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New Flexible Work Policy? How to Get Your Team on Board

Even though your company plans on sticking with its brick-and-mortar roots, it wants to adopt a more modern way of conducting business. One of the ways it plans to achieve that is by adopting a flexible work policy in which staffers will have the ability to customize their workday based on the needs of the company, as well as their personal ones. But a new flexible work policy can take some getting used to. Here’s how to get your team on board—and thrive—with flexible work!

Disseminate clear, consistent information.

If your company has a long and rich history as a business that has operated with traditional offices, it may come as somewhat of a (very pleasant) surprise that your company is implementing work flexibility as part of its overall policy. Before your office-bound workers say sayonara to their desks and head towards their home offices, it’s important to explain why the company feels that flexible work will benefit not only the employees, but the organization as a whole. That’s why you should hold an all-staff meeting to talk about why your company feels a new flexible work policy makes sense at this point in the company’s history. Then, managers can set up individual meetings with employees to discuss the exact type of flexibility they’ll have.

Always offer training.

Particularly for managers who might be new to the concept of remote work, it’s critical to offer training. After all, the success of a new flexible work policy for the entire company—managers and employees alike—truly depends on how well-equipped managers are to handle the learning curve of having a flex program. So hold training sessions and be available to answer the many questions that are bound to come as issues arise. Opening the lines of communication, particularly in the first few weeks and months as everyone settles into their new remote roles, can help smooth over any potential problems and help edit the flex work policy to make it work for everyone.

Offer the best communications tools.

Let’s face it: flexible work only works when communication is clear, consistent, and constant. Even though there are a number of various communication tools out there (HipChat, Sococo, Yammer, Google Hangouts to name a few), it’s always a good idea to offer an assortment of tools to your staff. Why? Not everyone communicates in the same way, and although instant messaging might work for one person, another might swear by email. Do some digging to find the best communications tools, and hold training sessions so your employees can learn which ones suit their individual work styles best.

Having a flexible work policy is a total win/win for your company. Not only does it put you ahead of other organizations that don’t offer flex, but it will help you retain your talented staff (who might be looking for more flexible work options) and also attract new top-tier talent, too. Simply set yourself up for success by sharing strategies and company goals, training your staff, and giving them the tools for success.

 

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