the Role Even Allow for Increased Flexibility?

Some roles might not be possible to be done remotely or at different times. Within each role, though, there could be opportunities to alter how specific responsibilities are accomplished. Perhaps there are parts of a position that could lend themselves to some flexibility.

Take a Hard Look at the Person

Some people require more structure and
can’t handle increased flexibility. It’s not for everyone. Higher-performing
employees who demonstrate both the right level of responsibility and proven
strength to self-manage, are the best candidates for initial consideration. If
performance slips, it’s easy to adjust since it’s an initial pilot anyways.

Lastly, Lead by Example

If leaders want their employees to be successful in an environment of increased workplace flexibility, they need to lead by example. Become empathetic for the remote experience by working from home. Adjust your schedule to accommodate personal appointments or align with your energy cycle. When employees see their leaders embracing change, it’s incredibly powerful in ensuring success. Don’t feel guilty having a life and other commitments outside of work. Doing so will help employees feel less anxious when it comes to leveraging working more flexibly. The importance of becoming more flexible will see an organization’s employees more productive, committed, and engaged. 

For a regular dose of advice, tips, and tricks from Evolving Management, follow us on our company LinkedIn page. You can also follow me or my podcast, The Chris Hanna Show on Twitter, Instagram, and LinkedIn or visit chrishanna.ca for more solutions. Let’s connect.