The 21st century workplace is different. It’s different in many ways, not the least of which is the growing levels of diversity that we’re seeing across all geographies and in all industries. But, the workplace is different in other ways as well. No longer does “work” mean a 9 to 5 grind in an office populated by a cadre of your peers. For many, today’s concept of “going to work” is quite different. In fact, increasingly, the “workplace” may no longer represent a physical, tangible location—but a concept.
Technology has vastly opened up opportunities for employees to telecommute to do their jobs, or to attend meetings literally around the world, through Skype and other video/phone conferencing tools. Freelancers and contractors are also becoming a large part of the workplace, working remotely from home, or from other locations and, only on occasion, if at all, popping into the office to connect with colleagues.
In Eric Davis’ article “ Diversity, Creativity, and the Nontraditional Workforce ,” he cites a study conducted by the Institute for Corporate Productivity (i4cp). They interviewed a combination of 80 business leaders and found that, while the interviewees thought nontraditional workplaces could have both positive and negative effects on an organization’s culture, “95 percent of those interviewed reported they are already using nontraditional skilled workers, and they are anticipating using more in the coming years.”
In other words, nontraditional work arrangements aren’t in the near future—they’re already here. While these arrangements can have negative impacts and challenge the ability of leaders to successfully communicate with, and include, all staff, inclusive leaders can successfully navigate these new interactions. Inclusive leaders can commit to involving all employees, whether they are physically present in the office environment or working remotely.
Collaboration is key. Ensuring that all member of yours staff—and particularly senior leaders—understand the value and importance of collaboration (both internally and externally), and that they have the resources and skills to collaborate effectively, will help to ensure your success in an increasingly virtual business environment.
Inclusive leaders must also look at how they can prepare themselves for managing employees who aren’t all located in the same place, or working at the same time. How will you hold staff meetings? Will you hold meetings with remote employees separately from your in-house employees? Making sure everyone is kept informed, and engaged, has always been important. It’s even more important today, though, as leaders face increasing diversity in terms of both the types of people they engage with—and the ways in which they are engaged.
Inclusive leaders: don’t fear nontraditional work arrangements—embrace them! Be inclusive!