Pilot at CNV

365/Zin supports CNV with the introduction of The New World of Work. CNV launched a pilot after getting advice from 365/Zin. Employees are becoming more aware of flexible working methods and overcome personal limitations. Leadership style and culture are also important parts of the new way of working.

The New World of Work contributes to enjoyment at work

"We wanted to have call centre staff work between 4 and 9 PM on working days and on Saturdays. Those are the times when it is easier to reach our potential members. However, the office closes at five and over the weekend. We invited 365/Zin to explore the opportunities of The New World of Work. They made us believers the moment it became clear just how much this contributes to enjoyment at work, reduces absenteeism rates and boosts productivity. The people that work at CNV determine our results. If we can improve their dedication and their sense of having a bond with the organisation, then that's great! We launched a pilot right away,"
relates CNV official Mr Theo van Lagen

About the cooperation

365/Zin first investigated whether or not CNV was ready for The New World of Work. We conducted several scans and gave our advice. It turned out that nobody had worked flexible hours before. So 365/Zin supported them in this. As a pilot, ten employees started working from home one or two days a week. They kept their own schedule.  At first, they found it a bit strange to take a break every now and then to, for instance, go jogging. We encouraged these things through coaching, as exercise is a good thing and these sorts of decisions mean that employees take more responsibility.
After the pilot proved to be a success, CNV determined that employees are allowed to work from home up to a maximum of half their hours. No more, since they also aim to maintain the relationship with colleagues and the organisation as a whole. There are no other rules, because The New World of Work is a voluntary affair: everyone gets to experiment with it and plan their own hours as they see fit. The employees are free to decide at what times they make their phone calls. Saturdays are fine; encouraged, even. A lot is changing for the managers. They can no longer manage the work by making the rounds and checking what's going on. They now use special call centre software to monitor their employees and steer for results. In addition, they are responsible for creating an open culture, and mainly for demonstrating trust in the people who work from home.

Figures/results

• Increased work enjoyment and engagement.
• Number of calls has gone up, employees are more effective at their job.
• Employees find that their work life balance has improved.
• Reduced absenteeism.

Success in this case and opportunities for you:

• Measurements of, among other things, culture and leadership style by means of the OrganisationScan
• Introductory meeting for The New World of Work.
• Scans, advice and implementation: integrated approach of The World of Work