FLOW - Work re-defined, re-created, re-everythinged.

Today I am happy to share the kickoff article for a series around our exciting new concept of work at Spryker which, together with our Director People and Culture @EliseMueller, I will deep dive into every 1-2 weeks sharing more insights, reasoning and arguments about every piece of it. 

We call it FLOW which stands for Flexible - Life - Oryx - Work. Flow was designed based on our learnings, observations, ideas and team requirements over the last couple of years, accelerated and brought to the next level during the current pandemic. 

In our attempt to create a culture we all love and which enables us to deliver the best results of our lives, we embrace Outcome vs. Output (chapter 1) oriented work. 

But what does it actually mean, how can we achieve it, what do we have to abandon and what to double down on? A high degree of self accountability and trust is common for knowledgeable workers like us but the question was how the next generation of work shall look like, after we left the classic work approach (strict Life vs. Work separation) and Work 3.0. (f.e. Google integrating your Life into your Work the best possible way) behind us? How can a revolutionary integration of Work into Life (Work 4.0.) look like (chapter 2)?

Thinking it through, we will explain how our WFA - Work from anywhere and remote first model works (chapter 3), what impact it has on talent acquisition, retention, how to truly make it an EQUAL and not just an optional option, what to consider Legal and HR wise and how to make sure everyone is equipped for mobile work by f.e. paying home internet, furniture or Starbucks Wifi vouchers:) We will also discuss how we allow people to increase their living standards and/or decrease costs, allowing them to move out of cities, work from the beach or spend the summer in a house in Greece if they need or like to do so.

An interesting an often discussed aspect in that context is the role and look and feel of an office going further (chapter 4) and what role in plays in the context of a remote first and work from anywhere world, how it has to be equipped and what policies to apply, i think we cracked it and are happy to hear your thoughts for what is supposed to be rolled out in 2 months from now.

We will deep dive into how we rolled out flexible working hours (chapter 5) and what this means for productivity, culture, syncs and a growing international team while better responding to individual or teams needs and bio rhythms. Another aspect is how we are dropping vacation policies (chapter 6) and offering as many vacation days going forward as everyone individually needs or wants - no restrictions!

Last chapter (chapter 7) will be about the social aspect, how to create an inclusive, social vibrant, connected environment, which tools to use and what needs to be the company's role in that. 

Last but not least the series of posts is an invitation to discuss, hear feedback, exchange opinions and ideas around FLOW. We are eager to learn how do you embrace the current changes to work? 

Deep Dive Chapters to come next (every 1-2 weeks):

1. Outcome vs. Output oriented work
2. Integrating Work into Life vs. Life into Work
3. WFA - Work from anywhere
4. Office concept
5. Flexible Working hours
6. Unlimited vacation days
7. Social interaction