Manage Flexible Working With Ease

There is no denying it – the future of work is adaptable, flexible and requires considered use of technology.

If your digital workplace is underdeveloped it’s likely to offer a fragmented employee experience. Your people may feel disconnected and unsupported.

In a recent survey 54% of employees said they would consider leaving their job if they are not afforded some form of flexibility in where and when they work.  This partly explains the "great resignation" as workers began leaving their jobs at historic rates.


Flexible working doesn't 
need to feel stretching

Here Are 3 Ways I Can Help You Offer a Flexible Employee Experience

1. Deploy/Optimise Task Management Tools

If you are working flexibly then you’ll need a way to see what’s happening.  With the right tools and working practices you’ll know everyone’s progress without sending a single message.  Track outcomes and allow people to work where and when it suits.

Benefits & Features:

  • Live workflow visuals
  • 24 hour task tracking
  • Clear communication of priorities
  • Productivity metrics
  • Automatic flagging of late tasks
  • Organise communication by project or task
  • Integration with email and other apps

Breaking down and visualising work has also helped my clients offer more part time roles.

A Trello board
Tools range in sophistication, but even simple apps such as Trello (above) can show impeded work activities, priorities and assignees.

2. Develop Asynchronous Working Practices

Using technology to communicate from different places is now commonplace. Your next step might be to creatively use collaborative technology to communicate across time.

An example;
In my workshops I often use a digital whiteboard. After the meeting I leave the board open for people to answer question and write comments. Even if people miss the meeting, they can still read the thoughts of others and contribute.  It’s no longer necessary for people to contribute only during the workshop's duration, people can contribute at any time over several days – from anywhere.

A second example:

Working closely with a team of six people we outlined the work schedule for the next 2 weeks. The tasks were inputted into MS-Planner. A few days later a team member allocated an unassigned task to themselves and completed it during the night.  Logging in to the system the next morning this was immediately visible.  They later said “I just felt focussed and wanted something to do”.

With the right tools and processes it’s possible for people to undertake work without meetings or conversations.

If you are looking to offer a truly flexible work environment, you’ll want to introduce more asynchronous working practices.  I can show you how to apply technology creatively to achieve your flexible working needs. I’ll work closely with teams to develop a customised experience.

3. Supporting Inclusion and Flexibility

For an estimated 11 million people with care responsibilities or long-term health conditions, flexible working is not a highly desired job perk, it’s an essential requirement. Hence, a fundamental pillar of any inclusive organisation is the ability to offer flexible and remote work opportunities.

Utilising the right tools it’s easy to track team performance and provide oversight even when working across differences in time and geography.

In a previous role I have worked extensively with people who have long-term health conditions or disabilities. I creatively optimised the digital workspace (Office 365) to raise inclusion, productivity and financial performance.

A Scoping Workshop for Hybrid and Remote Teams
A Scoping Workshop for Hybrid and Remote Teams

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