TAG’s Promise:We train and support your flexwork coordinators to be effective without us.

Situation: Booz Allen Hamilton sought to significantly expand their telework/flexwork program from a pilot within an internal, operational support staff group to a full roll-out across several of their large client-facing business units. Their flexwork coordinators were interested in building on existing best practice mechanisms to offer simple, yet powerful policies and procedures and metrics tracking strategies.

Solution: TAG provided one-on-one consulting and conducted a thorough policy/procedure review. TAG designed a tracking mechanism to help capture and monitor feedback received during the pilot, ultimately to contribute to a smooth program roll-out. TAG also counseled Booz Allen Hamilton representatives to adjust the presentation of their telework policy/procedures to align with how managers tend to absorb information and organize the material according to actions managers will take during the process of executing a telework agreement. Additionally, TAG helped Booz Allen Hamilton continue to shift the fulfillment of telework agreement requirements from managers’ to employees’ responsibility; in other words, each employee was encouraged to develop and present a case for how his/her productivity will be enhanced by adopting a telework arrangement.

Benefits: Booz Allen Hamilton effectively used key metrics collected during the pilot initiative to inform the full expansion of their telework/flexwork program. Policy/procedure documentation reinforced the employee’s responsibility to “make a case” for the development of a telework arrangement, and provided managers actionable advice to use during the process.

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TAG’s Promise: We train and support your flexwork coordinators to be effective without us.

Situation: Northrop-Grumman sought a way to uniformly implement flexwork across the organization. They were interested in increasing the retention of highly valued employees in a competitive market as well as leverage flexwork as one strategy to strengthen the establishment of a cohesive culture throughout Northrop-Grumman following a series of mergers and acquisitions. Flexwork was determined to be one aspect to resolving this issue. At the same time, many of the employees who will be participating have security clearance requirements and the culture of Northop-Grumman requires tangible metrics for continued support of any program. Northrop requested an approach that provided a consistent implementation and support of the flexwork program through the flexwork coordinators.

Solution: Four Human Resource representatives representing two business units attended TAG’s “Flexwork Fundamentals” workshops. These workshops provided awareness and training on various elements of program development and implementation that were customized to the specific areas that met the needs of Northrop-Grumman. TAG customizes our Flexwork Coordinator trainings based on the needs and previous experience of each organization’s Flexwork Coordinators. TAG then met with operational representatives at Northrop-Grumman to ensure that we were focusing the development of the program on the outcomes that would have the most significant impact and return for the company. Operational outcomes for each business group were identified to allow each flexwork coordinator to further customize their programs while being supported by a common program foundation.

Benefits: Northrop-Grumman launched their flexwork program in late 2005. They were sufficiently capable of implementing and supporting their flexwork program with no immediate help from TAG. With the training, policy, agreement and tools in place, Northrop-Grumman is now self-sufficient.

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