The COVID-19 pandemic has emphasized flexible work arrangements, particularly remote work. As various states ordered people to remain at their homes and only enabled essential businesses to continue operations in person, employers were forced to implement flexible work alternatives.
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However, many employers consider maintaining flexible work as a new standard even as people recover from periods of lockdowns. They’ve noticed how telecommuting and flexible work hours schedules can still offer the same level of productivity. This is more applied to creative companies and other high-value jobs.
Yet, if you’re a manager and have chosen to be more discreet about flexible work arrangements and not as formal policies, then know it can cause issues. For one, some of your employees may resent those given flexible work privileges, leading to a sense of inequality.
Thus, it’s vital to maintain an amenable working policy so that every team member within your company can enjoy such a work arrangement. Continue reading if you’re wondering how to start a flexible working policy for your company.
1. Implement Shared Office Spaces
One element that you should add to your flexible working policy is to allow shared office spaces. This type of office space is a commercial leased office in which employees from various teams or companies can do work in a neutrally shared location.
If you decide to allow your employees to work in this kind of office space, then it can offer flexibility. The owner of this type of flexible office enables you to rent more or fewer seats depending on your number of staff.
Other benefits of having a shared office space are:
- Quicker scalability
- Fully serviced facilities
- Creative collaboration and networking
- Modern spaces
- Ergonomic furniture
- Proximity to desired locations
The saving costs with shared offices is another benefit you can gain. This type of office is less costly compared to traditional ones. Thus, it’s ideal for small companies or start-ups.
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2. Apply Flexible Working Hours On Suitable Job Positions
Many employees want to work flexibly. However, not every job requires this kind of setup. So, you must examine all job roles whenever you create a flexible working policy.
To start, you can answer these two questions:
- Could your staff productively finish the same tasks with flexible hours?
- Is the job position customer-centric?
Customer-centric roles, such as healthcare, customer service, or retail, will have more challenges adapting to flexible work arrangements. Yet, you can allow your customer service employees to work at a flexible time with core hours.
That said, specific roles that aren’t ideal for flexible work hours can consist of warehouse workers and vehicle technicians. Luckily, marketing professionals, web developers, writers, and programmers can function adequately with flex hours without any trouble.
3. Consider Communication In Your Policy
Communication is a big challenge for those who want flexible work arrangements, especially regarding remote work. But this must be addressed as miscommunication results in isolation and unideal work performance.
You can improve communication by allowing your staff to show their location and status. For instance, you can advise them to update their statuses on your company’s communication application when they’re attending meetings, on leave, or away from the keyboard (AFK).
You must also provide precise details and instructions between business communication. Remember that two types of communication can happen in a work environment: synchronous and asynchronous.
Synchronous communication occurs in real-time, through phone calls, or video conferences. These meetings require immediate feedback or responses, allowing quick communication between employees. However, it can be difficult to schedule and can disrupt work if not managed properly.
On the other hand, asynchronous communication occurs over a long period, such as through email or messaging apps. This type of communication allows flexibility, as employees can respond when it’s convenient for them. It also allows for more thoughtful and thorough responses. However, it can lead to communication delays and complicate establishing a sense of urgency.
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4. Set Precise Goals And Objectives
Goals and objectives differ in their purpose, with goals providing a sense of direction and objectives serving as a means to measure progress in following that direction. While goals are broad statements of what needs to be accomplished, they do not outline specific tasks required to achieve them. In contrast, objectives detail the particular actions or activities necessary to reach a goal.
Setting precise goals and objectives can be incredibly helpful for your team working in a flexible environment. These goals and objectives can clarify expectations and ensure everyone is on the same page.
Clear goals and objectives also foster accountability. When employees know exactly what they need to accomplish, they are more likely to take ownership of their work and hold themselves accountable for their progress.
Even after the pandemic lockdowns, many companies maintained flexible work arrangements, mainly through remote work and flexible working hours. They decided so because they noticed their staff could still work productively in this setup.
If you choose to implement flexible work in your company, setting a policy is crucial. Applying these steps can offer better employee satisfaction and work-life balance. It will also improve their productivity, which can contribute to your business’s growth.