In the ever-evolving landscape of modern work, flexible working arrangements have gained significant attention. As an HR professional, I've been involved in helping organisations integrate and effectively navigate these arrangements. In this blog, we'll look at essential strategies for easily implementing and managing flexible working requests and understanding why these are so important. Drawing from personal experiences as a previous single mother and a full-time working professional, I understand firsthand the crucial role flexibility plays in achieving work-life balance.
From Personal Journey to Professional Expertise
My journey as a previous single mother and now a full-time working mother of two has profoundly shaped my appreciation for flexible work practices. Having been on both sides of the spectrum, I've recognised the crucial difference that flexibility can make. As a parent, I've always valued organisations that understand the delicate balance between fulfilling professional obligations and family responsibilities. Many mothers would willingly invest more time and energy in their careers if organisations embraced the use of flexible arrangements. With over 75% of mothers working (according to the ONS), why wouldn't you consider better flexible practices?
My journey extends beyond my role as a mother. I've also been a caregiver for my grandmother, where flexibility from a former employer made a world of difference. This experience not only deepened my respect for my employer but also highlighted the power of adaptable work structures. It transformed me into a content employee, fostering a great relationship where my satisfaction translated into positive outcomes for the business. Having worked in organisations that didn’t provide a fair work-life balance, I’m able to give clear examples of how flexible working requests can pay off.
Flexible working arrangements don't just have to be for care responsibilities, with up to 88% of individuals reaching burnout in the last year, some employees are simply seeking a better work-life balance. Reasons for a flexible working request can be a reduction in hours for any reason, fewer days working, job sharing, remote working, change to shift start and finish times and many more.
The Balance of Empathy and Practicality
As someone who has personally navigated the challenges of flexible working, I've been naturally inclined to empathise with employees seeking flexibility. This empathy has often led me to be lenient in my decision-making. However, I also understand the broader ramifications that flexible working decisions can have. It's essential for Line Managers and HR professionals to weigh the short and long-term impacts on both the individual and the organisation. Conflicts with other employees, financial implications, and alignment with organisational goals are all factors that should be consideration.
Key Steps to Successfully Implementing and Managing Flexible Working Requests
Start by comprehensively reviewing existing policies and legal obligations concerning flexible working. Ensure alignment with legal requirements and the foundation for efficient management. If you're unsure of the steps, use ACAS (or get in touch).
Craft clear guidelines outlining the request process, eligibility criteria, and specific details of various flexible arrangements. Clarify expectations and empower employees with accurate information.
Nurture a culture that values flexibility and recognises its role in promoting work-life balance. Educate stakeholders on the benefits of flexibility and establish an environment where open conversations are encouraged. My most common phrase comes to mind here 'why have it, if no one knows about it'.
Implement a streamlined process for handling requests, complete with transparent timelines and a designated point of contact.
Assess requests on an individual basis, considering their feasibility and potential effect on operations, team dynamics, and the organisation as a whole.
Maintain clear and open communication throughout the decision-making process. Offer constructive feedback and alternative solutions when necessary. Let's be honest, you won't manage to approve every request, but just offering an alternative solution, shows employees you're invested in them.
Trial periods can be a strategic approach to test the viability of certain flexible arrangements. Regular performance reviews should measure the effectiveness of such arrangements. For example, agreeing to the arrangement for 3 months to ensure it's suitable for both parties before committing to a lengthy change.
Equip managers with the skills to navigate flexible arrangements effectively, emphasizing outcomes over hours and encouraging open communication. This is important to ensure the business is not negatively effected by the outcome.
Regularly assess the impact of flexible working arrangements and make necessary adjustments based on feedback and evolving needs. Your HR professional should be aware of trends and review policies, making changing in line with this.
Flexible Working Success Stories
And if my word isn't enough, recent studies outlined in a report by the CIPD show the benefits of good flexible working practices for organisations. It's a really interesting read with some great statistics to help you make informed decisions on why and how to manage flexible working requests. For more information, see: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/flexible-working-lessons-from-pandemic-case-studies_tcm18-92645.pdf
The journey of embracing flexible working entails a balanced blend of empathy and strategic thinking. By following these steps, HR professionals and Line Managers can foster a culture that not only supports employees' personal needs but also aligns with the organisation's overarching goals. The synergy between the two ultimately leads to a workforce that is content, productive, and invested in the success of the business.
Should you require further assistance, feel free to reach out via chat or email: info@nichollhr.co.uk.
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