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Flex Work

By Madison Hanscom PhD As more individuals are working from home than ever, this raises interesting questions and important considerations regarding ethics. When working remotely, there are more circumstances in which employees and leaders alike operate under little surveillance. There are several ethical perspectives that should be considered in a flexible work environment. Two important ones are the ethics involved with employee work and the ethical situations leaders might encounter. Employees Performing Work Duties When employees are performing their work from home, it is important to remember that regulations and contracts with employers should still be upheld. Some of these expectations are clearly

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By Madison Hanscom, Ph.D. Researchers who study telework argue that successful virtual teams are determined more by successful or unsuccessful leadership rather than other factors such as technology (1). Poor leadership is poor leadership. If you take a substandard leader and move them into a flex work environment - they won’t do any better. There are foundational leadership competencies that help all teams succeed - whether the team is in an office or working remotely. These include leading with a big picture goal and supporting the company’s vision, building interpersonal connections and collaboration, walking the talk, demonstrating ethics and integrity, managing

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By Madison Hanscom, Ph.D. As many businesses are considering (or have already decided) moving some employees to a permanent telework model after the COVID-19 outbreak, the question comes up often — will flex work change my culture? So, yes, the culture can change when entering a more flexible environment. Though the extent to which the culture will change depends on several factors. For example, how large is the change? If the company is moving to a 100% remote model, this will have different implications than if moving to a 50% telework model. How strong was the culture to begin with? If the

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By Madison Hanscom, Ph.D.Whether you have already been working in a remote environment or you are new to world of virtual meetings as a result of COVID-19, it is always a good idea to check in to reflect on the effectiveness of meetings. At Propulo, we have been holding virtual meetings long before the pandemic, and here are some ideas from our desk to yours: Don’t forget the interpersonal touches  Sometimes it can be difficult to engage with employees or coworkers in the same way you would face-to-face through a video platform. When you are not in the same room as

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By Madison Hanscom, PhD In previous blogs, we have discussed the benefits companies can experience from Flex Work arrangements (1). Because flexible work requires less commuting and office space, this also has positive implications for the environment. This is because there is an associated reduction in greenhouse gas emissions (2). There are clear benefits to businesses and the environment, but how about individuals? Although some individuals experience negative components of remote work, such as loneliness (see our blog post on common challenges associated with Flex Work, (3)), there are many positive outcomes employees can enjoy from Flex Work. According to researchers, telework

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By Stephanie Monge-Sherman While your leadership team may be in crisis mode and navigating the best decisions for your people and the business, management is pivoting their teams and adapting leadership styles to a remote workforce. As noted in Part One of this blog series, effective communication is crucial to coaching employees--but remote coaching strategies do not end there. A truly successful approach to remotely coaching a workforce also involves bolstering the mental vitality of your team for better productivity and overall happiness. With this aim in mind, here are 6 additional tips for coaching a remote workforce: 7. Highlight what’s going well. It

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