Flexible Working
A flexible work schedule allows employees to have some control over their work schedule and can include options like working from home, adjusting start and end times, or having a compressed work week. Implementing a flexible work schedule can have numerous benefits for both employees and the company.
For employees, a flexible work schedule can improve work-life balance, which can lead to increased job satisfaction and productivity. It can also allow employees to better manage their personal and professional commitments, leading to less stress and improved overall well-being.
For the company, implementing a flexible work schedule can improve employee retention and recruitment. It can also lead to increased productivity and efficiency, as employees may be more motivated and focused when they have more control over their work environment and schedule. In addition, a flexible work schedule can be a cost-effective solution for the company, as it can reduce the need for office space and other overhead costs.
Overall, implementing a flexible work schedule can have numerous benefits for both employees and the company. It can improve work-life balance, increase job satisfaction and productivity, and be a cost-effective solution for the company. Consider implementing a flexible work schedule to see the benefits for yourself.
The key to flexible working - great communication
Communication is key for any team, but it can be especially challenging when team members are working remotely. Here are some tips for effectively communicating with remote team members:
Use a variety of communication channels. Don't rely on just one method of communication, as different team members may prefer different channels. This can include email, video conferencing, instant messaging, and phone calls
Schedule regular check-ins. Set aside dedicated times for team members to check in with each other and discuss progress on projects. These check-ins can be done via video conference or phone call
Pro Tip: Don’t make check ins all about the work - remember it’s important to connect on a human level to
Use project management tools. There are numerous tools available that can help you keep track of tasks, deadlines, and project progress. Using a project management tool can help keep everyone on the same page and ensure that important information is not missed.
Encourage open communication. Encourage team members to speak up and share their thoughts and ideas, even if they are working remotely. This can be done through virtual meetings or by using an instant messaging platform. If you are running the meeting ensure remote participants get a chance to have a say (no one likes the fact they can’t get a word in due to the latency of being on the end of a video call)
Make sure everyone has the necessary resources. Ensure that your remote team has access to all the necessary resources, including any necessary equipment and software. If you are distributing handouts make sure this content is emailled to remote participants or they have access to the content.
Things to consider when working remotely
Remote working isn’t something that should just be ambled into. It’s important to get some of the basics in place prior to committing to remote working. Employers and employees should consider aspects related to employment law, health & safety, as well as costs, privacy and data security issues.
When working remotely, employees should consider the following:
Establishing a dedicated workspace that is separate from their living space. - this helps with ensuring that your home still feels like somewhere you can relax, and that when you are working you are minimising distractions where you can.
Setting clear boundaries between work and personal time to maintain work-life balance. Stick to your routines if you’d normally take a break to get a glass of water in the morning then you should still do that at home
Pro tip: Avoid back to back video conference meetings. This will stop the exhaustion that comes with rushing from thing to thing all day
Staying connected with their team and colleagues through regular communication and virtual meetings.
Maintaining good ergonomics to prevent physical strain and discomfort.
Keeping their technology and internet connection reliable and secure.
Prioritizing self-care and mental well-being to manage stress and burnout.
For employers, consideration should be given to:
Changes to employment agreements - If remote working is going to be an ongoing entitlement then employers should consider whether they need to update the employment agreement to reflect the variations made to working arrangements. If the variation to the agreed hours of work or place of work is permanent, then the employment agreement should be updated
Health and safety - Under the Health and Safety at Work Act 2015 and related regulations, employers must provide employees with the highest level of protection from workplace health and safety risks, so far as is reasonably practicable. This includes risks to both physical and mental health. If employees regularly work from home, employers should consider whether this would be a ‘home-workplace’ that needs a health and safety risk assessment. This could include things like ergonomics of the workstation setup, fire safety equipment, and first aid kits. Managers make sure you have a regular check in with remote employees so you can address isolation and wellness issues early
Wellness - If an employee lives alone and works at home regularly, there may also be risk of social isolation. It’s important to ensure employees have plenty of opportunities to stay connected with colleagues – either alternating days working at home and in the office, or having regular ‘virtual catchups’ through phone, email or video conferencing
Pro Tip: Have “Team” days that get everyone into the office
Equipment and expenses - Employers should consider whether they need to purchase or provide allowances to cover additional office equipment and related costs to enable employees to work effectively from home. These include computers, screens, video and audio devices, and electricity or telecommunication costs. There is no specific legal entitlement to allowances. The payment of and level of allowances, over and above salary or wages, can be agreed to by the employer and employee
Monitoring and privacy - Employers should think carefully about monitoring employees’ productivity whilst working remotely. Employers should only consider setting up software to monitor employees if it’s reasonable, for example, to ensure their safety. Monitoring staff can affect their morale and productivity because they may feel that they are not trusted by their employer. Employers need to be mindful of the different privacy concerns that arise when monitoring occurs in the employee’s home environment. If you can’t trust the employee to be working, then you should not be entering into a flexible working agreement
Flexibility - Remember remote working (like anything else related to employment) is not a one size fits all approach. Some people will love being able to work from home, others will hate it. The intention has to be focussed on being flexible