Ground Rules for Flexible Working
There are some ground rules to the successful implementation of flexible
working arrangements, which need to be taken on board by senior management,
line managers and all employees. The underlying principles are:
It's a partnership
- it takes co-operation to make flexible working work for the organisation,
the team and the individual. It allows more flexibility for life outside
work, but there also has to be give and take to meet business or service
needs.
It's about results
- setting goals, targets and objectives and managing by results are good
management practices in any circumstances. It's about the work that gets
done, not how long someone can be seen sitting in their office chair.
It's about good communication
- anyone who is working flexibly, has to ensure that everyone who might
be affected knows and agrees to changes. That means talking regularly
to managers, colleagues and clients.
It's about staying flexible
- flexible work arrangements may be a new way to work and will need fine-tuning.
Part of working in and managing a flexible team is constant willingness,
from all parties, to review the situation to ensure that goals and targets
are being met.
And, ideally:
It's something for everyone
- regardless of age, culture or gender, not just parents, although their
needs are important and specifically catered for in the new legislation.
Resentment from employees excluded from flexible working options can contribute
to poor morale and relationships, lowered commitment and retention.
Employees should be
aware that both legislatively and in terms of good business practice,
flexible working is not an entitlement, apart from statutory leave such
as Maternity, Paternity, Adoption and Parental Leave.
Use of the various options
should always be at the discretion of their manager and governed by the
needs of the business (except where there is statutory legal entitlement).
However, individuals should have a right to use the organisation's standard
appeals procedure where they feel their request for changed working patterns
has been unfairly assessed.
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