Why organizations don’t want to accept flexible hours and remote working and why they really should (Chemistry@Work)
I always thought that employers are afraid of remote working, because their full time employees would work less. There’s no trust in self-organization and the fact that we cannot see what they are …
“How does organization need to change to adjust*?
- Award for resultsand not time spent in office. Make your office a hub, not a day-time prison. Give employees freedom to have flexible hours, be able to work remotely, as long as they keep up the results.
- Set realistic goals. The worst you can do it throw at employees more than they can handle in hope that they’ll do most of it. You think you’re ‘challenging’ them, when in fact you exhaust them of work that is never done and no free time to live. Give them incentive – if they do work faster, they can enjoy their free time.
- Rethink your promotion techniques.Keep your promises, if you want to throw more work at someone ‘to test’ – make sure it is time bound, agreed and followed upon.
- Redefine High-Potentials and High-Performersin your company. Not only people who spend nights at the office deserve promotions. In fact, while you’ll get more done on short-term by promoting overworked people, it’ll be a wrong message and a culture to promote.”
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