An increasingly turbulent economic climate means that competitive advantages need to be extracted from wherever they can and many companies are finding margin in mobilising their workforce. There is always resistance to change, even necessary changes with obvious benefits. People inherently struggle with being placed outside of comfort zones and in the business sense it is imperative that this resistance is managed in order to facilitate the adoption and successful implementation of new business strategies like mobilisation.
In the interest of giving you some tools to lessen the impact we have put together some of Peter Boucher’s learning’s from implementing enterprise mobility at Vodafone UK. Freeing up your workforce and empowering them to be more agile does not need to be so scary – check it out:
1. Step back: It’s important to understand the dynamics of your workplace. Speak to your employees or do some simple surveys, and you will get a good idea of how your business is functioning.
2. Work together: Agree goals for workplace productivity, use of space, communications and general employee satisfaction.
3. Know your employees: Get to know how your employees need to work – do they need to be in or out of the office meeting customers? Are they fixed, fixed-mobile, mobile or home workers? This builds the business case for change by shifting the traditional fixed profile of a worker to a much more flexible and mobilised workforce.
4. Plan for change: Use research, insights and other business’ success stories to transform your workplace. This involves answering a number of questions: do we need office space, everyday, for every employee? Could we move to smaller office space and work even more effectively? Do we have the technology to enable employees to work flexibly? Once you’ve answered these, create a plan to outline changes in office space design, technology use, employee behaviours and process simplification.
5. Make the transition: The transition to flexible working will be gradual and success will only be achieved if the changes involve employees at every level – if it’s appropriate for them to work this way – and management supports employees. It is important they are kept engaged and supported throughout the process.
Image Credit: Randy Frazier