Email: Is flexible working effective for companies? (Malaysia)
Often, executives worry they’ll open Pandora’s box, set a dangerous precedent with flexibility. Companies that correctly design & implement flexibility policies, on the contrary, have much to gain.
Structure, support & clarity works. We can create clear guidelines on types of flexibility – remote work, reduced hours, asynchronous schedules, job sharing. Build a centralised process to ensure the system is equitable. Maybe, a calendar system for tracking when & where team members are working.
We can define what a hybrid culture means, determine efficient ways on how to maintain this culture in a virtual environment. It’s also important to take advantage of the days when teams are physically present in the office. As long as teams that are working a flexible schedule commit to regular online meetings & consistent communication, collaboration isn’t compromised. We can monitor projects, schedule virtual hours for feedback & informal co-operation.
Employees can be evaluated on the quality of their work, their ability to meet performance goals, rather than on time spent in the office. Training on how to be effective online helps. Perhaps, a silver lining of the pandemic will be that leaders will understand how flexibility benefits recruitment, retention, productivity, creativity, passion & profitability.