My research has identified a few common types: But how you maintain that visibility depends on the type of flexibility you intend to implement, and so the first step in developing effective visibility practices is to determine which type of flex work will be the best fit for your organization. There’s More Than One Kind of FlexibilityĮnsuring productivity, achieving business objectives, and meeting the needs of your workforce all require visibility into your organization. These analyses have helped us better understand how teams are navigating and responding to the challenges of hybrid work - and identify the best practices that can benefit everyone. We’ve analyzed data on application usage, context switching, and other factors that can impact productivity from more than 50,000 employees over more than two years. To make flex work work, leaders may need to rethink what kinds of visibility their organizations need to succeed.Īs the head of the Productivity Lab at workforce analytics company ActivTrak, this is a question my team and I have spent a lot of time researching. In particular, flexible work arrangements can pose a challenge when it comes to measuring and tracking performance, as traditional approaches often rely on the assumption that the majority of work is conducted in person, during regular working hours.
#Informed visibility how to#
In response to this growing demand for flexible work, many organizations are embracing new ways of working - but it’s not always obvious how to give people the flexibility they want and need while still ensuring you achieve your business objectives.
#Informed visibility full#
According to a recent survey of more than 32,000 workers from 17 countries, nearly two thirds of today’s workforce would consider looking for a new job if they were required to return to the office full time.
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