Quiz: Is role re-design needed?
Some types of flexibility are more likely to require role redesign than others.
This quiz provides leaders with an indication of how likely it is that you will need to redesign the role based on the type of flexibility that has been requested.
Before we begin...
If you are a manager, you may want to complete this quiz with your team members in a 1:1 meeting or a team meeting to develop a shared understanding of flexibility requirements.
This is particularly true if you’re emerging from a Covid lockdown environment and need to re-establish flexibility expectations and requirements.
Take the quiz
Complete this super-short survey (3 questions!) to understand whether a role needs to be redesigned.
1. What type(s) of flexibility have been requested?
In cases where multiple types of flexibility have been requested, add up the total number of points
Part-time
6
4
Job share
1
Flexible working hours e.g. early start/early finish
Occasional working from home
1
3
Permanent remote working
2
Compressed working week / Compressed hours
Keeping count? ✏️
2. Does the role work in a rostered environment?
Yes
0
No
1
3. Is the role highly prescriptive?
Eg. Some roles require certain tasks to be performed on certain days at certain times.
Yes
0
1
No
Do you need role design?
If you scored 7 or more points
Role design is needed to reshape activities to enable the employee to perform the role in a way that delivers outcomes and meets their individual needs.
Go to the next step in the playbook, Analyse the role
Between 4-6 points
It depends on the circumstance. In some cases where the work easily lends itself to the requested flexible work arrangement (eg. work can easily be performed at home) then redesign is not required.
However, in some cases elements of the role may not be suitable to the type of flexibility requested and role design can be used to find alternate solutions.
Go to the next step in the playbook, Analyse the role
Scored lower?
If you scored < 4 points = Role redesign unlikely or even unnecessary.
Some possible reasons:
The success of the flexibility arrangement is contingent on work design rather than role design.
The type of role requesting flexibility:
The person works in a rostered environment:
Environments that use rosters to schedule when a team member works usually have a number of roles of the same type.
When you have multiple team members performing the same job you have an opportunity to improve workplace flexibility through increasing and decreasing the number of shifts each person works or considering different shift patterns. This usually does not require any role design.The person’s role is highly prescriptive:
In these situations, it can be simpler to "replace" the team member on the days that they aren't available to work with someone else with the right capability and knowledge to perform the job.
Using a traditional job split/share arrangement can be an easier solution rather than fully redesigning the role.
Go to the Team work section in the playbook for ideas on how to make the flex arrangement a success without redesigning the role.