Editor’s note: This is the second installment of a two-part series on workplace flexibility. To read part one, click here.
Organizations that successfully implement flexible work strategies don’t just give employees flexibility. They work to find the right flexibility that balances both employee and business needs.
Achieving and sustaining a culture of flexibility requires customization, and it will look slightly different for each organization. The following are some effective approaches to consider.
Be Agile and Adaptable
Needs and conditions change, so it’s important for leaders to accept that what has worked in the past may not necessarily work anymore. Instead of being bound by rigid structures, it’s often necessary to assess emerging situations and make real-time decisions. That has been the case as the demand for workplace flexibility has risen in recent years. The most effective people managers have made the appropriate adjustments for their teams based on changing employee and organizational needs.
Set clear expectations but leave room for flexibility in how they are met. For example, an expectation could be that attendance is required at key meetings. Flexibility around that expectation could be that meetings can be attended virtually when appropriate.
Be an Active Listener
Actively seek out and work to understand the needs, preferences, and concerns of the workforce. You’ll want to identify employee and business challenges, reduce barriers, and collaborate in decision-making. Listen with curiosity instead of judgment. Listening to consider others’ needs and perspectives can create alignment.
When employees make requests regarding workplace flexibility, managers should respond with empathy and curiosity. Helpful questions to ask might include, “What do you need from me?” or “How can I support you?” Challenge beliefs about what the organization can and cannot do. Challenge your assumptions about what kinds of flexibility workers want. You might be surprised to find that the flexibility desired often goes beyond remote work and flexible schedules.
Empower Managers, Employees
Give employees the autonomy to decide how, when, and where they work within boundaries set by the organization. And give people managers the authority to leverage team agility in meeting organizational goals. Focus on desired outcomes and let employees achieve them without micromanaging the means, so long as the means align with your organization’s values. Empowering employees creates a culture of trust, a key element of an engaged workforce.
Leaders can also empower the workforce from the top down through communication. If there are elements of flexibility that leadership is not willing to pursue, this should be communicated to avoid false expectations. Also, communicate to people managers how far their approval authority extends and when to escalate for higher approval.
Explore and Innovate
Seek out new ideas, approaches, and opportunities and identify areas of flexibility that can be implemented or enhanced. Preserve what works now but monitor trends to stay informed of changing needs. Leaders who stay informed won’t be surprised by the next major employment trend.
If you find a promising new flexibility program, pilot it with a small group of engaged employees. This lets you identify and correct any unforeseen issues before rolling a program out to everyone.
Like other programs or initiatives, implementing flexibility should align with your organizational strategy. Flexibility programs can support workforce planning by improving retention and diversity in hiring.
At Employers Council, we offer training courses that can help leaders develop the skills needed to implement a flexibility program and help with their workforce planning efforts. Here are some of those training opportunities:
Visit our training catalog to learn about additional options. If you have any questions or want to discuss how to implement workplace flexibility in your organization, please email Employers Council at info@employerscouncil.org.
Brandy Walker is a human resources consultant for Employers Council.