Homeworking and life style shifts – what makes them work well?

Some people willingly offer the flexibility you are looking for, others won’t. If you are open extended hours, 6 or 7 days a week, and have quantified your volatility, then homeworking and lifestyle shift trade-offs are tools to evaluate carefully.

Let’s start with some essential principles – take a moment to read them in the box below. Diversity is key to managing volatility , as most operations have flexibility needs they can only fulfil by recruiting people with different life-styles and motivational models. To make this work, for people, we need to re-think some of the ways we work. With home-workers, weekend workers or part-timers, for example, you may need to change how you organise training, coaching and communication. You need to consider how you create teams and recruit team managers. You may need different approaches to reward or recognition. Automation of shift allocation and short-notice changes becomes vital if you develop very flexible options, such as with homeworkers or on call.

Read the full article.

First published in the 2014 Best Practice Guide Bridging the gap.


Take a look at these articles, videos and links
Arise Awards Case Study and Site Visit 2014: High performance homeworking at scale
Managing volatility: how much flexibility do we actually need?
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Sensée Awards Case Study 2013: Homeworking environment raises the bar on performance
The flexibility toolkit
Volatility and Flexiblity


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