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High Performance Flexibility™ Assessment

How flexible and high performing is your organization?

Step 1 of 6

16%

The findings from this High Performance Flexibility™ Assessment will help you evolve and optimize the flexible way your organization operates across workplaces, spaces and time.

Once you understand the current state of flexibility in your organization, use our Return on Flexibility™ Calculator to estimate the return—gains over costs—that are possible with a well-executed flexible work strategy.

Let’s get started!

Before we begin, please provide some basic information about you and your organization.

Please provide your email address:
Please provide your email address:
NumberOfEmployees
How many people work at your organization?
CurrentlyCalculate
Does your organization currently calculate the return (gains over costs) of strategic work flexibility?

Senior Leaders

The following questions gauge the degree to which you believe senior leaders understand what high performance flexibility can achieve and what it takes to do it well.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about your organization’s senior leadership, defined as those in strategic decision-making positions.

Q4
Our senior leaders understand the definition of high performance flexibility (i.e., a flexible, digitally enabled way of operating across on-site and remote workplaces, workspaces, and time to achieve high levels of performance and well-being).
Q5
Our senior leaders understand the role they play in effectively leading a high performance, flexible organization.
Q6
Our senior leaders have the skills and tools to effectively lead a high performance, flexible organization.
Q7
Our senior leaders support experimentation with new flexible ways of working.
Q8
Our senior leaders model flexibility in how, when, and where they do their work.
Q9
Our senior leaders are comfortable connecting with others in the organization both on-site (in person) and virtually.
Q11
Our senior leaders have effectively adopted the technology that .allows them to coordinate and communicate effectively.

Senior Leaders (continued)

Q12
Our senior leaders understand that high performance flexibility improves talent attraction and retention.
Q13
Our senior leaders understand that high performance flexibility improves engagement.
Q14
Our senior leaders understand that high performance flexibility supports diversity, equity, and inclusion.
Q15
Our senior leaders understand that high performance flexibility optimizes the efficient use of real estate and facilities.
Q16
Our senior leaders understand that high performance flexibility enables the organization to optimize Environmental, Social, and Governance (ESG) goals.
Q17
Our senior leaders understand that high performance flexibility can improve productivity.
Q18
Our senior leaders understand that high performance flexibility can support operational resilience (e.g., the ability to continue to operate during the pandemic or inclement weather).
Q21
Our senior leaders understand that high performance flexibility supports individual work+life fit (i.e., the way work and life fit together based on your unique realities).

Managers

The following questions gauge the degree to which those at the manager-level understand what high performance flexibility can achieve and what it will take to get there.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about your organization’s managers, defined as those with direct, day-to-day supervisory responsibility.

Q22
Our managers understand the definition of high performance flexibility (i.e., a flexible, digitally enabled way of operating across on-site and remote workplaces, workspaces, and time to achieve high levels of performance and well-being).
Q25
Our managers regularly check in with their team to clarify priorities and get progress updates.
Q26
Our managers have defined qualitative and quantitative metrics against which they gauge team members’ performance regardless of where, when, and how they work.
Q27
Our managers provide opportunities for development and advancement to all team members regardless of where, when, and how they work.
Q28
Our managers understand how to reinforce the organization’s culture and values as they lead their flexible work teams.
Q29
Our managers are comfortable connecting with their team both on-site (in person) and virtually using the technology and tools that are available to them.
Q30
Our managers have effectively adopted the tools and technology that enable their team to seamlessly execute their work across on-site and remote workplaces, spaces, and time.

Teams/Individual Employees

The following questions gauge the degree to which teams and individual employees understand and are prepared to achieve high levels of performance and well-being working flexibly.

On a scale of 1 (strongly disagree) to 5 (strongly agree), how strongly do you agree or disagree with the following statements about how, when, and where teams and individual employees operate within your organization.

Q33
In our organization, teams understand why planning and coordinating how, when, and where they work best matters to the business and to them personally.
Q36
In our organization, our teams recalibrate with each other, as needed, how, when, and where they will work as realities and needs change to optimize their performance and well-being.
Q37
In our organization, individual employees understand their role in determining how, when, and where they do their work and manage their lives to achieve high performance and well-being.
Q38
In our organization, individual employees have the skills and tools to determine how, when, and where they do their work, and manage their lives, to achieve high performance and well-being.
Q39
In our organization, individual employees regularly clarify priorities and provide progress updates to their managers, which in turn allows them to determine how, when, and where they will do their jobs and manage their lives most effectively.
Senior Leaders Percentage
Managers Percentage
Teams/Employees Percentage
Overall Percentage
Overall Percentage Rounded
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