Flexible working is just one of the many benefits you can offer to employees to enhance your EVP. Check out a look inside our very own RG Culture Book for more ideas on how to engage employees.
5 min read
When I had my first child, I remember returning to work part-time, telling myself that when my son started school five days a week, I’d be in a better position to go back to work for five days too. It didn’t take long for me to learn that the 9 a.m. to 5 p.m. work day and the 9 a.m. to 3 p.m. school day were at odds.
I was somehow meant to get my son to school and be on my way to work at exactly the same time. And then there was the question of where he was meant to go and who was going to look after him in the two hours (or three and a half, if I count the commute time) between him finishing school and me getting back from the office to pick him up.
This tricky negotiation of family and work commitments is a dilemma that every working parent of school-aged children knows well.
As a writer, I had two options: find a company willing to provide flexible working arrangements, or work as a freelancer.
Two things surprised me during my job search. The first is the reluctance by many employers to provide their employees with flexible work arrangements to accommodate their familial responsibilities. The challenge of scheduling school drop offs, pick ups and holiday care is not an uncommon phenomenon.
Employers need to be willing to challenge the status quo when it comes to flexible working, or face the risk of increasing turnover and decreasing productivity among your people.
Personally, I wouldn’t work for an employer who didn’t provide an option for flexible work; it’s now simply part of the overall package when I consider how I’m willing to be compensated for my time. Luckily for me, Reward Gateway is one of the employers who provides this.
The second thing that surprised me is the reluctance by employees (fathers especially, I’ve found) to request flexible working arrangements. The concept of “business hours” is so fundamental to how we operate that we’ve forgotten it’s an entirely cultural, man-made construct.
If the concept of providing your people the option to work flexibly scares you, it might help to approach it with small steps. I know that as a writer, the nature of my job allows me to work from anywhere I have a laptop and internet connection. But some roles (particularly customer-facing roles or those with a hands-on aspect like hospitality, medicine or retail) require people to do the job on site — being absent would significantly impact effectiveness or productivity. Instead of ruling out the option of flexible work, as an employer or team leader you can start by considering which job parameters you can shift to offer flexibility.
Rather than abolishing starting and finishing times altogether, can you start by pushing them back or forward by one or two hours? Is it absolutely critical for all the work to be done in the office, between 8am and 5pm? Or can some work (like admin, research, or responding to emails) be done between 6-8 a.m., or between 8-10 p.m., or during the commute? Are there tools you can invest in that enable work to be done elsewhere — be it a laptop, videoconferencing technology, or a portable phone that connects support reps into the call queue?
Sometimes, increasing employee engagement is simply a matter of taking some time to consider what small elements of a job can be changed to better accommodate the needs of both the individual and the business.
The more I’ve reflected on this post, I’ve realized that my ability to work flexibly is daily for me and my team to demonstrate our company values:
As an employee, seeing these values being demonstrated on a daily basis through my leaders and my team has been amazing. Because they’re willing to put the trust and effort in me, I want to give 100% of my effort to them.
Have I cracked the work/life balance puzzle? Not exactly, but I will say that flexible work means I’m both more motivated and more satisfied at work, and I’m more present and productive at home. This isn’t just a good thing for me personally, or even for my business, but for the broader community. How powerful would we be as a society if we had more satisfied, more motivated, and fully present mothers and fathers giving their 100% in their homes and in their jobs?
As the needs of the business and my family change, I know this will be a continual work in progress, but I am grateful to have the option to explore it. As the proverb goes, “it takes a village to raise a child,” — and the benefits will come to the employers who recognize themselves as an integral part of that village.
Joy is our book-hoarding, food-loving Content Journalist. She combines her experience in communications and change management with storytelling and digital media to help business and HR leaders connect with their people and strengthen their company culture. When she isn’t writing about business, HR or leadership, she’s writing quotes and song lyrics with a paintbrush or calligraphy pen.
U.S. Director of Client Culture and Engagement
3 min read
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