What are the benefits of a flexible work environment? How should managers and employees adapt to a culture of workplace flexibility?<\/p>\n\n\n\n
The opposite of a traditional workplace, a flexible organization embraces practices such as employee autonomy<\/a>, generous time off, and frequent adaptations. Since industries and markets are always changing, managers and employees should embrace flexibility to keep their companies relevant. <\/p>\n\n\n\n Keep reading to learn why a flexible work environment is necessary for some companies, and how you can manage one.<\/p>\n\n\n\n\n\n\n\n A flexible organization is one that gives employees control over when and where they work, depending on their responsibilities and circumstances. Additionally, flexible organizations can adapt to constantly changing conditions<\/strong>, says Aaron Dignan in Brave New Work<\/em><\/a>. This means that you can quickly get rid of processes that don\u2019t serve the organization and experiment with new ways of doing things to meet new challenges. <\/p>\n\n\n\n Flexible organizations allow people to problem-solve, rather than trying to predict and control every process from the top down. For example, if a weekly group meeting has become ineffective as a company has grown, the employees should have a simple way to get rid of the meeting and create new meetings as needed. This concept also applies to things like changing pay structures, budgets, and working roles.<\/p>\n\n\n\n Since the Covid-19 pandemic, companies have had to deal with uncertainty<\/a> and unexpected changes. Unfortunately, some companies<\/a> failed to adapt to the changing times because they weren\u2019t adequately prepared. Even if you\u2019re not preparing for a disaster<\/a> in the business world, our strategies will help you guide your employees through a flexible work environment that can benefit everyone.<\/p>\n\n\n\n To develop an intrinsically motivating, flexible work environment, you need to allow people to rekindle their autonomy. People who are given more freedom may be even more accountable <\/em>for their work, not less. You must give them the freedom to work at their own pace in their own time and trust that they\u2019ll get the best work done.<\/p>\n\n\n\n For best results, people need to have autonomy over four major dimensions of their work, says Daniel H. Pink\u2019s Drive<\/em><\/a>: the task<\/strong>, the time<\/strong>, the technique<\/strong>, and the team<\/strong>.<\/p>\n\n\n\n In traditional work environments, the entirety of what you work on is decided. Instead, people should enjoy some autonomy in choosing what they work on<\/strong>.<\/p>\n\n\n\n One common way to implement this is by giving 20% time to employees to work on any project they want<\/strong>. The only requirement is that the project should further the goals of the organization somehow.<\/p>\n\n\n\n Another way to give autonomy over tasks is by holding a FedEx day<\/strong>, where workers are given the freedom to work with a team on a project of their choice. The only restriction is that they must ship the project within a day<\/strong> (hence FedEx). These are also known as \u201chack days.\u201d<\/p>\n\n\n\n Many work environments require face time at the office during specific hours. Checking in late or leaving early are signs of negligence. Some workers are now expected to be available by text, email, or Slack around the clock. This leash crowds out personal time, reduces satisfaction, and increases turnover.<\/p>\n\n\n\n The antidote is a Results-Only Work Environment (ROWE)<\/strong>, where the focus is on the work itself rather than when they do it. Workers still need to meet goals and deadlines, but as long as they achieve their goals, they can work whenever and wherever they want<\/strong>.<\/p>\n\n\n\n Some work structures, like the legal billable hour, are so centered around the time that ROWE seems hard to implement. But some companies are moving toward flat-rate billing for projects, rather than a time-based fee.<\/p>\n\n\n\n Even when workers don’t have full autonomy over what they do, they can still enjoy autonomy over how <\/em>they do it. Work doesn\u2019t need to be micromanaged\u2014given goals to hit, people can figure out the best way to achieve them.<\/strong><\/p>\n\n\n\n Examples:<\/p>\n\n\n\n In most companies, you don\u2019t get a choice of whom you work with. But this can lead to especially frustrating scenarios when you can\u2019t stand certain teammates.<\/p>\n\n\n\n Some companies are experimenting with allowing people to choose their team:<\/p>\n\n\n\n With a highly motivated staff and a culture of candor<\/a> and accountability, Reed Hastings (No Rules Rules<\/em><\/a>) was able to give Netflix employees more autonomy to make big decisions that enforced a flexible work environment. It also enabled Hastings to implement another unconventional measure at Netflix: He abolished the vacation policy and the travel and expense approval process. These two decisions worked wonders for Netflix; they can do the same for your company.<\/p>\n\n\n\n Netflix neither allows vacation time nor tracks days off, giving employees more control to create a work-life balance<\/a>. This makes it easier to attract top talent and sends a message to employees that management trusts them. To prevent employees from taking too much<\/em> vacation, Hastings instructed managers to provide enough relevant information for employees to make good decisions\u2014for example, this may include telling employees that they can\u2019t take time off within two weeks of a deadline, or that no more than one team member can be out at a time. <\/p>\n\n\n\n On the other hand, to ensure that employees still took enough<\/em> vacations, he encouraged leadership at all levels to take big vacations, talk openly about them, and encourage employees to do the same.<\/p>\n\n\n\n Hastings also eliminated travel and expense approvals and instead made it Netflix\u2019s policy for employees to \u201cact in the company\u2019s best interest.\u201d For instance, it\u2019s in the company\u2019s best interest for an employee to stick to a modest budget for lodging, unless she\u2019s in an unusually expensive area and must pay up to afford a hotel that allows her a decent night of sleep before a presentation. This policy empowers employees to use their judgment, but it also requires managers to provide information about what\u2019s appropriate and inappropriate so that employees can make wise decisions. <\/p>\n\n\n\n To let employees know that their bosses could be monitoring their actions and thus discourage overspending and abuse, Netflix managers regularly check a sampling of expenses. Hastings also says it\u2019s important to reinforce the threat of getting caught by telling employees when someone is fired for overspending.<\/p>\n\n\n\n Although you\u2019ve given employees autonomy to work at their own pace, you must also stay in communication with them to ensure that everyone is comfortable with workplace flexibility. Managers who aren\u2019t communicating with their employees run the risk of ignoring underlying problems in productivity that could negatively affect the company\u2019s strategy. <\/p>\n\n\n\n Poor communication is at the root of many problems. Communication issues<\/a> can take many forms, according to The Oz Principle<\/em><\/a> by Roger Connors, Tom Smith, and Craig Hickman. If flexible work environments aren\u2019t set up correctly, people aren’t accessible to each other. Sometimes they don’t ask the right questions<\/a>, or they don’t really listen to what other people have to say. Key information doesn\u2019t get properly disseminated to everyone. <\/p>\n\n\n\n Problem<\/strong>: A communication failure can balloon into other issues when people within the company aren’t on the same page about their shared goals. This leads to a lack of focus and unity. And even if that lack of unity doesn’t cause immediate or obvious problems, it makes the team less effective and slows the company\u2019s growth.<\/p>\n\n\n\n Solution<\/strong>: Results are key to accountability\u2014and people can\u2019t be accountable if everyone’s looking for different results, or doesn’t know what the ideal results are at all. Confused or directionless employees aren\u2019t effective. It\u2019s on leaders to make sure everyone is on the same page and communicating clearly with each other. And it\u2019s on employees to speak up when they\u2019re confused and to take accountability for their own role in the organization. <\/p>\n\n\n\n Flexibility doesn\u2019t just apply to the employees\u2019 day-to-day routines. It also means the company has to constantly evolve with the ever-changing market. <\/p>\n\n\n\n Winning<\/em><\/a> by Jack Welch<\/a> claims that successful companies must know how to adapt to changing market conditions. Yet enacting change within a company can sometimes feel like an uphill battle\u2014employees are often resistant to change, and it can be costly and time-consuming. Welch gives three pieces of advice on how to adapt successfully.<\/p>\n\n\n\n Adapt purposefully<\/strong>: Because change is a necessary part of business, a common mistake companies make is to enact change without a clear direction in mind, jumping on the latest trend or trying to adapt in several ways at once. This can lead to a disorganized work environment in which time and money are wasted and employees don\u2019t buy into the new way of doing things.<\/p>\n\n\n\n But if you instead adapt thoughtfully, with a clear goal, things will go much more smoothly. To do this, Welch recommends backing your changes with as much data as possible. This will ensure that the changes are actually good for the business and will be implemented correctly. <\/p>\n\n\n\n Dismiss the obstructors<\/strong>: Though a purposeful and data-backed change will help sway the skeptics, there will always be employees who remain resistant. Welch says you have to get rid of the people who aren\u2019t on board with the change. Not only will they provide little value, but they\u2019ll also lower the morale and motivation of everyone else.<\/p>\n\n\n\n Search for opportunities everywhere<\/strong>: Sometimes, it\u2019s obvious what changes your company needs to make\u2014for example, buying out a struggling competitor for pennies on the dollar or transitioning to e-commerce with the rise of the internet. But Welch claims that to be a truly successful and adaptive company, you need to be constantly on the lookout for less obvious changes. This might mean staying up to date on the latest technologies or emerging industries. By staying ahead of the curve on potential changes your company can make, you ensure that you\u2019re one step ahead of the competition and, when a new market trend develops, you\u2019re not the last one to realize it. <\/p>\n\n\n\n Whether you\u2019re working from home or in an office space, it can be challenging to cope with a flexible work environment if you\u2019re used to a strict routine. Being in charge of your own work and schedule might make you feel isolated. <\/p>\n\n\n\n The best way to manage a flexible work environment is to set boundaries<\/a> between your work and your life so that you don\u2019t feel unfocused at work, or like you\u2019re on the clock when you\u2019ve finished your workday.<\/p>\n\n\n\n Here are some tips for working in an environment<\/a> that\u2019s constantly changing, and where employees have full control over their workday:<\/p>\n\n\n\n Flexibility certainly isn\u2019t for every company, but it\u2019s helpful for businesses that prioritize employee engagement<\/a> and want to show full trust in their workers. It might be a slow process getting everyone on board with this new incentive<\/a>, but over time, everyone will reap the benefits of a flexible work environment.<\/p>\n\n\n\n What\u2019s been your experience working in a flexible work environment? Let us know in the comments below!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" What are the benefits of a flexible work environment? How should managers and employees adapt to a culture of workplace flexibility? The opposite of a traditional workplace, a flexible organization embraces practices such as employee autonomy, generous time off, and frequent adaptations. Since industries and markets are always changing, managers and employees should embrace flexibility to keep their companies relevant. Keep reading to learn why a flexible work environment is necessary for some companies, and how you can manage one.<\/p>\n","protected":false},"author":14,"featured_media":111942,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[452],"class_list":["post-111912","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-guides","","tg-column-two"],"yoast_head":"\nWhat Is Workplace Flexibility?<\/strong><\/h2>\n\n\n\n
How to Promote Workplace Flexibility as a Business Manager<\/strong><\/h2>\n\n\n\n
1. Enforce Employee Autonomy<\/strong><\/h3>\n\n\n\n
Autonomy Over Tasks<\/strong><\/h4>\n\n\n\n
Autonomy Over Time<\/strong><\/h4>\n\n\n\n
Autonomy Over Technique<\/strong><\/h4>\n\n\n\n
\n
Autonomy Over Team<\/strong><\/h4>\n\n\n\n
\n
2. Let Employees Decide on Vacations and Expenses<\/strong><\/h3>\n\n\n\n
Eliminate the Vacation Policy<\/strong><\/h4>\n\n\n\n
Eliminate Travel and Expense Policies<\/strong><\/h4>\n\n\n\n
3. Stay in Communication With Employees<\/strong><\/h3>\n\n\n\n
4. Normalize a Constantly Adapting Culture<\/strong><\/h3>\n\n\n\n
How Employees Can Adapt to a Flexible Work Environment <\/strong><\/h2>\n\n\n\n
\n
Final Words<\/strong><\/h2>\n\n\n\n