4. How to develop adaptability at office.
To know how to adapt, it is necessary to follow certain changes or tips that are absolutely necessary to be able to adapt to changes, both at work and in the personal sphere. Here is a selection of some of them
Create a flexible working time policy
Once you have created your policy, share it with your employees. This sets out a clear process for how flexible working will be within the organisation. Share it across the business so that everyone knows what the options are.
Document flexible working terms
Store the terms of work agreed with individual employees. Use a cloud-based storage system to make them easy to access and review.
Guide your staff
Define the roles and responsibilities of employees, line managers and human resources to make your company’s flexible working initiative a success. Do employees need to commit to core hours? How should managers adapt?
Assess your manager’s support
Review the current level of support your managers have. Do they need more? A reluctance to support flexible working may be because managers fear they will have to pick up the work that the new flexible workers do not cover.
Communicate changes clearly
Don’t let gossip take over. Communicate clearly and consistently through all available and appropriate channels. Use company-wide briefings, posters in the break area … it’s not enough to leave it to emails.
Measure employee performance
Flexible working is best when employees are measured on output rather than hours. Make sure your performance appraisals, training and salaries are based on the value each employee brings to your organisation.
Listen to your people
Be aware of the company culture. Flexible working hours can improve your company culture, but only if you manage it well.
Take the time to listen to a representative group of employees to understand how the change in working hours affects them. If it negatively affects groups of people, what can you do to create a healthier and more complete work environment?
Flexibility is key
By testing flexible work patterns before committing to them, you give everyone a chance to try them on for size.
Then you can revise and adapt as you learn. Remember that what works in one department may not work in another, so be prepared to be … flexible.
Review the process
Establish a system to track and evaluate the introduction of flexible working hours. Retention, applicant numbers, engagement and productivity are a good place to start.
Either of these two attitudes is counterproductive, because it will not allow us to do what will help us to overcome change: to adapt to it.