Navigating The Now Normal with a Flexwork Framework

Flexwork is here to stay, let's unlock its true potential.

There are several ways of working: the standard nine-to-five approach, part-time work, seasonal jobs, alternative or shifting schedules, and the like. The COVID-19 pandemic has pushed forward and elevated one type of work arrangement. From trend to norm, we’ve come to know and most likely even experience a phenomenon called Flexwork, a work set-up that includes flexibility of place and/or time. A survey by Flexjobs shows that 65% of people working remotely want to continue doing so, and 58% would look for a new job if they have to return to the physical workspace. Because of this sentiment, more and more employers are setting up flexible working arrangements not only because COVID-19 remains a top concern but also because there are many advantages that Flexwork brings about. Because a big part of the decision making process is employee-centric, companies can expect the benefits of financial gains, productivity improvements, and employee engagement and retention, particularly when Flexwork is executed seamlessly and systematically. 

But before you decide to implement and make flexible work a part of your culture and operations, there are several factors that companies must take note of to ensure that the Flexwork is a fully defined and scaled process in order for it to be effective and to avoid the possible pitfalls along the way. Flexwork’s The Future of Work by Palo Alto Networks lists the following:

1. Location 

   
   

Though some businesses will still remain to operate physically, the landscape of the workplace is bound to change to more remote arrangements to meet the needs of the employees. In this case, it is important to prepare the employees for the change, but also to look at which parts of the business and departments can adapt and can benefit from this culture of work flexibility.

2. Development

   
   

Flexwork can accelerate the development of innovative employees especially when the systems of learning available to them are personalized to their someone’s position, the phase of his career, and his priorities. It’s important to build different learning programs and experiences for every employee that are also fitting to the times, i.e. virtual, because Flexwork inherently promotes and requires a degree of individualization and adaptation to the fast-changing landscape.

3. Leadership

   
   

This could be the most significant and crucial element in the Flexwork’s framework in a sense that managing or leading a team remotely is different than managing in-office employees. It is important for leaders to practice trust, to support the employees, to be a compassionate mentor, and to never micro-manage. Along with this, it’s important to implement different methods to manage people, but at the same time, important to measure leadership performance and effectiveness.

4. Performance and Productivity

   
   

Simply declaring that your company is offering Flexwork without planning and projecting is a recipe for disaster. Effective and consistent communication is essential for clarity of purpose. It helps for employees to also know and connect with the company’s vision, values, and strategy so everyone has common goals and principles to function and remain productive when it comes to the work they do or the tasks specifically assigned to them. In line with this, the leaders and management must create measures of productivity, set up regularly scheduled check-ins and ways to gather feedback and reviews to ensure employee satisfaction and performance.

5. Systems and Technology

   
   

The role of systems and technology in Flexwork is one filled with opportunities but also responsibilities. Not all platforms and softwares are created the same. Employers must seek to find the most optimal systems that will work for their own teams, and create programs to educate them, so they are able to use it productively and in a manner that sustains in-person relationships even outside of a physical office.

6. Culture

To create a successful Flexwork model, businesses must start with a vision that connects with the culture of the organization which every employee and leader aspires to. It should highlight, first and foremost, the employees’ well-being. This will lead to better work-life balance, inclusion, equity, effective communication, and productivity because everyone feels connected and empowered.

Interested in implementing flexwork to improve your organization's employee experience? Send us an email at [email protected] and we'll schedule a free consultation and/or workshop that will support your employee engagement initiatives!