Flexibility in the workplace- speaking from experience
Lucky for me I have worked full time, part time, job share, different working hours and from home. So I am able to speak from experience as an Employee, Business Owner and HR professional – and I value flexibility as an Employee, as a Business Owner and as a HR Professional.
In a previous blog (Look beyond restraints for solutions, I highlighted that the employment landscape is changing – from permanent full time roles to casual employment, part time employment, working remotely, flexible arrangements such as working from home or remotely and so on, which impact on the management of flexibility in the workplace. This change in the employment landscape has been highlighted by research and suggested actions for businesses to manage some of the issues have been raised in this year’s Intergenerational Report 2015. The report identified the need for increasing female participation in the workplace (see The forgotten part of the puzzle and Increase female participation rates by 25% for more information) and supporting our older workers (see embracing our ageing workforce for more information).
Whilst there are a number of businesses that have embraced flexibility I think there is still a long way to go. I really do think that the take up is slow, as we have been talking about flexibility in the workplace for as long as I have been working in the field – 20 years!
In my experience of various flexibility arrangements as an employee in I was always grateful to be able to have such flexibility and therefore was loyal, productive and engaged. As a result of the flexibility I felt more in control with both my work and personal life it was also great for my physical and mental well-being. I worked hard to make sure it worked and that I wasn’t putting anyone in my team or the organisation out as a result – I made sure it worked and there was therefore plenty of benefits for my employers as a result.
As an Employer and HR Professional, I concur with the benefits that my employers received as a result of my working flexibly. Multiply that by a number of employees and you have a diverse workforce (and all the benefits that are derived from that), improved attraction, retraction, productivity, engagement, decreased workers compensation claims and a mentally healthy workplace – so why wouldn’t you put flexibility on the agenda? Sure, there are considerations, but they are to be considered so they can be managed properly to ensure it is successful and you can realize the benefits. Things to consider include; workplace health & safety, industrial relations issues, culture (see Bricks and Mortar), leadership and strategic, workforce planning.
Lincoln Crawley, MD of Manpower Group Australian and New Zealand recently stated, ‘The stigma about flexible working needs to go.’ I think he is right but I do think it is slowly changing. I started HR Business Direction 4 years ago working from home and now all my team also work from home and all under very flexible arrangements. 4 years ago I felt that stigma when I told people of our arrangement however, now I get, ‘Good on you!’ I do think in the future we will have our own space (flexible space at that!) but the closer we get to it the longer I push it out. Putting perception aside, businesses need to give this some thought before they are pushed into it as it is the way of the future.
Talking from experience, give it some thought!
At HR Business Direction we practice what we preach and are able to assist you with managing flexibility in the workplace. Contact us here.
Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au
