Employers around the world jumped into flexible work last year without planning, preparation, or resources. In an unprecedented worldwide transformation of work, millions of people’s lives turned on a dime.
As COVID winds down (I hope) employers are at an impasse. According to… well… every article there is… employees want to keep working from home and CEO’s want employees to come back to the workplace.
Your CEO might appreciate that endeavor; being forced into something that wasn’t wanted or planned never lands well with CEO’s. And they weren’t paying that big mortgage or rent bill each month because they liked it, they did it because they thought being in person was important to relationships, culture, innovation, communication, and collaboration.
CEO’s must also empathize with employees. This experience has proven that work is no longer a place where you go every day; it’s an experience that can be had from anywhere in the world. Being forced into something that wasn’t planned has proven to be really great and highly desirable for many employees.
Here are ways to measure success of flexible work
To celebrate its release I’m sharing a little nugget on measuring success. Below are four areas to consider with examples of what you might measure in each.
- Janitorial services
- Office supplies
- Sales dollars
- Number of units or products sold
- Customer transactions
- Errors/mistakes made
- Phone dials out or in
- Hours worked
- Time to fill open positions
- Cost per hire
- Quality of candidates
- Diversity of candidates
- Time to reach various performance quotas (e.g., billable hours)
- More metrics are here in another one of my LinkedIn courses
- Job satisfaction
- Work/life balance
- Stress levels
- Internal communication effectiveness
- Trust in leadership
I’d love to hear from you on this! What are you doing in the new world of flexible work, how’s it going, what are you measuring, and are employees loving or hating it?