Give Your Employees More Options and More Control- Collaborating with your employees for flexibitiy and tasks

Posted by Vincent Fabello on March 31, 2016

Agency Collaboration

Previous blogs have covered differences between being a manager and a leader. We’ve also covered the different styles and motivations that speak to with different types of workers or colleagues from millennials, to boomers. In looking at winning the war on talent, it’s also clear that giving employees more options and control is a sound tactic to growing good employee and a better workplace.

This blog covers thoughts on setting up employees in the best possible environment for success, focusing on the best items, and growing your employee.

How are they going to work?

For some demographics, flexibility in the workplace is a key to productivity and work life balance. A Boston College study on workplace flexibility found that everyone benefitted not only from working remotely, but also having a hand in deciding how, when, and with what tools enabled them to work remotely. Be it an employee led collaboration, or manager led with employee input, the numbers showed increases in team interaction, corporation, and communications. So work with your employees on what the remote work arrangement looks like. Decide on what areas you’ll leave to them or collaborate with them on from communication tools used, how to measure success, and other details of the arrangement. This will help clarify not only the arrangement, but give them ownership for the arrangement and making it work.

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What are they going to work on?

At one time, companies could afford to have employees only make Spacely Sprockets or Cogwell Coggs. These days that not only limits ho employees can contribute, but also limits utilizing your most important assets, your people. Allocating time and resources for your employees to work on employee directed items. These could be items they have identified that hamper their productivity, personal projects that may help the entire group, or items you come up with together to help grow or stretch your employee. By giving your employee ownership and autonomy in choosing work items, you’ll give them incentive to not only watch for ways that their processes can be improved, but also where your part of the organization can be strengthened. They have the eyes on the ground and expertise to know what’s not working and are the best to collaborate on how to make it better. A system that helps you capture these projects and get feedback on them will help you evaluate your employee and the impact of such.

How do you work on them?

Your employees are you greatest asset. To further that investment, collaborate with them on how to help them grow. Certainly, make sure that you’re both putting job related activities or growth areas on the table. But allow yourself and the employee to think about areas around an employee’s interests and make accommodations for them. Giving them the flexibility to volunteer for events or charities, opportunity to lead projects, or even just time to research areas of interests may have additional dividends. Work with them and give them collaborate on which growth areas they work on so that they have ownership in the end results. Leadership skills and confidence from events and projects will translate to day to day activities. Those research projects may lead to new areas of innovation for processes or products.

Giving your employee’s more options and more control is about giving them ownership in the process and the result. It’s not all on the manager, it’s not all on the employee, and it’s something that you can do together. And more importantly, working through all the options gives employees ownership in the process and the result.

National Workplace Flexibility Study This study, conducted with three different organizations in different industries, reveals a strategy to help managers overcome objections to flexible work. Please visit