Most businesses already understand the value of equipping staff with wireless technology as a means of increasing productivity outside of the office. However, without effective change management strategies, organizations may find that employees feel the pressure of a 24-hour work cycle, leading to reduced employee satisfaction.
It’s time for employers to embrace the flexible work option, according to a panel of experts at the TELUS Mobile Worker Roundtable on August 19 in Toronto.
“Business is increasingly complex and takes place within a global community,” said panelist Joel Ratekin, founder and president of Ratekin Consulting. “We’re at a point now where speed and innovation are a constant, not a plus, and our workforce is demanding flexibility in order to keep up. Also, our technology has arrived at the point to where it’s mature and safe and can enable mobility.”
However, if your organization is thinking of implementing a flexible work option, Ratekin suggests some serious change-management strategies be put in place, such as the following:
1. Treat work mobility as a business issue, as opposed to a cost issue, a technological advantage, or a HR benefit. Cost savings is a by-product.
2. Have the training tools in place and create face-to-face meeting opportunities in order to address those questions that will arise and need responding to immediately and in the right way.
3. Obtain senior-level advocacy. That’s a must.
Pam Aikman, director of community health at Vancouver Coastal Health, is a devotee to flexible work. Her nurses can now fill out forms electronically and off-site, allowing them to spend more time with their clients, which is where they’re needed most.
“For us it wasn’t about imposing it [flexible work options], it was more along the lines of ‘how do we support it?’” she said. “We had a lot of conversations and did a lot of listening to our employees, managers, and the union, and it’s very much a success.”
Dr. Dan Ondrack, HR/management professor at the Rotman School of Management, pointed out the “dark-side” flexible work option with three concerns:
1. The notion of “social notworking” with employees constantly on Face book or twittering.
2. The vulnerability of computer networks to hackers when used off-site.
3. The feeling of isolation that could develop by constantly working alone at home. However, the challenges in instituting flexible work programs—all of which can be overcome—are few, while the benefits are many, agreed Ondrack.
“Businesses can avoid downsizing and keep their talent by having flexible work options,” said Ondrack. And, in the current economic climate we’re in, that’s a definite plus.
Cindy Mark is editor of Working Well.
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