Anywhere Working
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An introduction to Anywhere Working. The short presentation presented by Mary-Anne King during Anywhere Working Week 2013.
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Anywhere Working
- 2. agenda how to stay connected
- 4. 50% of workforce could work from home 67% of those would do so Source: The Telework Association CBI estimate £8bn p.a. Average commute time cost of congestion is 54 minutes TUC say £339M of time 25M people commute spent commuting daily by car
- 6. Anywhere Working is… Increase Increase collaboration productivity Reduce Attract carbon and retain footprint people Lower capital Reduce sick expenditure leave Technology Reduce Reduce travel & admin. costs training Reduce costs call charges
- 7. Source: London Chambers of Commerce, The Final Hurdle: securing a business legacy, Novem
- 8. Anywhere Working: “We believe work is something you do, not somewhere you go.”
- 10. Anywhere Working Myths • Flexible working is an employee benefit • It’s all about working from home • Teleworkers are shirkers • It’s not as productive as office working • Remote working is bad for teams • It’s not secure • It’s only for office workers • Only large organisations can consider it • It will cost the business to implement • Senior Executives would never allow it
- 11. UK Research findings – March 2013 70% Get more work done away from the office whilst 39% are more creative 90% say it doesn’t impact TRUST is biggest inhibitor (73%) collaborating with colleagues Technology far less of an issue (24%)
- 12. Technology trends impacting the way we work 1.2 billion smartphones by 82% of the world's online 50% of enterprise customers 2013, 350M of those population engages in are “on the road” to being used at work social networking cloud
- 13. Years to reach 50 million users… Radio Television Internet Facebook 38 years 13 years 4 years 100 million <9 months
- 15. Save Time Save Money Help the Environment Join the community: Upcoming event, March 18th 2013, national Anywhere Working roadshow, where you can: • Follow us on Twitter, @anywhere_work • Network with organisations working flexibly • Discover your cost savings, read the blog and • Hear from a series of experts find case studies - www.anywhereworking.org • Try technology supporting flexible working • Receive a free business advice guide
- 16. Applying what we learnt from the Olympics, if 1/3 of the nation embraced Anywhere Working 2 days a week, employers would see annual savings of: • £15.3bn increased productivity • £4.2bn real estate costs • £3.2bn reduced absenteeism …and employees would save £1.3bn in fuel. Source: The Telework Association National benefits • Save over £750m a year in imported oil • Reduce greenhouse gasses by 6.2 million metric tonnes • Remove the equivalent of 2.5 million cars from the roads • Prevent 28,000 traffic injuries and deaths a year • Save over £900m pa in accident related costs • Reduce road wear by 6 billion vehicle miles a year Source: The Telework Association
Editor's Notes
- The macro economy, environmental mandates, traffic congestion, rising fuel prices, demands for work-life balance and the need for companies to get closer to customers are all factors that are driving new working patterns. A more flexible approach to the way people work and the way organisations operate is leading to greater productivity and cost savings on office space, facilities and services. Also, staff members are more likely to enjoy improved job satisfaction, thus helping organisations in their eternal fight to attract and retain people. Whilst flexible working makes good business sense it can also be the sign of a forward thinking organisation which can be very attractive to potential employees when deciding where they wish to work. In some cases it is seen as a benefit and a sign that the organisation trusts it’s employees to do their best work where they chose.
- Coming together of people, place and technology/Anywhere Working represents a new way of working that goes beyond traditional flexible working and embraces new work styles. It is designed to encourage organisations to free their people to work in the ways which allow them to be most productive and measure them by outputs not inputs. Whether this is empowering them through innovative and flexible workplace design, or supporting them via a range of technologies and tools that help them to do their jobs more effectively.
- The success of Olympics 2012, where London coped with an influx of visitors by asking employers to move working hours or let staff work from home, was an endorsement that flexible working works. Also there is an abundant opportunity to make better use of our high-streets, empty shops, moribund pubs, libraries and other sites, reinventing them as ‘third spaces’ that let workers plug in, connect and collaborate.We were supposed to have gridlock:Over 62M journeys on London’s transport network during the OlympicsA record 4.57M tube journeys on 7th August35% changed travel behaviour on any given day82% of people surveyed thought transport network performed wellHow it worked:Re-time 46% worked flexibly to avoid peak hoursRe-mode 38% found other forms of travel such as cyclingRe-route 29% worked from other offices Reduce non-essential travel, 42% worked from homeThe Legacy:17% said they would continue working from other locations28% would continue to work flexible hours27% will continue to support working from homeTfL Partnership with Travel Operators, Businesses and Councils key to organisationBut…Majority of businesses don’t have a formal policy for teleworking34% of businesses experienced a decrease in sales51% saw no change in salesRetail and hospitality sector most affected“The greatest legacy is our Partnerships with business, travel operators and councils, to ensure the smooth running of commerce during The Games.”Peter Hendy CBECommissioner, Transport for London“Freight accounts for 25% of weekday traffic in central London…33% of deliveries were re-timed to night time during The Games.”Hugh BishamManaging Director Real Estate UKIN, DHL“Over 20% of our deliveries were made out of hours…noise was kept to a minimum and suppliers liked efficiency. We will grow the number of out-of-hours deliveries in future.”Henry BrosiExecutive Chef, The Dorchester“As a result of our flexible working plan during the Olympics, 47% of employees will likely work more flexibly in the future.”Nick EmeryRegional Head of Business Continuity, Citi
- When most people think about Flexible Working they think about working from home. In reality, whilst there are many good reasons for allowing employees the ability to work from home, there are more still who would benefit from the ability to work whilst on the move. The notion that works is something you do not a place you go. This opens up the opportunity to take advantage of the many transient hubs we find around us where meetings and work can be conducted. Flexibility of where you chose to carry out work leads to the biggest gains in personal productivity and wellbeing.
- To reiterate, flexible working mean is not synonymous with working from home?The concept of Anywhere Working is not to suggest that everyone works from home all of the time; quite the opposite in fact! Instead, we are joining forces to highlight ways in which people can work from whichever location they choose, in order to put them more in control and determine where and when they are most productive. This will be a variety of locations and times, depending on what needs doing and who workers are engaging with – colleagues, partners, customers or on their own. The thought of working from home all of the time could be quite a negative factor for some employees, just as some complain that working a rigid 9 – 5 structure from a single office can be unproductive, inefficient and restrictive to the realities of modern life. Instead, the fact that they can work from home – or the office, or a coffee shop, or a customer’s office, etc. – as and when appropriate, should give them the flexibility they need. It’s also worth noting that the tools and technology alone are not the answer. To truly embrace Anywhere Working, organisations must embark upon cultural change. The effective management of people is critical to making this work. Fundamentally, however, we believe that being productive absolutely involves time away from work so that when you are working, you are focused and being most effective. The blurring of our personal and professional lives has led to challenges in managing the balance; Anywhere Working can help to address those challenges to better deal with things like child care, disruptive events and travel requirements.
- According to a new study on flexible working commissioned by Microsoft, a massive 70 per cent of office workers say they can get ‘more done’ working away from the office and critically over one third (38 per cent) say they can be more creative when they are able to work flexibly. Despite this, the research commissioned for the Anywhere Working Consortium suggests that flexible working is being held back by cultural barriers related to trust, with employees concerned about how colleagues perceive them when not working in the office, and a feeling that flexible working is only about ‘working from home’.According to findings of the study, nearly three quarters (73 per cent) of the UK workforce believe there is a lack of trust within their organisation that remote workers will work ‘as hard’ as office-based staff. This was identified as the biggest barrier to anywhere working, with not having access to the right technology cited by just 24 per cent as an issue.To coincide with Anywhere Working Week the Ipsos MORI study of UK office workers revealed that when working away from the office, employees tend to overcompensate in order to quash colleague’s negative perceptions. Nearly half (47 per cent) make a conscious attempt to be extra visible by sending more emails and making more phone calls. Almost one in three (30 per cent) feel guilty about not being in the office, with nearly one in four (39 per cent) working longer hours to prove they are not ‘shirking from home’.Yet, despite these challenges, the benefits of flexible work-styles can bring to businesses are clearly understood. More than 9 out of 10 people surveyed (92 per cent) were unconcerned about being distracted or less productive when away from the office. A similar number, (90 per cent) stated working away from the office ‘makes no difference’ in terms of collaborating with colleagues.Similarly, the main drivers and motivators for anywhere working are focused around productivity and concentrating on getting work done, rather than reacting to travel issues, illness or company demands. Surprisingly, only 22 per cent cited childcare as the main reason for working away from the office. This challenges perceptions around the main reasons why employees tend to work away from the office and goes against many flexible working policies which promote flexible work-styles as a means of accommodating parent’s responsibilities. Dave Coplin, Chief Envisaging Officer at Microsoft comments: “People don’t need to be shackled to their desks to be productive or to collaborate with their colleagues. Work should be a thing you do not a place you go. Flexible working is more about choosing a location that best suits your requirements to get the job done. This can mean working from a variety of locations during the day, be that on the move, a shared knowledge hub, a coffee shop, a remote office or at home if need be.”Philip Ross, CEO of workplace consultancy, UnWork.com comments: “The research indicates that when people are away from the office, they may well be more productive but feel paranoid they are viewed as absent and so do their best to be as visible as possible. There is a risk that workers will prioritise presenteeism over effectiveness and this won’t be the right approach for them or the organisations that employ them. The conversation should be about the work we do and how and where we can be most productive. Arguing about which single location is best misses the point entirely.”The study was carried out in March 2013 by Ipsos MORI of a representative UK sample of 1,000 office workers. It was commissioned by Microsoft on behalf of the Anywhere Working Consortium. The second annual Anywhere Working Week will take place from March 18-22, and will involve a multi-city campaign to encourage businesses to review the way people work and to promote the benefits of flexible work-styles.
- We know that technology is at the centre of changing attitudes to what constitutes “the workplace.” Enabling technologies such as cloud-based services, the increasing number of Wi-Fi hotspots, the consumerisation of technology and the growing acceptance of bring-your-own-device schemes in offices means that the “place” where you can now work is both varied and numerous.
- Although there are certain disruptive events such as the London 2012 Olympic and Paralympic Games that act as a catalyst to behavioral change, we believe that the way businesses operate and measure performance is changing. The long-term goal of the initiative is to encourage a more permanent shift in the approach to work with an increase in the number of businesses and employees utilising (and benefiting from) anywhere working methods. Anywhere Working represents a new way of working that goes beyond traditional flexible working and embraces new work styles. It is designed to encourage organisations to free their people to work in the ways which allow them to be most productive and measure them by outputs not inputs. Whether this is empowering them through innovative and flexible workplace design, or supporting them via a range of technologies and tools that help them to do their jobs more effectively.