HRO Today March 2017 - 46

Workforce Management
When instituting flexible schedules, best practices
dictate that it should be part of a formal policy, and
that policy needs to include training for employees
on how to be successful working outside normal
timetables. Clear communication at the outset about
expectations, productivity targets, and hours worked
will reduce headaches down the road. And it is not just
the employees who will need to adjust. Having a formal
policy in place can help managers prepare to effectively
plan and set clear expectations.
Remember that any policy that feels unfair can backfire
and lead to decreased morale. When writing a policy,
use past experiences with onboarding to indicate how
quickly people can become proficient with their work
and how quickly they engage with company culture.
If an organization is just rolling out a new policy, start
slowly. For example, test it with a small group or for
a specific period of time. To avoid any backfire, be
open and honest with employees that this is a test
and will probably iterate on the program. This trial
period enables organizations to work the kinks out of
the system, track productivity, and acquire the right
technology to make a successful program. Cloud-based
software-as-a-service (SaaS) technology, such as Slack,
Asana and file-sharing software such as Google Docs or
an enterprise version of Dropbox or Box, is particularly
suitable for flexible work arrangements, because it
is easy to use, can be used on a mobile device and is
location-independent.
What Determines
Employee Engagement?
An engaged employee feels like work and life mesh
harmoniously, and their motivation in work stems
from more than the size of a paycheck. Employees
want to feel like their work serves more than the
bottom line. A well-defined company culture can help
feed and nurture that sense of purpose. This includes
what the company says about itself-including its
stated mission and values-and how well it follows
through on creating that. An organization that
encourages open communication and trust, both
in the office and through flexible scheduling, can
nurture a positive culture and engagement effectively.
Improving Culture
For many companies, their workforce is their greatest
asset. With the competition for great talent getting
steeper, improving company culture is essential. In fact,
according to research from LinkedIn, most job seekers
think culture is among one of the most important things
to consider when looking for work.
When implementing flexible scheduling, organizations
need to understand exactly how the changes will impact
company culture. Assessing the situation before making
changes allows a company to pinpoint a baseline for culture
and engagement. Future data can then be weighed against
this to help determine the exact effect of any changes that
are introduced. People analytics can provide the results an
organization needs in order to evaluate if a new initiative
should be tweaked, expanded or scrapped altogether.
Flexing Means Thriving
45%
of workers in organizations with the
least flexibility are planning to leave
within two years.
Source: Deloitte
From attracting and retaining talent to improving
company culture, more flexibility means happier
employees. In a competitive marketplace where
satisfaction with work requires more than higher
pay, organizations that get on board will thrive. Until
organizations start offering the perks that more workers
demand, they will struggle to attract the best and
brightest people that are central to growth, progress and
success.
Greg Besner is founder and CEO of CultureIQ.
MARCH 2017 | www.hrotoday.com
[47]
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HRO Today March 2017

Table of Contents for the Digital Edition of HRO Today March 2017

HRO Today March 2017 - 1
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