How to Offer Flexibility in Your Workforce

How to Offer Flexibility in Your Workforce

Have you found that your employees are in a rut lately? A lack of productivity and motivation can often be due to burnout and little work-life balance, resulting in poor performance and downward spiraling company culture. In recent years, many companies have found that a flexible workforce is often the answer to combatting these problems; however, the implementation of an effective, flexible workforce model can sometimes be challenging.

Here are some core practices for how you can get started implementing flexibility among your team:

Establish a plan. 

Before offering any flexible work policies, it’s critical to establish a model that works best for your company’s operations and needs. This often requires multiple meetings with your leadership team to discuss what types of flexible options are feasible for your employees, as well as what policies and protocols will work best for your organization. Putting a solid plan in place that benefits your company’s bottom line, as well as improves your culture, will allow you to create a flexible workplace that’s aligned with your organizational goals.

Train managers and team leaders. 

One of the most important components of maintaining a flexible workforce lies in the successful training of your management team. Managing “flex” employees is very different from managing in-office employees, which means your managers must learn how to manage these workers through effective communication practices, advanced software tools, and regularly scheduled check-ins. For managers who are new to flexible workforce practices, this can be often present a major learning curve. Therefore, you’ll want to provide comprehensive training and oversight to your management team before fully implementing a flexible structure within your workforce.

Measure and evaluate success. 

Once you’ve executed your flexible workforce model, it’s important to measure its success regularly. You’ll want to consider the many factors that assess how your company has or has not benefitted from a remote workforce. For example, did your costs go down? Did you improve your recruiting efforts? Have you experienced less employee turnover?

Additionally, you’ll want to assess employee benefits. For instance, have your workers developed greater job satisfaction? Have they achieved a better work-life balance? Has there been increased productivity? All these factors combined come into play when evaluating the effectiveness of flexible workplace policies.

While not every company is cut out for a flexible workplace, there are many reasons to consider how it can transform your culture and business outcomes for the better. Taking the steps above will help you get this process on track and determine if a flexible workforce is the best fit for your organization at large.

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