The new generation of FRESH GRADS places a high value on flexibility in starting a new job. But, that doesn’t mean they will not work hard or expect not to show up at the office. It means most fresh graduates or younger workers expect to have significant lives both in and outside of work and want to tie together with the flexibility that technology provides. A recent survey found that job seeker aged 18-24 rank workplace flexibility as their top priority in a job, placing it above even their payments and benefits. People who are searching for jobs aged between 25-34 years rank or give the flexibility more opportunities than older employees. It is not about that older workers aren’t interested in flexibility. In another survey, about 35% of those aged 50 or over included it as a key factor in their job hunt, but fresh grads or younger workers clearly value flexibility more highly than older people. This creates a challenge for many organizations and can be so great for hiring a good talent. How can a company provide a flexible, open workplace, while also having a productive and a busy place of work?
Here are 5 ways for how to make a productive and positive open workplace:
1. Accept Technologies.
We have fantastic access to technology that can make us work better, faster, and to be more productive, all at reasonably low cost. If you aren’t already, companies should provide in video conferencing, shared file folders, documents, and also direct communication such as chat capability or information sharing tools. More importantly, if you have these tools, you have to use them. Have the necessary training and systems in place so that, if a new technology is useful, people can understand and influence it to help with efficiency and efficacy and good results.
2. Trust your workers and have faith in them.
In the old workplace, hierarchies ruled everything and people were expected to finish on the hit of the clock. But now in the new workplace, results are valued over appearances. Any positive working relationship is based on trust. An environment of trust accept that both sides will be sheltered, and it conveys with it a hidden message that you have each other’s best advantages as a top priority. That is the reason workers can acknowledge objection and even outrage from a supervisor they trust. The workers know where it counts that the supervisor truly intends to offer assistance. Trust is a fascinating quality in light of the fact that, once it is lost, it is difficult to bring it back. If you’re committed place of work feels well treated and appreciated, this won’t be any problem. Most workers will work like adults. Not only that, they will be happier and healthier if given the right tools to do the job. Which brings me to the most important point.
3. Let The Vision Leads to The Mission.
If a company lacks a solid vision and mission, nothing else will go well no matter what you will do. But if workers are focused on a common, clear goal, they’ll be driven to do their jobs no matter where they’re sitting, or how they’re scheduling it.
4. Let Them Take Time-Off.
People don’t take advantage of the system because the majority of us need and want to work to prove that they are doing success for themselves and for the entire organization. We simply need to have the capacity to arrange time off as indicated by our life needs, and without distressing over whether we’ve gone over. Now that is the adaptability we can all understand.
5. Don’t Be Afraid to Ask about something.
It can be difficult to allow somebody to work from another area and truly accept they’re working. Yet, in a positive workplace, administrators should have a thought of what representatives are doing, and workers should have assumptions about what is required. If flexibility appears to affect the organisation in missed deadlines or missed projects, ask the employee about what happened and knows from him some information’s that you need and make sense of how to show signs of improvement measurements and estimations of their work. With that information, you’ll know for sure whether working distantly is the problem, or whether the employee just can’t meet expectations. We as a whole, we need a decent work-life balance in which we can exceed expectations in our vocations and furthermore have an existence outside of them. In the current working environment, the instruments are all there. We’ve quite recently got the chance to put them to use.
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