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Attracting Talent Flexible Working Mutable Outcome Shared-Workforce Talent Acquisition

Growing Through Outcomes: Services, Working Models & People

Business priorities are constantly shifting; whether it’s to grow, reach diversity and inclusion goals, provide a more flexible working model etc. The future of work is fast approaching and the future is based on Outcomes.

Therefore when it comes to a business’s workforce, working model and required internal services, the approach, strategy and solution to each should be outcome-based. 

But what are the outcome-based avenues available? The Find Your Flex group are proud to provide outcome-based services and solutions that help businesses grow while keeping people at the heart of every solution.   

Outcome-Based Working

Outcome-Based working is at the heart of what we do, as our research has shown that it is the only way both businesses can grow in a cost efficient way while enabling staff to not only work flexibly but potentially earn more than current ways of working.

When looking at outcome-based working we look at two primary avenues: outcome-based working models and outcome-based managed services.

An outcome-based working model is the shift from traditional fixed hourly rate of pay working. To a model where employees are paid based on the outcomes of their work. This way of working enables full flexibility while maximizing productivity. It will also organically result in a fully diverse and inclusive workforce. 

An outcome-based service is where your business outsources an internal service to a company like Find Your Flex. This is an alternative to having an in-house team provide the service as this will put a drain on your businesses resources and finances. 

Outsourcing services means you will be tapping into expertease, experience and resources that would have otherwise been unavailable to your business. Best of all it is more cost efficient and once the outcome has been delivered you no longer pay for the service until it is needed again. 

Both an outcome-based working model and outcome based services help remove fixed costs and working to outcomes enables staff to be fully flexible, working where,when and how they want.

A literal win-win, but to learn more about outcome-based working and what the benefits are click here.

Shared-Workforce

Share-Workforce is a managed service we provide to companies who are in serious need of fixed cost removal. A shared-workforce is a great alternative to redundancies; instead of laying off part of your workforce, your business shares them with us!

We manage the services of your team (and the cost) and sell the service they provide back to you on an outcome basis. The fixed cost is removed, your organisation’s attrition rate remains unchanged and your employer reputation is intact.

There is also a potential for ROI; if we outsource your team’s services to other companies. Returning said team from a fixed cost liability to a revenue generating asset. Either way it is a much better alternative to laying off staff.

If you want to know more about Shared-Workforce and why it is the smart business choice take a look here.

Talent Acquisition

Talent Acquisition is a managed service we specialise in. In-house recruitment is one of the internal services that drains an organisation’s resources and finances. We provide an outcome-based managed service as the solution to this problem

It is a long and tedious process that HR departments dread. As recruitment campaigns can divert and distract from their day-to-day tasks. Which in and of itself can cause a domino effect with other departments. This results in a severe lack of productivity and even a potential loss of revenue.

Businesses do not often need in-house recruiters. Vacancies pop up and need filling and once they are the service will not be needed again until more vacancies need filling. Why incur such a fixed cost.

Outsourcing Talent Acquisition is the most cost effective way a business can recruit. They are tapping into expertease that knows exactly who to look for and more importantly where to find it. Shortening the lengthy filtering process and filling roles quickly and efficiently.

If you are interested in utilizing our TA managed service, find out more here!

Mutable

Mutable is a philosophy and business framework that Find Your Flex and the Globalution group have developed as the ultimate future of working. One that encompasses all the previous elements discussed above.

At its core, Mutability puts the people of an organisation first. As it is the people that make an organisation what it is. To be Mutable means to be in a constant state of reinvention; this is the only way companies can keep up with the fast paced change and evolution of present day society.

It abolishes the use of costly, obsolete transformation programmes. Embraces and adapts to any and all changes presented whether they be technical, cultural, economical etc. Business will work in a more adaptive, flexible and cost effective way.

There are many different components to the Mutable journey and it is a journey that never ends, which is vital. To be in a constant state of evolution means there is no end of the road. And this mindset is what will prevent businesses from getting bogged down by external forces.

Becoming Mutable is the only answer to all the issues and pressures that businesses face. Which is why businesses need to start down this new path of Mutability and Find Your Flex are here to be your guide.

To delve deeper into the meaning of Mutable and why businesses need to be on board, click here to start your Mutable journey. 

What are the Outcomes?

The outcomes of everything we do is for businesses achieve growth through means that increase their employer reputation. And people have the ability to work completely flexibly and gain the potential to earn more.

Growth and flexibility are enabled for both businesses and people. This is why we do what we do. For more information, visit the HR evolution campaign hub here.

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Diversity Flexible Working Mutable Outcome

Outcome-Based Working: Flexible, Productive, Cost Effective

All of our services, goals and narratives are based on our certainty that Outcome-Based working is the future of working. That isn’t just a statement we are confident in, the evidence is there. The business case is there. But now that future has become the present.

We are now in a post-pandemic world, one where flexible working is not a benefit but an expectation. A world where technology is advancing so fast that it is threatening careers.

In the same world; businesses are expected to meet the evolutionary demands of society at an extremely fast pace. Finally, a world of financial uncertainty where businesses need to become more cost effective to grow and survive. 

Working to an Outcome-Based Model is the only way of working that addresses all of these.

What is Outcome-Based Working?

Outcome-Based Working is a way of working in which an employer focuses solely on the outcomes of their employee’s work. The where, when, why and how these outcomes are met are of no concern.

So long as the tasks, services etc. are being completed in the desired time, just how individual members of staff get there is up to them. Meaning staff gain full flexibility and businesses maintain the same level of service.

The most Valuable and Productive Work Style

Despite the evidence that flexible working does work, employers are reluctant to make a full shift; which would be to an Outcome-Based Model.

Instead they try to cling on to the old ways of working by conforming to Hybrid and 4-Day week models. But there is no business case for these and why would they want to stick to the old ways when it costs them more?

Find Your Flex has done the research and businesses are throwing away thousands, potentially millions on outdated or unfounded work styles. Why? Because they are not productive. The amount of work being wasted in productivity is what is costing the business.

Outcome-Based Working on the other hand is 100% productive, staff work more days in the year (without compromising time off), it costs businesses less and staff can potentially earn more. Where is the downside?

How Outcome-Based working achieves perfect D&I

Businesses are under societal pressures to achieve perfect D&I with their workforce and they want it done quickly. Gender pay-gaps need to be closed and the workforce needs to be diverse, with an inclusive work culture.

Many transformation programmes have tried and failed to accomplish this swiftly. A shift to Outcome-Based working automatically solves this issue. People are hired and promoted based on nothing but their outcomes. 

Any potential bias is removed, meaning perfect inclusivity is achieved and the workforce will become organically diverse as a result. Everyone is automatically on an even playing field. There is no fairer way of working in that it creates a working culture where equality can thrive.

What is the first step?

We have been saying for a long time that the future of work is Outcome-Based. But the future is now. Businesses need to get on board or risk being left behind.

This does not mean the first step has to be a great big working model shift. It first means a shift to an Outcome-Based mindset. This means looking at utilizing an outcome-based managed service over in-house, see the benefits of that on what it looks like.

The Find Your Flex group provides such services and would be happy to show you exactly how working to Outcomes can benefit a business.

Interested in shifting to Outcome-Based Working? Then feel free to reach out to us anytime if you want us to help implement an Outcome-Based Working model. 

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Mutable

Becoming Mutable: A Permanent State of Transformation

Without meaning to sound dramatic; the world has changed. As such the world of work has changed too. Economic and societal evolution used to happen at a certain pace. That pace has increased now to the point where businesses can no longer keep up. Which is why businesses need to look to the future and the future is Mutable.

What is Mutable?  

Mutable is both a business philosophy and a business operating model. To be Mutable means to be in a permanent state of transformation; to be in constant competition with your own business practices.

Being Mutable is the only way businesses can keep pace with external developments; economic, societal, technological etc. It is the evolutionary step towards business sustainability, in which all other methods used for this in the past century have now become thoroughly obsolete.  

It’s an operating model that puts the people at the core of all strategic decisions. Recognising that it’s the people who make a business what it is.

The Mutable model provides flexibility for people and adaptability for businesses. Businesses can adapt to all external changes with minimum interruption. Allowing all organizations to flourish and grow.  

Why Mutable is the answer to the Transformation Problem

This point is key and all businesses need to take notice; Transformation Programmes don’t work. And haven’t for some time, they are obsolete, a thing of the past and the sooner businesses realise this the sooner they can start overcoming the issue this presents.

Transformation programmes get a business from A to B in a certain area, usually due to societal and cultural change. The problem is by the time the business reaches B through a transformation programme; society has gone from B to G.

The point is; we now live in a society that demands transformation at a far quicker pace than a business can hope to match through transformation programmes. Which is why for a business being Mutable is the only solution.

Being in a never-ending state of transformation means businesses can adapt to all external changes in step with the rest of the world. And organisations can focus on what it is they do best.

The initial steps towards Mutability

The most important step towards becoming Mutable is to shift to an Outcome-Based work model. This is the most adaptable and productive work style out there and focusing on outcomes is what enables businesses to react quickly. 

Another important step is to start viewing your workforce as talent that you need to acquire rather than cogs in a machine. As stated in the beginning; people are at the core of Mutability, so how you view your people is key. 

This starts by tossing out the idea of recruitment; this is a system that is designed to fill vacancies just to keep the wheels turning. Talent Acquisition is designed to bring the most value to your business by actively sourcing talented people. 

Finally; embrace change. This is vital to becoming mutable. CEO’s, Directors and Executives may not be comfortable with big change, but it’s better to get ahead and embrace it. To fight it is futile as society will force the changes anyway.

To be Mutable is to embrace change as it happens. So never again will businesses be hampered by the need to make changes.

Start your Mutable Journey 

Mutable is such a revolutionary concept and the journey is an infinitely rewarding one. It will enable businesses to grow in ways never considered. Remove barriers that may have once seemed impossible to overcome. Furthemore,they will be the trail blazers towards a future in which all other businesses will one day follow out of necessity

Every big journey needs the right guide who will provide all the right tools. The Find Your Flex group is proud to be that guide for every business that is eager to take those initial steps into a high-growth, flexible future. If you’re interested in the Mutable journey and want to learn more, please visit us here.

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Flexible Working Mutable

Companies Must Adopt A Mutable Model To Survive The Next Big Crisis

Mutable is a comprehensive model for business that includes a dramatic shift from the full-time, salaried staff model that has become the mainstay of the working world. Trying to stick with the status quo won’t see businesses survive the next big global crisis, according to a leading technology research consultancy.

By MaryLou Costa

What will the company of the future look like?

A lean core of leadership and management overseeing capability and skills-based teams on a flexible and third party basis, predict the future of work experts at Bloor, a technology research consultancy. 

Bloor has even trademarked its vision under the concept of “Mutable Business”, which sees companies move away from the current narrative of “digital transformation”, and adopt a “permanent state of reinvention”. This is supported by the core and flexible staffing model at the centre of mutable business, allowing for greater resilience. 

“Mutable is about viewing change as a fact of life. Something that is with us all the time – rather than approaching change as one big project. Companies, government and non-profits need to recognise that it now has to be a core competence that they have to set themselves up with. So they’re not going to get hammered the minute a pandemic, petrol crisis or incompetent government hits them,” argues Brian Jones, Bloor chair, international future of work speaker and former FTSE 100 board member.

Jones cites the UK high street retail casualties of the past year – Arcadia Group (home of TopShop and Dorothy Perkins), Monsoon, Oasis and Warehouse to name a few – as evidence that “the old way of employing people just isn’t going to cut it any more”. A new, more fluid model is needed to convert staff from a business overhead to an asset, he suggests.

Owning the impact of automation

It’s a perfect storm when coupled with the irrevocable impact automation is having on the workforce. Six million people in the UK alone are currently working in jobs that are expected to change dramatically or disappear altogether by 2030. Yet two thirds of these are in denial.

Mutable, says Jones, is about businesses taking responsibility for embracing automation, and creating a new people-based economy.

“It’s about companies thinking beyond how they can save money by replacing 100 human workers with robots. It’s more about what are you going to do with those 100 people that have given you their best years so far?” challenges Jones.

“We need to help businesses start thinking in terms of, what are the assets I’ve got, what are the capabilities I need, and how will this evolve? So the individual becomes more a part of an ecosystem. They might be contractors, or employees of a specialist skills-based organisation, that companies buy a specific service from.”

Mutable in the real world

To illustrate the Mutable Business model in practice, Jones gives the example of a typical house purchase. In this example different people with specialist skills are brought in to support different stages of the transaction, from solicitors to mortgage advisors: “But you don’t employ them full time, just when you need them for a particular outcome.”

He further suggests that a company sales function, which might only be at full capacity at certain times of year, could be more efficient if it was plugged in across different companies to maximise their respective peak seasons. Rather than experiencing a down period at just one company. 

Indeed, the average executive currently only generates value from a third of their working time, with a third spent on activity that doesn’t deliver an outcome. Another third is spent on tasks that could be done by someone more junior, at a lower pay rate, enlightens Richard Skellett, founder of the Globalution Group of consultancies and parent company of Bloor.

“Organisations say people are an asset, when, fundamentally, that’s not true. People are on the  balance sheet as a cost and liability – it’s often their biggest cost. Moving to Mutable creates more monetisation opportunities for both companies and employees. Companies need to think about what is their core, how they strengthen that, and how they add skillsets to it,” says Skellett.

Jones also makes a comparison with Bloor itself, whose analysts are all independent contractors, yet all have a revenue-share stake in the business. This points to how companies adopting a mutable model can’t simply detach themselves from their workforce – even if the majority of them will likely be directly employed by a specialist third party who will assign them to a portfolio of other companies, and may also provide further benefits.

Employees as marketable entities

In this landscape, employees will have to invest further in themselves as a marketable, highly-skilled entity, as task-based job descriptions will become redundant, in favour of an outcome-based model.

“Individuals are going to need their own value proposition, and be able to demonstrate their capabilities to organisations, while organisations themselves will also need to understand how to manage these capabilities, and how to bring it all together to create the outcome they want,” explains Jones.  

“Being proficient in service integration and management is going to be critical.”

Sounds like a potentially rough deal for people compared with the now lighter and more profitable companies they will be outsourced to. But Jones puts forward a number of benefits for individuals in a Mutable model.

One of those is greater job security across a more dynamic marketplace. “An employee who’s employed by a company that goes bust is not in a good place. So when businesses and other organisations are successful, that’s got to ultimately be good for the people that work for them,” Jones reasons.

“And if that’s indirectly through a specialist skills service provider, then they haven’t got all their eggs in one company’s basket. Being part of a company that’s providing services to others is probably going to be safer.” 

Mutable working is, by its nature, also flexible, because of its outcome based orientation, Jones adds. It then better accommodates people challenged by constraints in a traditional work structure, such as people with caring responsibilities, those who are neurodiverse, and others with health conditions.

How Mutable is already manifesting

The shift to mutable, then, will touch everything – HR, recruitment, contracts, salaries, benefits, training, culture, loyalty, engagement, revenue streams, profitability, company partnerships, and more. 

Sound scary? Well, mutable in a form is already starting to manifest in the rise of side hustles, portfolio careers, and the growth of gig economy platforms. The alternative, Jones indicates, is businesses facing productivity issues to be left behind their competition or wiped out by the next big crisis. 

So who’s actually moving to Mutable? Bloor is currently engaged with a significant number of companies to implement a mutable framework, Jones shares, with many more discussions in the pipeline. Meanwhile, Find Your Flex is looking for innovative companies to pilot a Mutable framework with, as advocates of a truly flexible future of work.

“Flexible working is not about employees moving from working five days to four days or working part-time, or hybrid,” states Find Your Flex CEO and founder Cheney Hamilton. “There’s nothing flexible about working like that.”

The future is flexible

“Becoming Mutable is such a different conversation to that which both business and the media are used to having, especially when addressing how flexible working will impact UK businesses. This is because it’s less about employee contracts and legislation and more about the organisational change that is required to operate a truly agile and flexible workforce. 

“The Find Your Flex Group measures at 89% on the Mutable assessment. Our 8 permanent staff never work more than 30 hours per week, which works perfectly with the outcomes required of our team members. For the areas of our business where we need variable support, we rely on a team of trusted freelancers, contractors and outsourced services. In addition to this we work with a network of businesses and HR specialists, who share our values, to help us deliver our platform and services. A service that it would traditionally take a business ten times our size to deliver.

The road is long, the path clear.

“It’s absolutely fascinating now to help businesses, through Mutable, to find their internal flexibility within their current workforce and external flexibility, for their new hires or Mutable outsourcing partnerships.” 

But Hamilton adds that most UK business is still formulaic rather than adaptable, as evidenced by the volume of businesses needing to furlough staff throughout the pandemic. 

“Let’s face it, the current 19th century work models most businesses are built on, are no longer fit for purpose. They’re not future of work ready. When a business is Mutable, it can navigate through anything the world throws at it.” she continues.

“Once an initial cohort of businesses innovate in this way, others will adopt it. Mutable offer a future of work where people are allowed to work at their most productive and most importantly, are actually happy at work. That’s what we’re missing at the minute.”

MaryLou Costa is a freelance writer fascinated by the future of work, especially changes that advance women’s careers. Her work has featured in The Guardian, The Observer, Business Insider, Stylist, Raconteur, Sifted, Digiday, UNLEASH, Marketing Week and others. Plus she has appeared on Times Radio, BBC and Sky News.