So far we’ve discussed how job type, job location, and job resources effect mobility. But perhaps what’s most important to the successful implementation of a mobile officing program is its compatibility with your unique culture. In a general sense, there are two “flexibility spectrums” which govern how your mobile officing project will operate. There is no generic way to implement a flexible office program, and how one company accomplishes their goals may be completely different from the way in which your organization does.

Control vs. Flexibility

The term mobile officing can mean many different things. As a team, you must decide how much autonomy your culture supports. Do you want to allow your workers to control their work/life balance, or would you rather prescribe certain modes of working and allow your workers to have freedom within those bounds? The answers to these questions are implicitly connected to your culture and to your project goals. In addition, software scheduling and reservation packages that you purchase to support your mobile officing project will need to support your unique mode of working.

Self Service vs. Full Service

What is flexible about your work style? Are the employees flexible in that they move around to find resources? Or, is the administrative arm flexible and present to accommodate employee needs? In the former case, Self Service mobile officing environments make assets available for employees, but there is little oversight or supporting services. In the latter case, Full Service environments go to great lengths to insure employees have everything they need – catering, supplies, little amenities, etc. Full Service environments often incorporate a larger supporting staff.

Continue to next step: The Enterprise Implementation

Back to Web Guide Home