On today’s episode we are talking about how not adopting the latest trends in workforce flexibility might be killing your company.
Jones Loflin, an educator turned internationally recognized speaker and author, is known for his impactful books like “Always Growing” and “Juggling Elephants,” available in the US and 14+ countries. His work, including “Getting The Blue Ribbon” and “Getting to It,” offers practical strategies for personal and professional growth. Founder of Jones U, he provides online courses and coaching for self-paced learning. Previously the “Trainer of Trainers” for “Who Moved My Cheese?” Jones holds degrees from North Carolina State University and is a member of the National Speaker’s Association.
- Shift from Work-Life Balance to Work-Life Success: There has been a shift from the concept of work-life balance to work-life success. That balance implies a static state, whereas success entails being present in the moment and investing time where it is needed most.
- Accountability and Communication: Accountability is crucial in ensuring that work gets done efficiently, especially in environments with flexible policies like unlimited leave. Regular check-ins and effective listening by leaders foster a supportive and productive work culture.
- Adapting Leadership Styles: Leaders must adapt their management approach based on whether team members are working in-person or remotely. Effective leaders prioritize consistent communication, active listening, and understanding the needs of their team members.
- Flexibility in Work Arrangements: The trend towards flexible work arrangements, including remote work options, continues to grow. Successful organizations prioritize autonomy for their teams while also establishing clear guidelines and expectations for productivity and collaboration.
- Business Case for In-Office Time: Organizations should establish a clear business case for requiring employees to be in the office certain days of the week. By identifying specific times when in-person collaboration is necessary, companies can justify their policies and gain employee buy-in.
- Data-Driven Approach to Change: When considering changes to work policies, such as remote work options or leave policies, it’s essential to gather data through employee engagement surveys or assessments. Knee-jerk reactions can lead to unintended consequences, so it’s crucial to make informed decisions based on feedback from employees.
- Leadership Role in Addressing Burnout: By creating psychologically safe environments where employees feel comfortable discussing their challenges, leaders can help prevent burnout. Additionally, leading by example, demonstrating vulnerability, and acknowledging personal work preferences can foster understanding and support within the team.
Jones’ Top 3 Takeaways for the Audience:
- People go about getting work done differently. As much as possible, we need to respect that individual cadence instead of trying to put everyone into a box.
- Organizations must make the business case for whatever work policies they are going to put in place whether it be work life balance, remote work, flex scheduling, etc.
- People should be intentional about what they need from work. What are you trying to accomplish? We need to be consistently intentional about the decisions we make every day so when we are done with work, we are doing the things we really want to be doing.
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