{"id":12302,"date":"2019-09-27T13:03:37","date_gmt":"2019-09-27T12:03:37","guid":{"rendered":"http:\/\/tiger-recruitment.com\/?p=12302"},"modified":"2024-12-17T16:22:45","modified_gmt":"2024-12-17T16:22:45","slug":"looking-implement-flexible-working-office","status":"publish","type":"post","link":"https:\/\/tiger-recruitment.com\/workplace-insights\/looking-implement-flexible-working-office\/","title":{"rendered":"Looking to implement flexible working in your office?"},"content":{"rendered":"

In September 2019, Tiger Recruitment hosted a roundtable discussion with a handful of HR professionals across a variety of industries. The topic of the day? The rise of flexible working, and how this shift is playing out in the modern workplace. One of the key topics discussed was its \u00a0practical implementation to ensure as successful an outcome as possible.<\/p>\n

Flexible working should be \u2018reason-neutral\u2019<\/h4>\n

For employers, implementation can prove daunting as it can be hard to know where to start, particularly if they\u2019ve not formalised these types of policies previously. At our roundtable, all attendees agreed that flexible working should be reason-neutral, meaning that an employee shouldn\u2019t need to give a reason to want to work flexibly.<\/p>\n

Everyone in attendance also recognised that flexible working should be open to all employees; however, it could depend on employee performance. For some, it made more sense to introduce it after their probation period; for others, it was effective immediately. Whichever approach is chosen, management should negotiate to ensure that the arrangement doesn\u2019t affect business functions negatively.<\/p>\n

“At our roundtable, all attendees agreed that flexible working should be reason-neutral”<\/p><\/blockquote>\n

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Make sure management is on board<\/h4>\n

Attitudes from management are critical to a successful implementation, with one attendee stating that \u201cold-school management believe they have to see you to believe that you\u2019re working\u201d. The use of an external consultant or interactive workshop may help change the mindsets of more traditional management, educating them on the different options available and the benefits it\u2019ll bring to the workplace.<\/p>\n

In addition, clear communication and comprehensive guidelines are critical for both management and employee expectations. These guidelines would need to include definitions of exactly what will or won\u2019t work for a specific team.<\/p>\n

\u201cOld-school management believe they have to see you to believe that you\u2019re working.” – Roundtable attendee<\/p><\/blockquote>\n

Policy details are important<\/h4>\n

Examples of important guidelines at the roundtable included:<\/p>\n