Dear In Flux,
ur work conditions have changed dramatically. This is not an understatement. From telehealth visits to virtual meeting spaces, we’re learning there is more to learn about how and where we work.
You’ve landed on the right word to describe the positive, optimistic approach to these work conditions: flexibility. But in a world managed by strict routines and rigid hierarchies, flexibility can be hard to come by. Some of us even lean into our rigid selves as a way of coping.
Complexity demands flexibility
It’s helpful to think about how the pandemic has accelerated the change from measuring activities (being in a seat or office, checking certain boxes) to measuring outcomes. This is one of the hallmarks of working and living in a complex adaptive system, which the pandemic has accelerated.
A recent study published in Harvard Business Review, which surveyed managers in 24 countries about remote working, showed that many managers across the world are struggling right now. It is impacting productivity and wellness, up-and-down the corporate hierarchy.
How managers communicate in this environment is key. Christian Sherwood, director of communication and recognition, says it is about a lot more than simple communication. “There’s a lot of listening and planning to make this communication effective,” she said. “As the leader of a team, whether you are a supervisor, manager, director, or executive, your team looks to you for direction.”
Make a plan
Christian suggests making a clear plan by first understanding what you can offer in the first place. Just how flexible can you be given the circumstances? After you’ve made a plan, give clear, actionable direction that, if going through multiple leadership layers, can be passed down.
That last part is key. Anyone who has ever played the telephone game knows that messages are often distorted in the re-telling. Clear, precise messages—emails that can be forwarded, handouts that can be posted, or large meetings where employees can hear directly from senior leaders—are most effective.
If you’re not sure what the direction is, particularly when it comes to flex scheduling or leaves of absence, then you should consult with your assigned HR contact, according to Rosemary Norton, HR compliance supervisor.
