Supervisors and managers are empowered to make and implement decisions regarding flexible work arrangements and return to workplace plans for their department
UC Davis is committed to the strategic advantages of Flexible Work Arrangements and we encourage and support supervisors in thinking creatively about how to keep eligible (i.e., non-designated) staff working remotely and establish flexible plans for other staff to return on-site as necessary. There will not be one solution that works for everyone.
Managers and supervisors should determine which employees’ work dictates being in-person, which can be done better remotely, and which work needs can be met with a hybrid approach (some days remote, some days in-person). We must stop thinking, "should an employee in a particular role be working on site or remotely"...and start thinking,. "What type of work or tasks do employees do in their role, and where can those tasks be done most productively?"
The goal of this approach is not to fully repopulate all workspaces, but rather to ensure that all work is being completed, to the best and fullest extent possible.
A Leader's Guide to Developing a Flexible Work Strategy
- Shift your mindset of " work is a where (and when)" to "work is a what."
- "Where" is now a strategy on the best place to do tasks
- "When" is now a strategy of optimizing individual productivity times
- Develop an action plan
- Ensure open communication and dialogue
- Establish clear expectations
- Actively offer support to your team
- Be kind to yourself, change creates anxiety in humans
- Be flexible and adjust as needed