As organisations implement their hybrid working, return-to-work strategies there are significant opportunities for the public sector. No plan will work without putting employee wellbeing at its heart. However, can organisations also be compliant and realise significant cost efficiencies? The answer is “yes”. But the problem is that most don’t have the time or resources to figure out how to do this. The pandemic has catalysed the adoption of hybrid models, having completely changed workplace practices. Public sector organisations now have the chance to reform the way they work and make a significant impact on the public purse.
Let’s fundamentally rethink the way we work.
Post pandemic, many private sector organisations have embraced a digital-first approach to work, which means that where work is done is less important than getting it done. This means that setting and tracking objectives becomes far more important than checking someone is at their desk on time. Cross-functional teams used to operate in the same physical location, but technology has rendered this less important. Organisations can now focus on issues and tasks rather than locations. They can create a “digital workplace” around a single problem, bringing together all the necessary people and resources in a virtual environment. Using such digital tools and platforms, these teams can easily communicate, collaborate, and manage workflows. This establishes clear protocols for how tasks will be assigned and completed, utilising physical locations as appropriate but being unconstrained by them. The improvements flexible working delivers to employee work/life balance have been widely covered, but the implications have far greater impact for public finances. Savings could be re-invested into front line services.
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