New Work concept encourages flexible work arrangements

"New Work", also known as Work 4.0 (German: Arbeit 4.0) is a conceptual umbrella term that discusses the future of work and reimagines far-reaching changes in the structures of the business world in Germany. These days, the approach is fast becoming a prerequisite and strong business acumen requires the integration of "New Work" elements into the workplace, focusing on creating an environment where employees work to live rather than life to work. In the past, the traditional, nine-to-five work week was a positive factor. Today, employees prefer more flexible work schedules. But how do you create a workplace where people love to work? What aspects are important for companies when it comes to implementing New Work concepts?

Businesses should always keep these factors of the New Work concept in mind: autonomy, freedom of action and community. New Work centers on these core values – with an emphasis on flexibility and sustainability. It’s important that the emerging work models are a good fit for the company, and that the entire organization is included and involved in the change.

Technologies such as artificial intelligence, machine learning, and robotics allow us to complete a multitude of tasks in a faster, more precise, and more cost-effective manner. Over the years, this prompts changes to work processes and expectations of employees and employers alike. Digitization creates new opportunities, but also goes along with challenges. However, companies can foster steady growth and achieve sustained success with a carefully planned approach and the right tools.

Flexibility affects both employers and employees. Flexibility is crucial as it pertains to production, services, or direct customer contact. However, flexibility is also a prerequisite when it comes to working hours, location, modes, and working arrangements. The mobile workplace and flexible working hours have become established factors that have a positive impact in terms of New Work process implementations. Along with a wide variety of flexible working time models (part-time, flextime, trust-based working time, also known as trust-based flextime, short-time working), this also includes organizational (freedom of action, fast decision-making processes, flat hierarchies) and professional (knowledge transfer, interdisciplinary project collaboration, crowdsourcing) flexibility.

Tools such as a qualification matrix keep track of current and desired skills of employees, which helps companies choose the right employees for projects across departments. This also provides businesses with an effective way to find the right contact person based on specific requirements or problems in a project. Examples include fire protection officers, first responders or hazardous materials safety officers. It also allows companies to keep track of where they may have gaps and need to establish continuing education, refresher training or certification renewals. This optimizes professional flexibility.

The role of flexibility is also reflected in project management. The fluid composition of teams is based on the team members’ qualifications and technical skills, which often creates new constellations that bring a breath of fresh air as it fosters different perspectives. Agile methodologies such as weekly scrums – brief, regular status meetings – hone this new way of working in projects.

Apart from methods of working, New Work concepts also comprise management techniques. The latter emphasize flat hierarchies with managers whose role increasingly resembles that of a mentor. This “new leadership” aspect is crucial for the implementation of New Work concepts. It also incorporates flexibility because it provides employees with more freedom in the workplace.

In summary, if New Work approaches are implemented effectively, they increase flexibility in all company sectors. This creates new synergy effects that add a breath of fresh air to the way we work.