What makes a good boss? The judges of the Working
Families Best Boss competition compiled the
following tips on managing flexible working from conversations with bosses nominated for previous Britain's Best Boss competitions.
Put your trust in people:
be as open as possible and be prepared to take risks sometimes.
Treat people as individuals:
get to know them and be open to listening to their concerns as
well as their ideas.
Deal with individual concerns and disciplinary
issues promptly - the whole team will respect you for
this.
Set objectives that have clear outcomes
and keep careful records if you have any concerns about an individual's
ability to manage flexible working effectively. If they fail to
deliver, then you are justified in refusing another request until
they demonstrate their capabilities.
It's OK to say 'no' to flexible
working sometimes, for example, if there are issues around performance
or there is a genuinely negative impact on operational needs.
Make sure your communications are effective
and hold regular team meetings.
Treat people as you would want to be
treated - think back to your own experiences, both positive
and negative, of managers that have supervised you.
Keep people fresh and motivated
by promoting training and development opportunities.
Remember to give credit where it is
due and celebrate successes. Hold regular individual
reviews.
Delegate responsibility -
not always easy at first, but by putting your trust in people,
they will become more engaged in the work. Your task will become
easier, freeing you up to get on with the big picture stuff.
