What are the considerations to make a job “flexible”?
A number of factors must be satisfied before a job can be made flexible. Some of the questions you ask will include questions like
Can the job be done outside traditional work hours?
Will it meet customer needs and the organizations’s overall mission?
Does the person seeking flexibility need close supervision at work?
Is the employee self-motivated and a good performer?
These and other specific questions as relevant for the business must be discussed before deciding if a particular role can be made “flexible”. Besides, we must remember that this is not be a permanent arrangement and business factors could change and impact the “flexibility” of the position.
As a flexible worker do I get promoted and/or get critical assignments? Once you are out of sight, does it not mean out of mind as well?
While it is true that a flexible worker is unlikely to be in the visibility of his/her manager all the time, the person can maintain a visible presence by the quality and quantity of the work achieved. By meeting your targets and by keeping in touch with your managers and team members through the mail and telephone is good enough to keep yourself in everyone’s horizon when opportunities come by.
I fear I will not get good direction if my manager goes on an FWA?
If you think about it, your manager’s role is to set targets, guide and support you to achieve your goals. Your manager will continue to do the same even if he/she is on a FWA himself/herself. The only difference would be that your manager may not be physically present at your place of work but will be available for you on the phone or e-mail to support with your requirements if any. View your manager as a resource you can tap on when you need support and not as an overseer of all your activities. If you foresee any specific concerns, make sure you address it with your manager and jointly resolve it.
When some go on FWA, won’t others feel they will be forced to carry more work?
Explain to the team that the work load itself is not going to change in any significant manner but the way they will work would be different. Employees going on FWA will continue to deliver the requirements of the job in the same way but just that they would not be doing as the conventional full time job at office. The employee will still continue to be in regular touch with his team members and managers and attend all critical meetings. Manager should communicate this message to all team members and once they see results, the perception will change.
When employees are on FWA, how do we handle sudden unplanned work that may crop up?
Any business will have some amount of unplanned activity which cannot be wished away. That will continue even when FWAs are on. Employees need to be aware and be flexible and co-operate to tide over a special situation or emergency. Managers need to realize the fact that the employees are just a phone call or an email away and work can be delivered. However, it needs to be ensured that it does not happen on a regular basis.
How can we ensure fair evaluation of employees on FWA?
Defining clear work objectives and deliverables is the only way to ensure evaluation time is smooth for you and the team member. Emphasis should be on results achieved (both quality and quantity) against the targets set. Stay focused on the results achieved and not the hours worked believing that being out of sight does not mean that the person is not working.
|
