Government experience of flexible work
Not all work is done in a traditional workplace. But where your people are concerned, out of sight is not necessarily out of mind. As a program manager or manager of people in a public sector workforce, what assurance do you have that your people are safe, well and productive? Can you show compliance?
How can you know easily pick up on all the issues your people face.... across a large workforce or in multiple locations? With different types of work in different teams? Over the peak periods in the year and extended work hours? What about workforce diversity? People with special needs or talents might need something out of the ordinary, but not everyone wants to stand out by asking for that up front.
A new approach to business analytics will place your agency as leader in workplace and work design. As a manager, you can gain strategic insight by using your people's stories of the workplace as data in your business.
It's done by asking them to share experiences in a journal using Sensemaker®. Why use experiences as business data? As Brene Brown put it "stories are data with soul"
Some questions you might have:
Q Are experiences shared anonymous?
A Yes. People are asked not to provide details which reveal who they are. It is important for them to trust that their experience will not be tracked back to them unless they choose to provide the details.
Q How is this different? It looks like just another survey!
A The main difference is that people provide an experience, a story of how their work is at the moment and they say what that means. This has three main advantages - you can get lots of stories, it allows for more about the context work setting to be connected to their answers and it deals with interpretation bias.
Q We already do a regular engagement survey. Why do something more?
A This approach will allow you to learn more about the whole system of work, including the furniture, building features, noise, software etc, as well as the interactions between people and the type of work done. If run over the year, you will be able to track changes to your programs near real-time, report on these and adjust your strategy for human resources, procurement and ITC as you go. Stories can take as little as 5 minutes to share once people are familiar with the format. Many survey instruments take much longer to complete.
Are you interested in how you can demonstrate compliance and return on investment on your workplace design programs?