Flexible Workforce has seen a widespread popularity today. Technology and education have made people and company realize its importance and valuable benefits in achieving productivity. This presentation gives you insights about its need, benefits and tips to make it to your advantage.
Covid19 has affected many job lives.People are unable to go to the office for work. People are forced to work from home. Working from home is a new experience for most of the workers who work in the office. COVID has made the WFH culture a necessity. Work From Home is much more efficient in IT as the requirements are easier met. Physical meetings with clients and teams can be replaced with online via various platforms like Zoom, google meet, Microsoft teams. I started my new job at the beginning of lockdown when everybody was losing their job and being replaced. I find myself very lucky in that case. Although working remotely is not a new concept, many of us have never thought of working from home. When I was starting to work from home, I was wondering what employees experience with other people who are working from home.
Attitude Management, Importance of Attitude, What is Attitude, Winners Vs Losers, Factors that determine Attitude, Features of Attitude, Characteristics of Attitude, Functions of Attitude, Components of Attitude, Kinds of Attitude, Positive Attitude, Benefits of Positive Attitude, Negative Attitude, Consequences of Negative Attitude, Steps to Change Attitude, Attitude is Everything.
This was a presentation prepared by me for a seminar addressing around 100 people. Though some slides are self-explanatory, some are to be explained with discussions.
A brief description of Johari window and how it's used for analysing individual traits to make a better use of them for improving team communication and performance in an organization.
Covid19 has affected many job lives.People are unable to go to the office for work. People are forced to work from home. Working from home is a new experience for most of the workers who work in the office. COVID has made the WFH culture a necessity. Work From Home is much more efficient in IT as the requirements are easier met. Physical meetings with clients and teams can be replaced with online via various platforms like Zoom, google meet, Microsoft teams. I started my new job at the beginning of lockdown when everybody was losing their job and being replaced. I find myself very lucky in that case. Although working remotely is not a new concept, many of us have never thought of working from home. When I was starting to work from home, I was wondering what employees experience with other people who are working from home.
Attitude Management, Importance of Attitude, What is Attitude, Winners Vs Losers, Factors that determine Attitude, Features of Attitude, Characteristics of Attitude, Functions of Attitude, Components of Attitude, Kinds of Attitude, Positive Attitude, Benefits of Positive Attitude, Negative Attitude, Consequences of Negative Attitude, Steps to Change Attitude, Attitude is Everything.
This was a presentation prepared by me for a seminar addressing around 100 people. Though some slides are self-explanatory, some are to be explained with discussions.
A brief description of Johari window and how it's used for analysing individual traits to make a better use of them for improving team communication and performance in an organization.
Start with Why: Social Media Mindset for ProfessionalsChrissanne Long
Inspired by Simon Sinek's TEDX talk and subsequent book: "Start with Why: How Great Leaders Inspire Everyone to Take Action, this presentation serves to help businesses to establish a WHY before they engage in Social Media marketing efforts, before they focus on the HOW or the WHAT. Chrissanne Long believes everything starts with WHY, even Social Media. If businesses are struggling with Social Media, maybe it's because their WHY isn't strong enough!
It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
[Slideshare] Cracking The Leadership Influence CodeWorkforce Group
Everyone desires to be a great leader… People wish to be respected by their subordinates and colleagues, build trust and create value in their roles and across the organisation.
But how do you go about it? What codes do leaders need to crack to be successful?
The similarities between these leaders are not far-fetched. They cracked the Leadership Influence Code in their respective fields. They wore the shoes of their subordinates, colleagues and envisaged situations from their point of view or, as we put it, were in ‘their There’
As an aspiring leader, you need to know what influence is and, more importantly, how to gain it from others in pursuing a common goal – whether they be subordinates, people on the same level, or superiors. You need to crack the leadership influence code.
How do you crack this Leadership Influence Code and gain influence as a leader?
Over the last 17 years at Workforce Group, our leaders have worked with various leaders to help them decrypt the Leadership Influence Code. In this deck, we share the most effective strategies to successfully and consistently crack the leadership influence code.
As you prepare to take on greater leadership responsibilities, download this deck to learn how to influence your peers and create tremendous value that would have your name mentioned in conversations for years to come.
Visit workforcegroup.com to learn more
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
The Johari Window is a communication model that can be used to improve understanding between individuals.
For adventurous travel blog please visit http://wilsontom.blogspot.com/
Emotional Intelligence: is at the core of this process: This is about building self awareness and self belief in order to achieve your full potential and to be able to maximize your performance in all areas of your life.
Coaching generates Emotional Intelligence through an understanding of SELF.
Emotional awareness increases PEAK PERFORMANCE, which in turn increases bottom line profit.
The heart of great brand marketing is passionate, creative, hard-working people. If you feel the same way, these perspectives about supporting, coaching and developing your teams will add immediate, practical value to your playbook.
Aquent/AMA Webcast: Flexible Workforce Strategies to Improve Your Marketing T...Aquent
Two-thirds of marketers working 51 or more hours a week rate their work life as "extremely
stressful"—more than double the rate of those working 40 hours or less. Job dissatisfaction and turnover
significantly hurts the output and effectiveness of marketing teams. Leveraging a flexible workforce can
help alleviate these pains. In this webcast session presented by Eric Waldinger, SVP, Group Managing
Director of Aquent, you'll learn about findings from a new survey of global marketing teams and their use
of freelance talent and ad agencies.
Start with Why: Social Media Mindset for ProfessionalsChrissanne Long
Inspired by Simon Sinek's TEDX talk and subsequent book: "Start with Why: How Great Leaders Inspire Everyone to Take Action, this presentation serves to help businesses to establish a WHY before they engage in Social Media marketing efforts, before they focus on the HOW or the WHAT. Chrissanne Long believes everything starts with WHY, even Social Media. If businesses are struggling with Social Media, maybe it's because their WHY isn't strong enough!
It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
[Slideshare] Cracking The Leadership Influence CodeWorkforce Group
Everyone desires to be a great leader… People wish to be respected by their subordinates and colleagues, build trust and create value in their roles and across the organisation.
But how do you go about it? What codes do leaders need to crack to be successful?
The similarities between these leaders are not far-fetched. They cracked the Leadership Influence Code in their respective fields. They wore the shoes of their subordinates, colleagues and envisaged situations from their point of view or, as we put it, were in ‘their There’
As an aspiring leader, you need to know what influence is and, more importantly, how to gain it from others in pursuing a common goal – whether they be subordinates, people on the same level, or superiors. You need to crack the leadership influence code.
How do you crack this Leadership Influence Code and gain influence as a leader?
Over the last 17 years at Workforce Group, our leaders have worked with various leaders to help them decrypt the Leadership Influence Code. In this deck, we share the most effective strategies to successfully and consistently crack the leadership influence code.
As you prepare to take on greater leadership responsibilities, download this deck to learn how to influence your peers and create tremendous value that would have your name mentioned in conversations for years to come.
Visit workforcegroup.com to learn more
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
The Johari Window is a communication model that can be used to improve understanding between individuals.
For adventurous travel blog please visit http://wilsontom.blogspot.com/
Emotional Intelligence: is at the core of this process: This is about building self awareness and self belief in order to achieve your full potential and to be able to maximize your performance in all areas of your life.
Coaching generates Emotional Intelligence through an understanding of SELF.
Emotional awareness increases PEAK PERFORMANCE, which in turn increases bottom line profit.
The heart of great brand marketing is passionate, creative, hard-working people. If you feel the same way, these perspectives about supporting, coaching and developing your teams will add immediate, practical value to your playbook.
Aquent/AMA Webcast: Flexible Workforce Strategies to Improve Your Marketing T...Aquent
Two-thirds of marketers working 51 or more hours a week rate their work life as "extremely
stressful"—more than double the rate of those working 40 hours or less. Job dissatisfaction and turnover
significantly hurts the output and effectiveness of marketing teams. Leveraging a flexible workforce can
help alleviate these pains. In this webcast session presented by Eric Waldinger, SVP, Group Managing
Director of Aquent, you'll learn about findings from a new survey of global marketing teams and their use
of freelance talent and ad agencies.
DevOps: A Culture Transformation, More than TechnologyCA Technologies
DevOps is not a new technology or a product. It's an approach or culture of SW development that seeks stability and performance at the same time that it speeds software deliveries to the business. We will discuss this cultural shift where development teams have to accept the feedback of operations teams and the operations team should be ready to accept frequent updates to the SW that it's running.
To learn more about DevOps solutions from CA Technologies, please visit: http://bit.ly/1wbjjqX
Modern marketing organizational structure @kaykas - jascha kaykas-wolffJascha Kaykas-Wolff
Organizational design and restructuring is not new. But, with the requirement to create data-driven marketing organizations and support marketers who show bottom line results more emphasis is being placed on marketing leaders to structure their teams and business in a way that is agile and impactful.
Reflecting on this, and doing some additional research of my own, I was struck by the lack of published material describing how one might go about building a marketing organization that addresses business challenges happening right now and most importantly that can drive results right now.
Over the past several years as I’ve been fortunate to lead marketing organizations for enterprise and mid-market businesses. During this time I’ve developed an organizational playbook that can scale to virtually any size of business, is highly adaptable, and has a proven track record for success.
Enclosed is the core framework for what I believe is an ideal composition for the modern marketing organization. I’m looking forward to your feedback. - Jascha
HubSpot partnered with innovative executives from Forrester Research, Mindjet, Rue La La, Zendesk, Atlassian, and GitHub to bring you this look into modern-day marketing org structure. As inbound and digital change the way we market, we need to stay ahead in the way we organize our teams. In this report, each executive details their org chart and looks ahead to the future. You can also download each job description found in the report for your company to use!
Like it or not, workplaces continue to change significantly. If you are currently transforming your career or breaking back into the workforce, you might be wondering what to expect from today’s modern work environments. In this guide we take a look at how technology, recruitment, employment contracts, workspaces and work hours have all evolved and offer practical tips to help you embrace all that the modern workplace has to offer. For even more information and support on navigating today’s workplace, contact the USQ Career Development Team at Student Services to make use of their professional resources or to book a free appointment. It may take some getting used to, but there’s a lot to like in the modern workplace!
The Benefits of Remote Working: The Freedom of Working from AnywhereLucky Gods
Escape the cubicle, embrace the world! The Benefits of Remote Working: The Freedom of Working from Anywhere
Are you tired of commutes, office distractions, and feeling stuck in one place? Say hello to remote work, where freedom awaits! This powerful ebook unlocks the door to a flexible, fulfilling, and location-independent work life.
Discover the transformative benefits of remote work, including:
Greater work-life balance ⚖️
Enhanced productivity and focus
Reduced stress and anxiety
Cost savings and financial freedom
Opportunities to travel and explore ✈️
Improved personal well-being and happiness
This comprehensive guide is your roadmap to remote work success. Dive into:
Proven strategies for finding remote jobs and landing your dream role
Essential tools and technologies to stay connected and productive
Expert tips for maintaining work-life balance and overcoming challenges
Inspiring stories from successful remote workers around the globe
Whether you're a seasoned professional or a curious newcomer, this ebook is your key to unlocking the freedom and flexibility of remote work. Embrace the adventure and start crafting your work life on your own terms!
At Maintec, our virtual assistants are cross-trained by superiors on live projects before receiving a client’s project, to make sure we live up to the expectations and fulfill our commitment to excellence.
No doubt it is under strain, and like most businesses throughout the world, you are being challenged to adapt and pivot plans in response to unprecedented circumstances.
In the coming years, managing revenue cycle employees from their home might be a normal business practice for many healthcare providers. This report explains what telecommuting is and describes the pros and cons of allowing your revenue cycle employees to work from home.
Automattic’s Remote Work Framework: How to Reach Autonomous & Asynchronous Ni...Kashish Trivedi
What if I told you that the organization powering 35% of the internet’s websites is fully remote?
Automattic has a remote workforce based in 75 countries. You might be asking how such a successful business can be fully remote. That’s where Automattic’s remote framework guide sheds some light.
Many people underestimated the power of remote work – until the global pandemic forced everyone to stay indoors. Even then, many people still thought about the remote work model through the lens of “there’s a pandemic, so you need to work from home.”
Working from Home - Should You Offer It?Talent Point
Working from home is something many people are interested in. But is it a good idea to offer it to your tech teams? And do they even want it? We investigated.
THE EVOLUTION OF WORK: MAXIMIZING VIRTUAL WORKKelly Services
The Evolution of Work is an ebook series that will look at trends that are reshaping today’s workplace to help you understand how they will affect your work, how you secure
work, and ultimately, your career path.
A power point discussing the main points of Globalization. The advantages and disadvantages of working from home and ways in which to integrate working from home into your company.
Webinar on how to work remotely in construction with a focus on office staff and leadership. Register for the webinar here to watch it on demand: https://zoom.us/webinar/register/WN_0MVokf0LQKKZrT5hQAAW_A
Working remotely was a leading labor trend until reality came in, took it over, and turned conditional into absolute.
The luxury, the perk, the nice-to-have is now the norm. For many of us, this is the first time we’ve managed an entirely remote team. Here are the tips I have to offer so far.
By valuing deliverables, collaboration, and innovation through a focus on a shared work culture of Excellence from Anywhere, you can instill in your employees a focus on deliverables. The core idea is to get all of your workforce to pull together to achieve business outcomes: The location doesn’t matter.
Recruiting Without Boundaries – How Video Can Bridge the Distance Between You...BlueJeans Network
In a job seeker's market, many businesses find they need to look well outside of their local market to recruit the talent they need to succeed. This strategy puts HR teams under pressure to make meaningful connections with all potential hires and employees, near and far, while also keeping costs in check. High-quality videoconferencing is one solution—and this eBook outlines several ways the technology can make HR's job easier.
Is the future of work remote & where to find the best remote jobsTuring.com
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
For more info, head over to: http://turing.com/s/yB8zZu
Similar to Give a Damn about Flexible Workforce (20)
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
2. Worldwide Trends
Netflix is allowing its employees to take unlimited parental leaves.
Ted has majority of its people working from the comfort of their homes.
These companies are disruptive leaders in their respective industries.
So, what makes them take this decision on Flexible Workforce (FW) and allowing its
employees so much freedom?
The answer is simple: 9-5 timing is so passé.
3. Employees are no longer interested in working in
mundane routine.
Creativity and passion have become more than
just words.
Technology and smartphones have made it
possible for them to work from anywhere, so
what’s the need to come every day to office?
Majority of organizations have realized this issue
and are quickly adapting to give their people a
flexible environment.
Favorable to Flexible Workforce
4. Let’s take a look why flexible
workforce has become a NEED
today.
5. Technology
The biggest factor is of course technology.
Mobile has become the core of whatever we
do.
Improved internet infrastructure and so many
devices we are surrounded with, working daily
from office is really not a logical choice today.
Virtual collaboration tools enable the
companies and employees to connect quickly,
regardless of the location. It’s like a virtual
office.
6. Millennials are more aware
Millennials are highly educated and
technologically advanced.
So, they think they have a right to work from
home as long as they are delivering the project
allotted to them.
Everyone has smartphones at their fingertips
and laptop, tab or a desktop at their home.
This further reduces the need to come daily to
office.
7. Legislations
In 2014, UK govt. issued a flexible
workforce policy under which employees
can demand to work from home or at their
own comfort, provided they have
completed minimum 26 weeks in the
organization.
Of course, not every country has
formulated the same policy yet but you can
sense the seriousness of this topic in
business world.
8. Avoiding unnecessary travel
Not everyone’s office is close from their
residence.
Travelling at office hours in metro cities is a
stressful and tiring activity. Therefore,
employees think they can work more
productively by working from home and
utilizing their energy & focus better.
9. Social life matters
Philosophies and education have made
people realize that money is not the
primary essential to human happiness.
Today’s generation knows that a job is not
worth doing if you cannot take out time to
meet your friends & family and do things
you love.
10. Work-life balance?
It’s not one of those days when we used to
strive for work-life balance.
Employees are passionate about their job
and enjoy working even extra hours from
home when required.
They are not reluctant to be available 24x7
for the project. So, if they are available
round the clock, they expect to get the
reward for it.
11. Choice of employment
Employees give preference to companies
giving such flexibility.
They are even ready to compromise on
salary if they get this option.
12. Numbers don’t lie
Here are some good numbers eliciting the impact of flexible workforce
implementation in organizations:
13. Flexible Workforce is a way ahead
Online meetings and conferencing tools
have made it easier to meet with your team
from anywhere, eliminating the need to be
present physically every time.
In a nutshell, the concept of ‘Flexible
Workforce’ is not a future but the PRESENT.
15. Increased productivity
People are motivated when given the
freedom to work from anywhere.
To return the favor, they work with more
focus and give extra efforts to complete the
project with flying stars. Eventually,
increased productivity.
What else does the organization need?
16. Truly global hiring
Preferred work location? What’s that?
One of the best things about FW is that
employers no longer need to hire according
to the location as you can connect with them
daily, regardless of their region or a country.
This enables HR to hire a true talent and help
the company grow with their outstanding
contribution. A truly global world.
17. Reduced office cost and BYOD policies
Office cost is reduced to considerable
amount as employees are mostly working
from their home.
Many companies and startups have
formulated the BYOD policies to cut down
on the resources cost.
Even employees are cool with it as they
prefer to have their own laptop for work.
18. Happy and contributing employees
Today’s world is not just about working and
getting paid in monetary terms. Employees
want a job which makes them happy, like
stated in Maslow’s theory about human
needs.
Giving such freedom makes them feel their
company cares for their values and in turn
they contribute in every way they can.
19. Increased retention rate
Why would a person think about shifting his
job when he is happy doing what he loves
and from wherever he wants?
HR is also happy as the attrition rate
reduces and productivity flourishes.
20. Disadvantages
All the good and great has been told about Flexible
Workforce but at the end it’s the people who are
going to implement and utilize this concept. So, there
are going to be some issues and it’s not fully
avoidable.
Let’s see some of the disadvantages.
21. If not properly monitored, it can create
chaos and distrust
If company is not able to properly monitor
its employees virtually, there are often
differences and reporting problems in the
structure.
Sometimes, it is also possible that team
members and mangers don’t trust each
other on this accord.
It leads to chaos and affect the
organizational performance.
22. Security issues
Working from office is very much secure as
you can monitor your people from the
premises.
But, you really don’t have the control when
employees work from their home desktop
or smartphone.
The security in such cases might be
compromised if they don’t have an
optimum firewall settings.
23. Connectivity excuses from employees
These are very common.
When employees are enjoying with their
friends & families and don’t want to be
disturbed, they sometimes use the
connectivity excuses and can get away with
it, affecting the corporate communication
and reporting system.
24. However, all the dynamic changes
have a lot of problems in the initial
phases. If proper monitoring and
planning is set before hand, the fruits
of Flexible Workforce work wonders
for your organization.
25. Tips
Every challenge also presents an opportunity. Things change, so does
the employee state of mind.
All the company and employees have to do is make it a win-win
situation.
Here are some tips to make flexible workforce work to your advantage.
27. Devise a plan
FW is not a small time activity, it’s a
sustainable strategy.
So, draft the whole plan as to how it’s
going to work and what are the processes
and best practices related to it.
Well thought plans eliminate 99%
problems.
28. Select a good collaboration tool
Efficient virtual collaboration tools like that of StreamOn enable
companies to conduct online meetings and all sorts of
communication with its employees anytime and from any device.
Make sure you have one.
29. Hire trustworthy and accountable employees
Trust matters.
If you hire people who are credible and are
accountable in nature, they will always
work in the best interest of the company,
even when working from home.
Hence, hire such people who are high in
integrity and morale.
30. State the expectations before hand
Have a discussion with employees and be
clear about the reporting and every
important aspect about FW.
Little confusion remains when both the
parties are clear about their roles.
31. Explain security practices to employees
Company security is integral to business.
Explain the ‘Must have’ security tools in
employee devices to avoid the data
leakage and the best practices to keep the
confidential information secure.
32. Regular online and physical conversations
There is no such thing as forever working
from home. Make it a rule to conduct a
face to face meeting every 15-20 days.
This helps in better control and reporting.
Whenever needed, conduct online
meetings or conferences to pump up the
work and motivation.
33. Don’t ask them to work on weekends unless it’s
urgent
Situations arise when managers expect their
team members to work even on weekends
and holidays.
Weekends and holidays witness maximum
social activities.
Make sure you ask them to work only when
it’s urgent and do not do it often.
35. Select a good internet plan
Internet is the only medium which connects
you with your manager and company.
So, it’s essential that you have a good
internet plan.
Good means there is no buffering when
you attend online meetings, upload or
share heavy documents and video friendly
connection.
36. Always have a backup plan
It’s a good practice to have back up plans
when your broadband connection is lost.
In emergency, you can work through your
mobile.
That’s the idea of ‘always connected’.
37. Have regular communication with your boss
Every day in the morning, chat or email or
even online meet with your boss stating
what you’re going to do in the whole day.
Anyways, it’s your duty. Complete it.
38. Be transparent in your work
Company knows you will enjoy your life at
home.
They don’t have any issues with that as long
as you are delivering. So, be very
transparent in your work.
Even if you are travelling or meeting your
friends, inform your manager. As long as
the work status is complete, he won’t
disallow it.
39. Make a workstation at home
Don’t get too comfortable at your home.
Select a place from where you will work
most of the time.
It should be quiet and clean. If sunrays
reach there, nothing like it. Natural
inspiration always helps.
Once you start working from that place,
your mind automatically adapts to it as the
virtual office workstation. It works great for
your productivity.
40. Understand your most productive hours
Some people are early risers, some are
nocturnal. Suit yourself.
Observe and understand which your most
productive hours are.
No one works 24 hours. We are humans.
90% of your work gets completed only in
your productive hours.
41. Communicate with your team mates to enjoy the
work and avoid loneliness
Working remotely can sometimes be lonely.
You can start chats with your team mates to
improve communication. Casual chats
improve socialism.
Jokes in group chats, movies or match
discussions feel like you are a part of the
team and loneliness disappears.
42. Meet regularly to bond with each other
Make it a habit to meet your team and
manager regularly to fill the void that has
been generated through 15-20 days of
virtual reporting.
Also, many discussions and issues are not
solvable in online meetings. Face to face
meetings solve those.
43. Enjoy your passion and life
Not many people get to work from their
comfort place. If you have got the chance,
enjoy it.
Complete the project assigned to you. But,
while you do that, pursue your hobbies and
passion.
When you are happy, it shows in your
performance. That’s what your organization
wants.
It’s a vicious circle.
44. Summary
The world has witnessed fashion, fads, and trends. Some of these aspects
stick around and become the world changing phenomena. Flexible
workforce is one those phenomenon. Sooner or later, every company has
to embrace this fact. Sooner you embrace, better it is for you.
Flexible Workforce is a useful byproduct of technology. It is now possible
for everyone to work from anywhere. This is a true freedom to work. If
properly planned and managed, both organizations and its people can
achieve their objectives.
Happy Virtual Working!