Flexible Working

Sharing my learnings from the book, Flexible Working by Gemma Dale

Flexible Working by Gemma Dale

Flexible working is now a key concern for many employees. It spans genders, ages and family circumstances, with 37% of millennials declining a job offer if working flexibly isn’t an option and 78% of employees over 50 wanting more flexible hours. Flexible Working is a practical guide for HR practitioners showing how to develop an effective flexible working strategy to meet the needs of employees and the needs of the business. This book explains how to develop effective flexibility policies and processes as well as how to communicate and train line managers on these practices. It also includes advice on how to overcome barriers to flexible working, dispels common myths and offers guidance on the different forms of flexible working available to organizations. Flexible Working shows that working practices outside the standard 9-5, five-days-a-week in the office can benefit a company. It drives employee engagement and performance, reduces costs and workplace stress and improves talent acquisition from a more diverse talent pool. It also explains how a proactive flexible working strategy can have sustainability benefits and reduce a company’s carbon footprint. Including case studies from organizations such as Zurich Insurance, and supported by rigorous analysis of flexible working data, this is essential reading for all HR professionals.

• Flexible work is any type of working arrangement that is not the on-site, nine-to-five, five-days-a-week norm. By ditching the standard nine-to-five model, employees and employers get to adjust when and how work gets done. It could mean putting in longer hours for fewer days, teleworking full- or part-time, or just working select hours in the “gig economy.”
  • for workers, it cuts down on the stress of sticking to a one-size-fits-all schedule.
  • for employers, it’s easier to attract and keep the best people when you offer flexible work arrangements.
• the world is always changing and work must change with it. As the twenty-first century rolls on, certain trends are making flexible work seem ever more essential.
  • the demographics of the workforce are changing: younger people are getting hired but older generations aren’t yet retiring.
  • the role played by technology and globalization
  • the positive trend toward greater workplace inclusivity
• The most effective workplaces focus on maximizing the well-being of their teams. That is, they create conditions where employees feel rested and respected enough to flourish.
  • daily commute – Letting employees work from home, even for one or two days a week, means they can focus on the job instead of spending their energy fighting traffic or worrying about catching the train.
  • Flexible work can also help people strike a better work-life balance.
• You can overcome barriers to flexible work with communication and technology.
• Any workplace can become flexible by following a few simple principles.
  • organizations must make flexibility the default option for all their employees.
  • organizations should explore flexibility in all its forms.
  • Organizations must build a high-trust environment.
  • Businesses should also help managers by setting up specialized training focused on the challenges of flexible working – things like how to track progress and build rapport with remote workers without relying on face-to-face interactions or resorting to micromanagement.
  • importance of putting effective policies in place.
  • businesses must invest in the right technology.
• Avoid headaches by carefully planning your transition to flexible working.
  • carry out a company-wide assessment to see how prepared your organization is for the process ahead.
  • prepare a step-by-step roadmap for the shift toward flexibility.
  • offer regular updates about how the move to flexible work is going and give a detailed timeline of the likely changes that are coming.
• When everyone can shape the boundaries of their work, having clear guidelines around the process is essential.
  • You’ll want written documentation that covers everything from employee scheduling and performance reviews, to how to handle promotions and transfers.
  • If your team can choose their own hours, you may want set days or times for recurring or mandatory meetings. Or you might have set rules for communicating: things like certain times of the day to check in, or a rule that supervisors are forbidden from calling workers after certain hours. You might even come up with guidance around specific events like childbirth or sickness. 
• To ensure your policies are effective and fair, make sure to get input from all the people they apply to. And try to avoid overly complex or legal language. Even the best policy will fail if no one understands it!
• Finally rolling out a flexible work program at your organization should be an occasion for celebration. Your workers will be gaining more control over their routines and reaping the rewards of a better work-life balance. To ensure this day goes as smoothly as possible, it’s essential to make sure that, leading up to your launch, everyone understands what’s happening and what to expect in the future.
  • Communication is vital.
  • You’ll need to use multiple approaches.
  • Listen for feedback about what’s working and what isn’t.
  • be sure to promote any success stories showing how things have improved with this new way of working.