Setting "Employees First" Culture

Two interesting conversations today with women of different age groups tell me one thing in common – Flexibility & Autonomy will be key for retention as always.  Some organizations very beautifully structure it and play it safe with “complete degree of trust” and of course with due diligence.  The first one decided to part ways with her current organization after spending successful 3 years there.  Her physical presence at office was absolutely not of any progressive use and despite, her request was rejected.  She has a 1.5 year old baby with her ailing hubby.  The second one with average performance for about 2.5 years of experience and her submission was placed on the fact she had a baby with sleeping disorders and few other difficulties.  Surprisingly she is on “partial billability” portfolio in IT setup and her request to work flexible hours has been registered and approved.  They had informed her that the culture of the organization was to ensure equality to all and as part of employer brand building exercise, they value all their employees.  These two cases throw lot of thinking on the trust levels the organization lays on their employees in the name of standardization, equality, culture, trust and much more.  

 What is the issue ? Manyleaders who fear losing of control and breeding in a state of chaos in case of fostering a true flexible work environment are stifling innovation instead of endorsing it. But there are those organizations that are aiming at best fit to all their employees. Definitely there are few leaders who orientate work around the fact that there is a limit to the amount of creative work that one can get done in a day.  Data analytics has also proven that not many employees are productive beyond 5 to 6 hours in a day at office and hence their motto is ‘working more is never the answer’ — your focus should be on managing your energy to bring in productivity.  

The changing mindset of employees - Workplaces that bring together the optimum design of space supported by the right technological tools and business practices, definitely will become the choice destination. It is because of this reason, “Workations” concept  (a package of work and vacation) that has taken a good shape in Japan. So what is the expectation from employees?  They expect a figurative place where you can both give what you want and get what you need.What was once an aspiration for finding that perfect work-life balance has now become an aspiration for cultivating a colorful work-life integration. Sadly and truly many managers do hesitate to bring in this work culture in their work places.  They believe that when everybody shows up at work at the same time and leaves at the different time, somehow the world is better off.  When these managers expect “Innovation” every day from people,  how can they still stick to conventional model of working?  They completely miss the fact that human beings come to work -- not machines & by offering employment, no life is pledged to their Company.  

Placing faith on your employee - Human beings are brilliant, quirky, creative, resourceful and passionate -- and they come with entanglements. They come with obligations and commitments outside of work. They come with old parents, kids and animals. They come with physical differences and needs that smart employers are happy to accommodate. Every smart manager knows the benefit of smart working.  Then why do they hesitate? Few of them that emerged during my conversation are : -

1. They don't want to have to remember which employee works at what times on which days. We still boast of data and analytics during performance appraisal times especially when you want to rate down.

2. They don't want to have to answer to a higher-up boss when they are asked, "Where's <ABC>? Why isn't <She/he> here?" “Don’t expect your boss to tie the bell for you” attitude?

3. They are comfortable working with you only when there is face to face conversation and want to have complete hold on you,  time to time. May be this helps irregular and unscheduled meetings or conducting meetings after office hours?

4. They presume you have 1 / 2 weekly off and those days must be utilized for any emergency purposes of your personal planning. This is one of the biggest reasons many of the unemployed seek to look in flexible organizations that focus on pure productivity and not on such silly grounds

5. “Why should I offer it to you when I am denied the same benefit?” This shows the mindset of the manager and here comes the decision to continue or not for the employee

Only Flexible organizations bring loyal employees - Those people will know that brilliant and talented employees are not hanging around on every street corner.  Just trust your employees.  They will happily sign on to the flexible schedule because they understand that talented people are the only fuel that powers the business. They may bring better productivity than usual out of gratitude.  In today’s world, employees are not loyal to any organization due to this being one of the biggest factors as compared to past where employees joined and retired from same company, irrespective of difficulties and challenges the organization went through.  

The culture of the organization is in the hands of the managers - No one likes “rule book” beyond a point.  If such rigidity is still imposed, their guts whispers deep in their ears, as you lay such cards on the table – “Take a decision and be firm to go with it.  Listen to it -- it will never steer you wrong!”