If you’re an avid reader of our blogs, (which I’m sure you are!) you might have noticed a theme across quite a few of our more recent blogs.  That theme is to provide you with vital tips for attracting, (and retaining) rock stars to and within your organization.  Today we are going to talk about Working Virtual on Cognos projects.

Many of us at Lodestar work within a distributed, virtual environment.  Communication is critical, so is flexibility.  I’m sure you’ve heard of “flex” schedules, but the new term is “workshifting.”  

From a recent article published on www.workshifting.com by David Potter, comes this excerpt:

“The facts about workshifting:

• 90% of flex workers are happier
• Flex workers are 55% more likely to go the extra mile for their employer
• 69% of flex employees would likely leave their jobs if they lost their flexible work schedule.”

Click here to read the entire article, including interviews with top executives from organizations who have successfully implemented workshifting.

 Implementing workshifting, or even managing a distributed workforce, may or may not be a good fit for your organization. But it is yet another tool in your talent recruiting and retention arsenal. Also, for some employees working virtual might not be a good fit. It takes discipline. It takes focus.  It takes having a network of resources at your fingertips and the willingness and wherewithal to reach out when needed.

Personally, I’ve been successfully working virtual in a flexible environment for many years.  While a 7:00 AM breakfast meeting in Tampa is not my cup of tea, I can be up and raring to go at 9 AM. Am I dressed in office attire? No. Did I just go through a mind-numbing 40-minute commute?  No. But, you better believe that I’m focused and ready to rock and roll!  And that hour I save (not to mention the 45+ minutes I saved by not driving home) allows me to spend extra time providing real value to Lodestar.

 Am I more productive? Absolutely! I realize that it is a privilege, and one not to be taken lightly. It indicates trust. So, yes, I am happier. And, yes, I am willing to go that extra mile! 

Considering working remotely? Read this summary from Forbes that every leader and worker should read. People that work remotely, tend to be happier.  Things to consider, right?  Click here to read the Forbes article. Or to read the full 18 page report, click here.

Considering implementing a remote workforce?  Getting the Most Out of Remote Workers.