Wandering Workers
Micromanagers and perfectionists take note: Flexitime is becoming a very real feature of the South African workforce as advances in technology, traffic and the costs of using highways force employers to look at options other than the nine to five timeslot for their employees.
“There’s substantial evidence that flexitime actually increases employees’ productivity,” says Tine Erasmus, GM of Network Finance. However, Erasmus says in all spheres of management effective leadership is crucial. “People leave managers, not companies.” So managers need to know how to manage flexi personnel effectively.
The Industrial Development Corporation’s report Worldwide Mobile Worker Population 2009-2013 Forecast showed that more than a third of the world’s workforce will be mobile by 2013. This means that managers need to figure out how to manage employees without being able to contact them face-to-face. Regus South Africa, a workspace provider, suggests the following to help managers better manage their dispersed workforce:
• Develop a plan: Create a vision for your new workplace initiative that incorporates objectives and benefits to the individual, the team and the company.
• Establish goals: Implement a results based management programme that will allow managers to set and measure goals and objectives for their virtual workforce easily. For example, once a week the employee needs to submit a progress report.
• Understand the nature of the employee’s work: Know the nature of the work employees are engaged in. Is it highly structured or unstructured? What levels of interaction are required? Who do they need to collaborate with? Are they working independently?
• Maintain regular communication: Lead by example by scheduling regular meetings using the mode of communication optimal for the task. For example, audio conferencing for general business updates, video conferencing for introducing new products or processes and in-person meetings for training or business planning.
• Offer remote employees professional workplaces: Offer those employees working remotely or from home access to a professional workplace when they need it. Workers need to be assured they can access professional services and support when required. Provide remote or home-based employees with access to professional collaboration that can be utilised on an “as needed” basis. Whether meeting colleagues or clients, or working on a special project, workers need a professional location where they can come together.
• Keep your corporate culture: Encourage corporate camaraderie by creating opportunities for your employees to socialise formally and informally, as well as form networks with other professionals. Such connections can reinforce your corporate culture and identity.
• Encourage feedback: Empathise with employees and listen to their concerns regarding working remotely to help secure their buy-in. Employee input could help improve the execution of the virtual working programme.
Copy courtesy of Finweek. Call 086 010 3911 to subscribe.
Story by Leani Wessels
