5 Things To Consider When Implementing Flexible Working Arrangements

Workplace flexibility is one of the key drivers in employment decisions and job performance, with many people considering it when applying for new jobs. This flexibility doesn’t just benefit the employees but the business as well. It can increase productivity, improve workplace attraction and retention, and work performance. 

However, if flexible work arrangements aren’t implemented well, it can cost the business. Establishing a plan through confident leadership and communication is essential. Here we outline five things to consider when implementing flexible working arrangements of your own. 

1. Identify Specific Flexible Working Arrangements

   You can introduce flexibility in many different ways. For example, your employees may like to alter the start and finishing work times or introduce working from home on a more regular basis. Surveying which arrangements are the most desired for your business is the first step to creating your flexible working plan.

2.  Introduce New Training For Management

   Sometimes flexible working arrangements are unsuccessful due to management being unable to adapt. Flexible employees operate in different ways from traditional in-office employees. Training your managers to adjust their management style to suit both situations will give them the confidence to lead the transition. 

3. Establish a Communication Expectation

   Regardless of flexible workplace arrangements, effective communication is vital in any working environment. To engage and effectively manage your employees, the expectations surrounding their communication needs to suit their new working situations. In some cases, moving all communications online can adversely affect your employees, making them feel like they have to be ‘online’ the whole day or that the business is now intruding on their home environment. It is unrealistic to expect your employees to be ‘online’ the entire day, as interruptions naturally arise. Instead, you can set the expectation for them to communicate when they will be online instead of monitoring this daily.  

4. Start Small 

   Depending on the size of your business, you may want to consider starting with a smaller team or department to trial the new working arrangements and procedures. This is also an opportunity where you can ask for employee feedback and make necessary adjustments. Once you have successfully begun flexible working arrangements with this team or department, you will likely experience a smooth rollout across the whole company. 

5. Measure Effectiveness Subjectively

   Essentially, there will be two ways of measuring how effective the flexible working arrangements are for the business and the employees. By separating the two, you can subjectively look at the mutual benefits for both parties and if it is worthwhile to continue. Did the business yield better results? Less employee turnover? Higher productivity? Did the employee see improvement in stress management, health, work-life balance and overall satisfaction? This also allows success to be measured individually for each employee versus as a whole, which significantly benefits employee satisfaction and retention. 

There is no denying that flexible working is the future of business, so the more effort you invest in implementing a well-planned procedure for this way of working, the more successful your team will adapt. If you need any help in employment management services, enquire with Optimum Legal today.