HNW voor het mkb: werkt dat eigenlijk wel?

Door: Francie Coenders

In het verleden leidde mijn onthulling op verjaardagsfeestjes dat ik in het Facility Management werkzaam ben meestal tot uitgebreide discussies over de kwaliteit, prijs en temperatuur van de kroketten in het bedrijfsrestaurant. Tegenwoordig is dat anders. Nu belanden we tussen de toastjes en de beertender steeds vaker bij Het Nieuwe Werken.

De aanwezige zzp'ers kunnen zich de tijd van 'Het Oude Werken' nauwelijks meer iets herinneren; gewapend met laptop, smartphone en iPad twitteren zij zich linkedinnend, facebookend en msn'end door hun werkende bestaan. Ze werken in de tuin, onderweg in de auto of trein, bij de klant, in de kroeg of op het strand.

De aanwezige medewerkers van de grotere organisaties in de publieke en private sector doen hier niet voor onder en melden terloops dat zij thuis, op kantoor of op andere locaties kunnen werken, alles digitaal, in een activiteitgerelateerde werkomgeving met bijbehorende vrijheden en verantwoordelijkheden.

En wie blijft er stil in deze gesprekken? Dat is de buurman, die een verzekeringskantoor heeft met 75 werknemers, of Karel die werkt bij een middelgroot transportbedrijf als logistiek planner. Oftewel de mensen in het midden- en kleinbedrijf (mkb). En het mkb is zeker geen onbelangrijke speler in Nederland: het mkb is goed voor 58 procent van de omzet in het bedrijfsleven en biedt werkgelegenheid aan 60 procent van de werknemers!

Het mkb (bedrijven tot 250 medewerkers) lijkt Het Nieuwe Werken nog niet te hebben ontdekt (of in ieder geval nog niet te hebben omarmd). Dit wordt bevestigd door de recent verschenen Arbobalans 2010 (Ministerie van Sociale Zaken), waarin onder meer staat dat bij mkb-bedrijven vaak wel ruimte is voor tijdonafhankelijk werken, maar (veel) minder voor plaatsonafhankelijk werken.

Uit een ander onderzoek onder mkb-bedrijven blijkt, dat vaak wel enige flexibiliteit mogelijk is met begin- en eindtijden, maar dat er weinig structureel vanuit huis wordt gewerkt en dat een groot deel van de medewerkers beschikt over een vaste werkplek.

Bijzonder is hier dat (net als in een heleboel andere organisaties overigens) Het Nieuwe Werken vooral wordt belicht vanuit het plaats- en tijdonafhankelijke aspect, maar dat er voor de andere aspecten (onder andere  meer vrijheid en verantwoordelijkheid, sturen op resultaat, betere samenwerking en communicatie) helaas minder aandacht is. Terwijl deze (ook) voor het mkb minstens net zo belangrijk zijn!

Natuurlijk is het voor organisaties in het mkb geen 'must' om iets te doen met Het Nieuwe Werken. Belangrijk is, om te onderzoeken of en wat de toegevoegde waarde van Het Nieuwe Werken voor de organisatie zou kunnen zijn, samen met management en medewerkers. Als deze vraag positief wordt beantwoord, kan de specifieke uitwerking van Het Nieuwe Werken beginnen.

Er zijn op het gebied van Bytes (ICT-ondersteuning) en Bricks (fysieke elementen zoals gebouw en inrichting) voldoende hulpmiddelen en concepten ontwikkeld die recht doen aan de specifieke eigenschappen van het mkb, wat betreft functionaliteit én kosten.

Het meest uitdagend is Behavior oftewel bedrijfscultuur en managementstijl. Het vraagt om lef om te kiezen voor Het Nieuwe Werken, vooral voor een directeur(-eigenaar). Je moet dingen gaan loslaten in het vertrouwen dat er ook iets voor terug gaat komen. Je moet gaan sturen op resultaat in plaats van aanwezigheid.

En natuurlijk is dat lastig. Het gaat er vooral om een vorm te kiezen die past bij het bedrijf, samen met de medewerkers.

Francie Coenders is werkzaam als Unit Manager Huisvesting bij VFM Facility Experts.

(Bron: FactoMagazine.nl http://www.factomagazine.nl/ )

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