When I began this blog about flexibility, I googled the definition and the first definition that came up was this: the quality of bending easily without breaking.
Which begs the question, how can we as managers find a way to bend our expectations to accommodate different styles of work, without breaking our culture?
It’s become a new trend for CEOs to require folks, who previously worked at home, to come to the office. The reason given is culture.
But, what about the high performing employee who prefers to work on their own schedule, at least for a few days a week? What are the consequences to this person’s performance when they must adhere to this new structure?
The thing I am reminded of each day is despite our common humanity, our styles vary. Some of us like structure, others feel more comfortable with variety. While the need for flexibility is attributed as a common trait amongst millennials, my experience, as with most of our differences, is that personality style is the driver. For example, introverts prefer a quiet work environment, extroverts want people around them and want to engage throughout the day.
Which brings me back to the question, what do each of us need to do to bend our expectations and structure to accommodate different styles without breaking our culture? Perhaps if you ask, your team may have the answer.
The initial results of my Pivot are excellent. I feel I have much greater clarity regarding the next 3-5 years.. 