Search this website.
 

Health Check Quiz

How

Evaluating a flexible work arrangement

A key to the longer-term success of flexible work options is to monitor and evaluate the implementation.

It is not always possible to predict what impact increased flexibility will have on business outcomes and on other team members. Issues often arise about performance and about the relationship between the employee and supervisor.

It makes good sense to have a plan to evaluate the flexible work option on a six-monthly basis, using the plan outlined below:

  1. What were the key elements of the flexibility option agreed to?
  2. How has the person working flexibly performed in relation to your previously agreed upon Key Performance Indicators (KPIs) (eg attendance, hours worked, quality of customer service, sales, communication with other team members)?
  3. How has the particular work area/store performed in relation to revenue and costs (eg overall staffing costs for the period, and other relevant business indicators)?
  4. What has changed, if anything, in the past six months as a result of the implementation of flexibility?
  5. Do these KPIs need to be reconsidered and possibly changed? Are there other performance measures that could better measure the person’s effectiveness (eg contribution to product promotions)?
  6. Obtain feedback from key stakeholders to obtain their views on what is working well and what needs to be improved. Seek confidential information from:
    • the people working flexibly
    • other team members
    • managers and supervisors
    • customers
  7. Using the information you have obtained, do an analysis of the overall strengths and weaknesses of the flexibility options you have put in place.
  8. Based on the above analysis, identify any potential gaps in terms of skills (eg for the person working flexibly, for other team members, for managers) and resources, and develop a plan to address these.
  9. At the end of a 12 month period:
    • conduct an analysis of the demographic profile of your staff to identify if there have been significant changes (eg greater diversity in age).
    • summarise exit interview data from those who have resigned to investigate whether the reasons for resigning are changing (eg lack of flexibility in hours, lack of career pathways).
    • calculate the staff turnover rate for the 12 month period.

^ Top

< Back