5 ways to prepare for a future of flexible work

The way we work is changing. Employers are engaging more contingent workers, AI is at the forefront, and work-life balance is becoming a focus.

Flexibility at work is now essential for both employees and organizations to thrive. Companies must adapt – because flexible work isn’t just here to stay, it’s redefining the operating model of the future.

Here are five ways to adjust to this progressive mindset for a team that’s healthier and more productive, with insight from Cielo’s experts:

1. Set clear expectations

Implement clear and measurable performance criteria so that everyone’s fully aware of what’s expected in their role and function. Create "scorecards" and deliverables for all roles that both employees and leaders can consistently review. This builds the framework for a more flexible operating model, stepping away from a focus on hours worked to outcome-driven work.

However, since this isn’t applicable to all roles and types of work, the workforce needs to first be reviewed and “segments” should be built on what can be offered where. Remote working, supported by tech and AI, will facilitate a more outcome-based approach where flexible working times can be agreed upon (e.g., annualized working time budgets versus weekly working time).

– Kirsten Mayer, Executive Vice President – People & Culture

2. Embrace artificial intelligence

Flexible work will undoubtedly be a prominent component of the future workforce. With AI in the picture, several job components will no longer be performed by humans. The fractional, people-focused parts of the job might only require that person for a few hours per week, creating opportunities for gig workers with the right expertise.

This shift doesn't have to be scary, though. Top talent with the right expertise may be easier to employ because they have the flexibility and freedom to explore various organizations or industries simultaneously. To fully reap the benefits of an AI-augmented workforce, it will be critical to move away from traditional 40-hour work weeks and into project-based and time-to-complete employment models.

– Rebecca Volpano, Vice President – Product Management

3. Create a culture shift

A flexibility-first operating model will drive an organization to a more modern, easy-to-attract and easy-to-retain state. And organizations preparing for this change must undergo a culture shift. This includes developing more objective productivity measures, implementing technologies that support remote collaboration, and updating policies and practices so that everyone sees the need for work-life balance.

As you strengthen this new culture, establish clear communication about expectations for flexible workers and implement high levels of technology to seamlessly integrate them into the workforce. Place more trust in employees and allow them to focus on tasks and results instead of hours. Talent leaders can create more opportunities for flexible working by advocating for HR policies that support different working styles, touting the value of flexibility to internal audiences, and leading by example. Demonstrating your stance on flexible work will establish your company as a forward-thinking and adaptive employer – and increase all-around success.

– Chase Wilson, Senior Vice President – Solutions & Product Innovation

4. Understand your goals

Organizations that have clearly defined outcomes and the inputs needed to achieve them will be able to truly tap into flexible work. The definition of an employee and how they want to engage with an employer has changed. Employers that recognize this and can adjust accordingly will be able to exceed the outcomes they have in front of them.

– Josh Needle, Senior Vice President – Business Development

5. Take a holistic approach

Flexible employment will allow you to leverage gig models of work to deliver what you need and when. By embracing ambiguity, you’ll cultivate a mindset that values adaptability, innovation and continuous improvement. Incorporating new digital tools, like leveraging automation, will keep solutions agile and cost effective. Encourage employees to experiment with new ideas and provide them with the upskilling and reskilling opportunities needed to adapt to changing roles. And redraw the solid lines between individual contributors and managers – both aspects are relevant in all roles.

– Shailesh Singh, Director – India

Organizations with flexibility-first operating models will lead the way into the future. To win – and keep – the best talent, implementing a framework that’s adaptable, technologically advanced and recognizes employee needs is crucial. With straightforward communication and proper support for your team, you’ll create a culture that allows everyone to thrive.