client meeting to another. How much is gained versus what is lost in the process We are often told that organisations need to be increasingly agile especially in what is described as the VUCA (volatile, uncertain, complex and ambiguous) environment in which we operate today. One of the ways in which many companies have responded is by introducing flexible working. This can have many dimensions, perhaps not as extreme as the Potato example, but that include contract flexibility (i.e. annual hours or specific time only contracts), time flexibility (i.e. no or limited core hours with staff able to flex their time during a day or week), and location flexibility (i.e. the ability to work in a range of locations both within the organisations buildings and beyond). Technology also plays a big part. The mobile revolution, smartphones and devices have enabled this “anywhere, anytime” working pattern. And facilities like video conferencing, teleconferencing and telepresence are more commonplace now. That said, when considering flexible working all organisations need to think through the approach and both the upsides and downsides and ensure that the practices and contracts you put in place will work. I recently heard of another organisation that implemented a working from home policy. In all their contracts employees were based from home and staff were paid expenses to either travel into the offices around the country or to customer sites and so on. Unfortunately, the company then put a ban on travel and employees were unable to leave home, unless they paid for the travel themselves, which is a ridiculous scenario. The latest “Thames Valley Business Barometer”, a six-monthly survey that measures economic confidence in the region, also had a focus on flexible working. DAV was involved in the survey as a panel member. Of the 100+ companies surveyed, 75 per cent have a flexible working policy in place, while a quarter dont and are not looking to implement one. This is probably because they either run shift patterns or are so customer focused that it would be very hard to implement. In terms of barriers to flexible working the frequent ones cited were around trust, culture, evaluating productivity and being able to cover core hours, all of which resonates with me. For the virtual team model to work I believe there has to be an enormous amount of trust between both parties. The deliverable, or how you rate performance, needs to be focused on outcomes rather than time spent at desk. And of course regular, anecdotal or formal feedback loops between employees and employer need to be factored in and, where possible, relevant inputs from clients. Flexible working offers a lot of upsides such as improvements to staff retention. It can also make the organisation more attractive from a recruitment perspective and it can increase productivity. The downsides, however, are around management and control, maintaining culture, ensuring you have the right processes, controls and contracts in place and that you have thought through how staff will be motivated and, perhaps most importantly, whether the new environment is conducive to collaboration a critical factor in the innovation process that sets market leading businesses apart. Theres no doubt that the world of work is radically changing and finding ways to keep the productivity, synergy and enthusiasm of the team together will need to be looked at in different ways. The challenge for many organisations will be around things like, how to replace those water cooler moments, when the ebb and flow of the days happenings are chatted through in a relaxed and informal setting, but above all it’s how to maintain those levels of trust between all parties. These things are so much harder but not impossible to replicate with a virtual team and does need to be considered thoroughly as we move into new mobile working patterns of the future. Andrew Moore is COO at DAV Management.
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