By Cynthia C. Froggatt
Substitute workstyles could be a solution to allure, continue, and inspire proficient employees"Enlightening, stress-free, and intensely sensible . . . deals actual readability approximately what's wrong with the best way so much businesses paintings, plus particular instructions on easy methods to repair each workplace foolishness. Do what Froggatt says and watch your staff productiveness rise."--Scott Shuster, BusinessWeekCorporate and person resistance to new methods of operating are frequently imbedded inside of a company's culture--and can stifle swap and prevent productiveness. prepared round 8 basic but serious ideas of the recent place of work, paintings bare demanding situations long-held ideals concerning the applicable time, position, glance, and suppose of productiveness within the wisdom period, displaying how a wealth of hidden capability could be published through giving staff the liberty to paintings how, while, and the place they need. Cindy Froggatt indicates office innovations which can aid stability paintings and private lifestyles, and is helping managers tackle the wishes of the various wisdom staff who require a better measure of autonomy to accomplish, create, and innovate. She offers a number of examples of businesses of alternative sizes and kinds that experience instituted telework or replacement programs--and sincerely explains the advantages and pitfalls of imposing them.Cindy Froggatt (New York, long island) is significant of Froggatt Consulting, whose consumers contain Compaq, Mercedes-Benz, Capital One, and Nova company.
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Additional resources for Work naked: eight essential principles for peak performance in the virtual workplace
In total, between the two questions, I’ve listed twenty-five typical responses. The five underlying themes represented by these twenty-five answers can be summarized as follows: I. All work would be doneremotely and in isolation. 2. The primary work site wouldbe at home. a Freedom would be used to shirk responsibilities orcheat the company. A It would be impossible todirect and evaluate performance. 5. The company could not or wouldnot provide the training, tools, orsupport services necessary to getthe job done.
Her twin sons werein college by then so she hadno problem gettingthe privacy she needed in her home office. She has maintained that same schedule even though she took early retirement in 1998 and now works asa contract writer forthe Times. Because bothBrody and her management were comfortable withthis remote work arrangement, the employment transition has been a smooth one. 10 Work Naked In each case, there were different reasons for adopting remote or mobileworkstyles. In all four cases, rethinking where and when work is performed hasenabled individuals tointegrate their work and their personal life.
Two important outcomes for workers: their quality of work life would improve,and they would have to accept responsibility for making choices that enhance performance rather than inhibit it. This level of autonomy and accountability may be unfamiliar to employees and may, in some cases, be unwelcome. As a change leader, you need to be aware that implementation of mobile and remote work strategies may raise anxiety levels and resistance by both managers and employees. Let’s lookat some of the typical concerns that arise whena traditional organization considers implementing telecommuting, virtual office strategies, orother telework programs that give employees the ability towork remotely.