The fight for flexible working rages on with little of the ‘right kind’ of support coming from the UK Government. Redundancies are on the rise and people are quietly quitting. Automation is up (again) and the cost of living is winning the race, versus our wages. What are we to do?
Making Work, Work, has got to be the number one top priority for Employers, Employees, Contractors and the Government, because as of right now, we are in a total shambles.
In my role for the All Party Parliamentary Group on the Future of work, I spend a lot of time designing ways of working that not only benefits the people in the business, but that also fiscally benefits the business too. Now that may seem an obvious way to design a work method, but most flexible working advocates (the 4 day week, hybrid working, #flexappeal et al) rarely champion work solutions that are fit for both the worker AND the employer. Yet here at The Find Your Flex Group, it is core to our beliefs that everything we advocate and do, breeds sustainability, flexibility, security and balance. That is why we advocate for Outcome-based working, a flexible resource architecture and is why we now provide a Managed Service Provision (MSP) to our clients, to enable a targeted operation model change, that starts with the PEOPLE in RECRUITMENT.
Now there are obvious blockers from people when I start talking about Outcomes, today I hope to answer most of them once and for all…
Yes, all employees, including PAYE employees, contingent staff, and contractors, can benefit from outcome-based working. Here are a few ways in which each group can benefit:
It’s all about the balance, outcome-based working can benefit all employees, regardless of their employment status. By focusing on results rather than just time spent at the office, employees are able to see the impact of their work more clearly, leading to increased job satisfaction and flexibility. Additionally, outcome-based working can provide employees with clear expectations and deliverables, leading to increased productivity and efficiency.
Outcome-based working and shared workforce solutions can bring many benefits to businesses, including increased productivity, cost savings, and flexibility. However, there are also some perceived barriers that can stall their adoption. Here are some of the common ones:
All of these perceived barriers can make it challenging for businesses to implement outcome-based working and shared workforce solutions. However, with careful planning and implementation, these barriers can be overcome, and the benefits of these solutions can be realized.
Overcoming the barriers to outcome-based working within a shared workforce environment requires a combination of strategies that address the specific challenges that businesses face. Here are some strategies that businesses can use to overcome these barriers:
Overcoming the barriers to outcome-based working within a shared workforce environment requires a proactive and strategic approach that addresses the specific challenges that businesses face. By building trust, educating stakeholders, investing in infrastructure, navigating legal and regulatory barriers, and adopting a flexible approach, businesses can successfully implement these solutions and realize their benefits.
There may be some situations where adopting outcome-based working may not be appropriate or feasible for a UK business. Here are a few examples:
For many businesses in the UK, adopting outcome-based working can provide significant benefits, including increased productivity, improved employee engagement and satisfaction, and better alignment with customer needs. Therefore, businesses should consider the potential benefits and drawbacks of outcome-based working and assess whether it is appropriate for their specific situation before deciding whether or not to adopt it.
Outcome-based working can be a way to safeguard jobs in industries that are becoming more automated. By focusing on outcomes rather than just the time spent on a task, employees can add value by using their creativity, problem-solving skills, and human judgement. This can be particularly important in industries that are becoming more automated, as it allows businesses to leverage the unique skills and capabilities of their workforce in ways that machines cannot.
In addition, outcome-based working can help to foster a culture of continuous improvement and innovation, which is critical for businesses that are looking to adapt to changing market conditions and evolving customer needs. By encouraging employees to think outside the box and take risks, businesses can stay ahead of the curve and maintain a competitive edge.
However, it is important to note that outcome-based working is not a silver bullet and may not be appropriate or feasible for all industries or roles. In some cases, automation may be necessary to remain competitive, and businesses may need to shift their workforce strategy accordingly. Nonetheless, outcome-based working can be a valuable tool for businesses that are looking to leverage the unique skills and capabilities of their workforce in ways that are complementary to, rather than in competition with, automation.
HR (Human Resources) can benefit greatly from working in an outcome-oriented environment. Here are some of the key ways in which HR can benefit:
Working in an outcome-oriented environment can help HR to improve employee engagement, enhance skills development, increase agility and flexibility, and improve alignment with business objectives. By embracing outcome-based working, HR can become a more strategic and impactful function within the organization.
Creating an outcome-based shared workforce that operates on a flexible resource architecture model can provide several benefits to businesses and their employees, including:
In summary, creating an outcome-based shared workforce that operates on a flexible resource architecture model can provide businesses with improved cost efficiency, access to a broader range of talent, enhanced flexibility and scalability, increased agility, and improved collaboration and knowledge-sharing. Employees can benefit from increased job satisfaction, flexibility, opportunities to work on diverse projects, improved work-life balance, and potential for increased earnings.
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