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You don't have to bend over backwards to benefit from workplace flexibility
By: Gabrielle Lis, 06 April 2009, Return to Work Matters Article
Employers don't have to bend over backwards to reduce absenteeism and improve productivity. Just get flexible!
Kerry Fallon Hogan, who will present at the upcoming 5th annual Injury Management and Workers' Compensation Summit, is the Managing Partner of Flexibility At Work, a management consultancy that assists organisations achieve workplace flexibility and diversity, and promote a healthier work / life balance amongst employees.
We asked Kerry to talk us through the ins and outs of flexibility in the workplace.
What are the advantages of flexible workplace practices?
There are real bottom-line incentives for employers to implement flexible work practices including increased productivity, better customer service, enhanced legal compliance, improved morale, reduced absenteeism, greater overall effectiveness, and an ability to adapt readily to market changes.
There’s also that very profitable, but less concise notion of “discretionary effort” – where workers go that extra mile because they believe that employers are doing the right thing by them.
And if this not incentive enough, there are workplace flexibility requirements under the new National Employment Standards. To assist with the implementation of work/life balance and family friendly work arrangements, the Federal Government is providing small businesses with grants of up to $15,000.00.
So now is the time for workplaces to take advantage of the many benefits that flexible work practices bring.
What are some challenges employers might face in moving to a more flexible system?
Every workplace culture is unique, has different barriers and needs different solutions to the challenges that present.
The issues can be attitudinal, can be based on misperceptions, systems problems, workloads, fear of the effect on career, leadership and managerial blocks.
Some of the misperceptions people hold about flexible practices are that:
Flexibility is solely about employees and their children;
Flexibility is just a female issue;
Other people at work will be resentful if you use these practices;
There should be a clear boundary between work and personal life; and
Customer service organisations cannot provide these practices.
These issues need to be addressed to achieve sustainable, flexible workplaces.
What are the best ways to go about the transition?
To successfully implement flexible work practices we have developed a systematic culture change approach.
This starts with a Work/Life Audit to ascertain what practices are working – and if not, the reasons for this – the types of flexibility employees want and the challenges to successful implementation.
We then develop strategies to overcome the challenges which often include creating guidelines, policies, e-learning, coaching and communication strategies.
The guidelines and policies are needed to clarify what is expected of managers and employees, how to go about applying for the flexibility and the management practices needed to sustain a flexible workplace.
Other important steps to take include developing an organisation-specific business case, engaging managers and employees in the process, addressing management issues, training managers in how to manage flexible work practices and evaluating the success of the program.
It’s often beneficial to begin with a pilot program with a team of people committed to making workplace flexibility a success. We can then build on this success, which is much better than trying to do too much too soon and not having the program work as a result. It is common sense that success breeds success.
How do flexible workplaces contribute to better injury management and return to work?
Job sharing, part-time work and home-based work arrangements are very useful for transitioning back into the workplace. The availability of these practices means that employees are often able to return to work sooner than would otherwise be possible.
For the employer this means increased productivity and cost savings by being able to take advantage of the training investment and valuable intellectual capital that is lost when an employee is unable to work.
For employees it means maintaining their employment skills and keeping up with technological and workplace changes as well as the self-fulfilment and personal satisfaction that work enables. Transitioning back into the workplace in this way can significantly reduce stress levels and therefore increase recovery rates.
For example, job sharing a role means that you know that while you are not in the workplace someone else is dealing with issues as they arise, and you will not be inundated by them when you return. Job sharing can also improve job satisfaction, through the ability to share the more mundane tasks of the job as well as give mutual support. It can enhance your employability and career progression, by allowing you to acquire the range of skills of a full-time job while you are working part-time.
Overall, how would you like to see Australian workplace culture change?
Achieving flexibility in the workplace is not only possible but necessary in an unpredictably changing environment. Flexibility and innovation are critical to the competitive advantage needed for organisational success.
A vital key to improving business performance is through supporting and enhancing the performance of the individual. Achieving this optimum performance requires developing the individual’s full potential—professionally through training, teamwork and involvement, and personally through a full and balanced life.
Flexible workplace cultures are characterised by individuals taking responsibility for their personal growth and the growth of the organisation, where people feel supported in their need to balance work and personal lives and are not penalised for putting their families first. Organisational values include trust, interdependence and the wellbeing of individuals and their families. These organisations value their people and understand the benefits that flexible practices can bring to both individual and business performance. These are the workplaces where diversity, creativity and the human spirit can soar.
For advise on how to implement and manage flexible work arrangements contact Kerry Fallon Horgan on telephone (02) 9402 4741
Our leading edge workshop "Creating Flexible Workplaces & Getting Balanced" can be delivered at your workplace. Contact Flexibility At Work on (02) 9402 4741.
Our personal life coaching sessions can give you the breakthroughs, insights, motivation and strategies you need to reduce the symptoms of stress, make the most of your precious time and achieve the life you want.
Contact Kerry Fallon Horgan on Tel: (02) 9402 4741 or email kerry@flexibility.com.au for your first coaching session, which includes a free copy of the 55 minute MP3 audio program “Flexibility At Work: The Opportunities & Challenges”.
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