A few things to be aware of.
Thinking of rolling this out in your business? There are a few things to think about to make sure you’re successful.
Let’s take a look at three considerations.
A great place to start is writing a policy. It might start by explaining the reasons why you’re endorsing flexible working practices. It should also clearly set out which kinds of flexible working arrangements are available to your employees. You’d also want to cover off all the finer details like who can apply and what the process looks like.
• The different flexible working options available
• Employee eligibility
• How employees make a request
• How you employer will respond to the request and within what timeframes
• The grounds for refusing the request
• The process for appealing a decision
• Trial periods (where applicable)
• Changes to the employment contract
If you’ve got employees working at different times or in different locations, how do you ensure clear lines of communication? Could you end up with siloed working and duplication of work?
To combat communication issues, you’ll need some decent tools to help you. Of course, since the pandemic, many businesses have invested into this area and are already set up with things like Microsoft Teams and Zoom for team planning and virtual calls.
In addition to this, line managers should be well-versed in the importance of regular catch ups with team members. If employees aren’t always in the workplace at the same time, give them an opportunity to share feedback and concerns with their manager.
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Looking for expert advice on how to implement flexible working? See how we can help.
This is an area that many organisations struggle with – and that’s without the added complexity of flexibly working employees.
Setting objectives, measuring performance, conducting one to ones, providing feedback – it’s the same stuff, you may just need to adapt some of it to suit employees who aren’t in the workplace full-time.
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