Agile working is as much HOW people work as it is where and when they work, and this can be a ‘biggy’ when it comes to trusting that the job you need done actually gets done.
The move towards ‘activity based’ employment puts the emphasis on the actual work being done as opposed to the more traditional view of work being a ‘place’ we turn up at between the hours of 9-5 Monday through Friday. Whilst it may be the norm for trendy tech based millennial companies, it’s a huge cultural shift for many larger and more traditional organisations. Work becomes performance and results driven and so requires a whole new way of managing the workforce that can prove challenging at times.
A high level of trust is paramount in these new workplace relationships, as employees may not be present or visible in the office. Giving employees autonomy in their choice of where and when to work with the focus on performance removes the outmoded measures of success, such as number of working hours and levels of attendance – leading to greater staff empowerment.
Whilst the headings may vary, the Mindtools team summarise the management of ‘Activity Based’ or remote teams as follows:
- Choose the right team players
- Define your team purpose
- Develop strong team dynamics
- Give feedback and reward performance
- Promote team bonding
Seems pretty obvious and familiar doesn’t it. But your managers need to be trained and onboard with these changes, otherwise trust is unlikely to be given or developed – a key activity in the agile transition that is often overlooked. Let us know your thoughts?
Another short blog, but we really like them this way! Short and sweet!