Flexible working – the challenges and how to manage them
/By now, the realities of the new hybrid working era should be plain for most businesses to see.
Broadly speaking it’s probably fair to say that the benefits of flexible working – at least in the context of staff morale – largely outweigh the disadvantages.
Generally speaking, those businesses that have managed to find the right balance between seeing employees in the office and giving them the latitude to work at home have seen goodwill and productivity increase.
But it’s not all hearts and flowers. One of the most common complaints relating to remote working among business leaders are less tangible – the so-called ‘soft’ issues around creativity, staff bonding, team dynamics and collaboration.
All of these legitimate concerns: we know they exist and many senior leaders can feel the losses they associate with a lack of physical proximity. The problem is, they’re hard to measure, and therefore hard to back up as reasons to be co-located in an office environment more frequently.
So, just how do you find the right balance and create a working environment in which everyone feels there’s an appropriate and workable balance between the amount of flexibility employees enjoy, and the tangible (and intangible) benefits that are derived from being in the office?
Managing flexible working requires careful planning and coordination to ensure that employees are able to work effectively while also meeting the needs of the business, and that means careful thought needs to go into the strategies you might adopt to manage flexible working.
Strategies for Managing Flexible Working
There are some obvious and easy lines that need to be drawn in order to foster a working environment that achieves the right work/life balance for everyone involved in the business.
1. Define clear guidelines: Establish clear guidelines for what is expected of employees who work flexible hours or remotely. This could include guidelines on communication, availability, and work quality.
2. Provide the right tools: Make sure that employees have the necessary tools and technology to work effectively from anywhere. This could include laptops, software, and communication tools.
3. Set measurable goals: Establish measurable goals and expectations for employees working on flexible schedules. This can help keep employees focused and ensure that work is being done to a high standard – and it’s also essential in helping you to make your argument if you find things aren’t working out as planned.
4. Encourage communication: Encourage regular communication between employees and managers. This can help keep everyone on the same page and ensure that any issues or concerns are addressed quickly.
5. Offer support: Provide support and resources to employees who are working flexibly. This could include training, coaching, and access to mental health resources.
Benefits of Flexible Working
Although there are leaders and managers who remain firmly set against the concept of flexible working, there can be little doubt it has its advantages and benefits.
Increased productivity: Research has shown that employees who work on flexible schedules are often more productive than those who work traditional hours. This may be due to the fact that they are able to work when they are most productive or focused.
Better work-life balance: Flexible working allows employees to better manage their personal and professional responsibilities. This can lead to improved job satisfaction and work-life balance.
Lower costs: Companies that allow employees to work remotely or on flexible schedules can save money on office space and other related expenses.
Increased talent retention: Companies that offer flexible working arrangements are often able to retain top talent who may have otherwise left for a more flexible work environment.
Disadvantages of Flexible Working
Just as there are obvious benefits to a hybrid approach to work, there are also potential downsides that shouldn’t be ignored.
Communication challenges: Communication can be a challenge when employees are working remotely or on flexible schedules. This can lead to misunderstandings or missed opportunities.
Difficulty in managing teams: Managers may find it more difficult to manage teams that are working remotely or on flexible schedules. This requires a different approach to leadership and team building.
Isolation: Working remotely or on flexible schedules can be isolating for some employees. This can lead to feelings of loneliness or disconnection from the team or company culture.
Lack of structure: Flexible working can lead to a lack of structure or routine, which can be difficult for some employees to manage.
In the end, flexible working can offer many benefits to employees and companies alike. However, managing flexible working requires careful planning and coordination to ensure that employees are able to work effectively while also meeting the needs of the business.
By establishing clear guidelines, providing the right tools, setting measurable goals, encouraging communication, and offering support, companies can effectively manage flexible working arrangements and reap the benefits of this approach.
If you’d like to find out more about how Constantia Consulting can help you to identify the right approach to hybrid working for your business, and then implement the right processes to manage it, please get in touch. We’d love to hear from you.
