The Diversity & Flexibility Alliance is a think tank dedicated to creating work environments centered on inclusion and innovative thought leadership. The Alliance empowers organizations with the tools necessary for advancing women, fostering flexibility, and retaining top talent.
To learn how we can help your organization, please get in touch.
Action Step – Seven Strategies for Managing Remote Teams
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
SEVEN STRATEGIES FOR MANAGING REMOTE TEAMS
Whether it’s full-time, remote work, to occasional telecommuting due to weather or other events that keeps someone from coming into the office, working remotely is becoming the norm. If you are supervising others in the knowledge-based workplace, chances are you are leading or will soon lead a team of individuals working remotely in some fashion. While good management and leadership skills apply regardless of how and where your team is physically working, here are some additional strategies that leaders need to employ to successfully manage remote teams…
Action Step – Elements of a Well-Crafted Reduced Hours Policy
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
ELEMENTS OF A WELL-CRAFTED REDUCED HOURS POLICY
Reduced hours schedules are a critical part of holistic flexibility policies, which recognize that a diverse workforce requires different ways of getting great work done. Yet, reduced hours schedules tend to be the most stigmatized form of flexibility, too often misconstrued to signal a lack of commitment to one’s career. Reduced hours professionals were also once subjected to formal haircuts – that is, being paid less than the time agreed to work (e.g., 60 percent pay for a 75 percent schedule) – and many still do not receive a true-up when they work more than their agreed upon schedule. For these reasons and more, it is important for organizations to send a clear message of support for reduced hours schedules through a well-written policy that addresses the following key areas…
Action Step – Teaching Flex Success™
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
TEACHING FLEX SUCCESS™
Holding everyone within an organization accountable for its flexibility program is critical to its success. Individuals, however, must first know what is expected of them and have the opportunity to develop the skills necessary to carry out those expectations. This is why a robust flex education program for lawyers and other professionals working flexibly, those who supervise them, and all members of an organization is essential. The information conveyed in these programs should be tailored to the needs of each group, covering the following fundamentals….