BAGAIMANA CARA MENGELOLA FLEXIBLE WORKING DI PERUSAHAAN - HERMAN CAHYADI GOJEK

Summary

The conversation explores the challenges and opportunities of implementing flexible working models in a company. It highlights the importance of trust and productivity in a flexible work environment, with a focus on results-oriented performance management. The discussion also touches on the need to tailor flexible working to specific roles, acknowledging that some jobs require more structured, process-oriented approaches, such as those in customer-facing or operational positions. It concludes by emphasizing the role of rewards and performance management strategies in successfully integrating flexibility into the workplace.

Takeaways

• 😀 The importance of flexible working is becoming increasingly evident in modern workplaces, requiring management's attention.
• 😀 There is a need for leaders to monitor employee performance even in flexible working environments, where direct supervision may be challenging.
• 😀 Trust is essential when implementing flexible working models, as managers need to believe employees are working productively even when not physically visible.
• 😀 A results-oriented performance management system is crucial when embracing flexible working, as opposed to a process-oriented approach.
• 😀 Measuring employee productivity in flexible work settings requires tools that focus on results rather than traditional methods of monitoring work hours and location.
• 😀 Flexible working is not feasible for all roles, especially those that are process-oriented or require direct interaction with customers, such as delivery services or customer-facing positions.
• 😀 When designing a flexible working system, it’s essential to consider which roles can operate remotely and which require a presence at the workplace.
• 😀 It’s important to align flexible working with performance management models, ensuring that performance is assessed based on output rather than just time spent working.
• 😀 Companies need to rethink traditional methods of performance measurement when moving to a flexible working environment, focusing more on the outcome rather than the process.
• 😀 The shift towards flexible working also necessitates reconsidering reward systems, ensuring they are compatible with the new performance metrics and ways of working.

Q & A

Why is flexible working becoming more important in the company?

Flexible working is becoming more important because it allows employees to manage their time and work environment better. It also provides companies with the flexibility to adapt to diverse work styles and needs, which is especially crucial in today’s dynamic work culture.

What challenges arise when implementing flexible working models?

The main challenge is identifying which roles can be effectively performed flexibly. Certain jobs, especially those that are process-oriented or customer-facing, might not be suitable for remote work or flexible hours. Companies must tailor flexibility to the nature of each role.

What does 'result-oriented' work mean in the context of flexible working?

Result-oriented work focuses on the outcomes or results an employee delivers, rather than where or when the work is done. It allows employees more freedom to choose their working hours or location as long as they meet their goals.

What is the role of trust in flexible working arrangements?

Trust is fundamental in flexible working because employers need to believe that employees will remain productive, even without direct supervision. This trust enables the freedom for employees to manage their own work schedules and environments.

Why is it difficult to apply flexible working to customer-facing roles?

Customer-facing roles, such as those in service or delivery positions, often require employees to be physically present to engage with clients or customers. These roles are process-oriented, meaning they rely on in-person interactions or specific times for work, making flexible working challenging.

How can companies measure employee performance in a flexible working environment?

Companies can measure performance in a flexible environment by focusing on results rather than processes. Using tools for tracking outcomes and ensuring alignment with goals helps to maintain productivity even when employees work remotely or flexibly.

What tools or methods can companies use to track remote employees' productivity?

Companies can use digital tools such as project management software, time-tracking apps, or collaboration platforms to monitor employee activity and track progress. These tools provide visibility into work done, even when employees are working from home or on flexible schedules.

How does flexible working impact employee motivation and satisfaction?

Flexible working can improve employee motivation and satisfaction by offering more control over work-life balance. Employees who have the option to work flexibly are often more engaged and committed because they feel trusted and empowered to manage their time effectively.

What are the key factors to consider when designing a flexible working model?

When designing a flexible working model, companies should consider the nature of the tasks involved, the need for in-person interaction, and how performance will be measured. Additionally, they must ensure that the model aligns with the company's overall goals and values.

Why is the 'process-oriented' model not suitable for flexible working?

The process-oriented model is focused on step-by-step tasks or customer interactions that require physical presence or strict timing. In such models, employees cannot perform their duties from home or outside the office, limiting the feasibility of flexible working.