The future of Agile Working

After a year that has seen a boom in Agile working as a result of the pandemic. Now is a great time for Organisations to revisit their Business plans and decide a fresh approach to how their workforces are going to work in the future. Do they want to adopt an agile working approach, a flexible working strategy, or return their teams to the office?

More and more people are looking to industry to provide them with better work versus home life balance. When people look for employment, they are wanting quality jobs with flexible working options or agile working approaches. It's worth exploring what the future workplace will look like. Timewise Covid-19: from crisis to opportunity explores; Redesigning the workplace for a post-lockdown world in their series of Webinars. I believe a hybrid approach is something that could be the future.

People want to pursue their passions and with the rise of the gig economy, side hustles are fastly becoming the norm. Ultimately it is about having autonomy, freedom, and variety. The other benefit of this to our society is it can massively help tackle loneliness by working with like-minded people. Loneliness is something that has been raised as a huge concern for people's mental health, you can read the annual report here. Requests for more flexible work opportunities are on the increase. So the point now is not why agile working is important but more a question of how can businesses make it work for them and for their people?

MHR has a report that looks at their predictions for the world of work and what workforces will look like in the future. you can sign up to download their report here.

Agile working raises a number of questions for HR departments and Leaders in terms of how they can measure performance, historically Organisations have used SMART Goal setting or KPI’s (Key Performance Indicators) and it is worth exploring these to ensure they are still relevant to your chosen new way of working. OKR’s ( Objectives and Key Results) could be more suited to the way forward. OKR has two components: an objective, or short description, of what you want to achieve, and key results, which consist of between two and five metrics. These are used to measure progress towards hitting the objective set.

Implementing agile ways of working at scale is tough, and requires dynamic leaders and a corporate culture that embraces change. Organisations can no longer rely on the traditional command and control style of Leadership. Employees are looking for a new way of working, empowerment, trust, autonomy, and being part of the decision-making process.

In order for any agile working approach to be successful, it is important to understand the interpersonal skills of your workforce. These skills are at the heart of your business success, sustainability, and growth. If you need help to understand what interpersonal skills your Organisation needs then we would love you to get in touch. Tel no 07583474539

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