Cheney Hamilton, Founder & CEO of The Find Your Flex Group started an interesting dicussion on LinkedIn about flexible working and cites a number of experts in a LinkedIn post proposing a powerful argument for the benefits of outcome-based working in creating flexibility.
Tahina Akther from Wildcat Law told Newspage UK "I have long contended that when many talk about flexible working they are using a 2d perspective in a 3d world. The focus is still on set hours worked rather than task- or result-based outcomes, because it is the status quo. If we truly wish to increase productivity in the UK then change is not only a nice to have but a must-have for many sectors. If a workplace relies on set hours, one of two things happens: either those hours are insufficient to get the production completed, or you have staff trying to fill in time or drag tasks out"
Dr Felicity Baker from Ultimate Resilience says "Flexible working requires trust between employees and their managers. Where trust is lacking, employees are more likely to overwork to 'prove' they are working, or the opposite, to withdraw from work tasks or hide their struggles. Managers who don't trust employees are increasingly likely to resort to micro-managing, further undermining trust and autonomy. This can lead to burnout and negatively affect performance. Outcome-based working provides part of the solution. With greater trust and autonomy comes improved work engagement and reduced burnout. Working to outcomes allows employees to develop adaptability and resilience to changing work demands, to manage their own time and take breaks when they need. Also, with less time overseeing work, managers are more available to offer genuine support and guidance."
And Rachel Mills at Buttercup Learning insists "outcome-based work should become the norm. As an animation producer, it makes perfect sense to map out deliverables for a project per team member. I've applied the principle to my business, Buttercup Learning. Everyone I work with has truly flexible work contracts but with clear delivery deadlines. Giving employees and freelancers trust leads to better outcomes and ownership. Lack of project management and role management is what causes stress. If everyone knows what they and each of the other team members are due to deliver, there is clarity. When CEOs share what they are doing and why with their employees, then everyone understands that their actions are intended to move the business forward."
To join the discussion and find out more about outcome-based working click on this link to Cheney's post on LinkedIn.