Over the last decade we have seen businesses embrace the concept of flexible working and forming an acceptance of what was previously a much less considered practice. The big change has been the advancement of digital technologies and communications that have enabled individuals and teams to be connected, regardless of location, with access to shared data.

Another fundamental factor responsible for the growing trend of agile working is the need for a workforce that is innovative and responsive both in terms of servicing its clients and also managing the needs of its staff. This is all in the context of the lines between work and home life continuing to blur and the chase for talent intensifying.

However, in order for flexible working to be successful, there are a number of logistics and practicalities that need to be addressed over and above the obvious technology solutions such as how you actually manage a flexible workforce successfully.

Ensuring your staff remain motivated and productive when they are working out of the office, retaining the company culture within an agile workforce and how to physically manage staff who are working from home, without asking them to ‘check in’ every hour, are some of the main areas questioned by employers wanting to integrate a more dexterous environment.

The simple answer is that it comes down to communication and managing expectations. Managers and employees need to agree how they will work together to ensure that they both feel they are benefitting from the arrangement.

Staff need to feel that even if they are working out of the office that they still receive the advice, guidance and direction they require and, equally, managers get feedback and up-dates as necessary. This will build trust and confidence in the relationship and will enable agile working to deliver results.

Managers need to adapt to the fact that people won’t necessarily be visible and trust that they are doing what is required. This comes down to managing expectations and agreeing clear deliverables and ways of working.

Making time for regular team or one–to-one catch-ups, which can be face to face or virtual, is important to cover team, client and business updates. This will also help to ensure team morale is maintained and that those working out of the office don’t feel excluded while those who are office based don’t feel put upon.

On the whole, agile working is a great way to boost productivity and employee engagement, which will inevitably benefit both the business and clients with staff providing a more innovative and responsive service when they have a choice in how and where they best deliver their work.

However, for it to be successful, it’s vital that employers recognise that ‘agile’ doesn’t mean that staff are always going to be ‘switched on’ and therefore boundaries are important.

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