Top ways to support flexible working and improve employee wellbeing
This blog is written by Working Families – charity on a mission to remove the barriers that people with caring responsibilities face in the workplace.
The impact of flexible working on the lives of employees can’t be overstated. It means being able to be always present, both at work and at home, and when you consider the boost in productivity, engagement and staff retention, it really is a no brainer. But to reap the benefits of flex, it must sit within a wider culture of inclusivity and care for well-being. To mark National Work Life Week, our annual campaign to promote wellbeing in the workplace, we look at ways to create an environment in which employees can thrive.
- Flexible working works best when it suits the needs of both the business and the employee. All jobs have an element of flexibility, but not all jobs can be flexed the same way. Start with job design to see which elements can be done flexibly to find the right solution. Staggered starts, flexi-time, shift-swopping – there are so many flexible options.
- Trust is the cornerstone of successful flexible working. Giving staff the choice and control to manage how, when and where they work enables more focus being able to respond proactively as they have the permission and opportunities to recharge as they see fit.
- Bring managers along with training on the business benefits of flexible and family-friendly working and the tools and resources to have conversations about flex as well as issues such as fertility, bereavement and menopause.
- Listening is a sure-fire way to ensure everyone feels understood and valued. It helps gain insight into what is helpful to parents and carers, highlights gaps in policy and creates a constructive dialogue. Dedicating time in 121’s, staff surveys and staff networks are all good ways to make space for voicing opinions and hearing suggestions.
- It’s not enough to have great policies, people have to know about them. Utilise key touch points such as onboarding to remind parents and carers of their right to work flexibly. Make policies visible so that potential hires can see what the organisation is all about. Our Happy to Talk Flexible Working logo signals an openness to working flexibly.
- ‘Real models’ are particularly powerful, especially when they are leaders. By demonstrating that policies work in practice, they encourage others to take up the opportunities available. Enlist flexible working champions that can share their experiences to reduce fears around judgement over taking flex and any impact on career development.
For a review or update of HR policies, please contact support@mckinneyhr.co.uk