??The HR Hero Weekly Update??

Last week was dragon's den, and this week is award finalists!

I don't know if I can cope with so much excitement!

I've been shortlisted for the Enterprising Worcestershire Innovative Business Awards.

This is an award to showcase businesses that have demonstrated innovation in their business.

This innovation is for my HR Hero online memberships, that support business owners with 1 to 100 employees and HR managers in a standalone role.

I was shocked, surprised and overwhelmed, but also looking forward to the awards event and meeting the other two finalists in the category.

If you'd like to find out more about my HR memberships and how they can help you and your business?click here.??

HR Practice - Flexible Working

“CIPD research suggests that UK workers face inequality due to a stark difference in employers offering flexible working practices, with just under half (46%) of employees saying they do not have flexible working arrangements in their current role.”??CIPD (April 2022)?

Benefits of Flexible Working

In recent years, there has been a growing trend towards flexible working arrangements. Many employers are now offering flexible working options to their people, and for good reason. Flexible working can offer a range of benefits to both employees and employers.

Firstly, flexible working can help to improve team morale and job satisfaction. By allowing staff to work flexible hours or work from home, employers can show that they trust and value their people. This can help to boost morale and make our people feel more engaged with their work.

Flexible working can also help to improve productivity. When staff are given the freedom to work in a way that suits them best, they are more likely to be motivated and focused. This can lead to increased productivity and better performance.

Another benefit of flexible working is that it can help to reduce staff turnover. When people are given the opportunity to work in a way that fits with their lifestyle and responsibilities, they are more likely to stay with their employer for longer. This can help to reduce the costs associated with recruiting and training new staff.

Flexible working can also be beneficial for employers. By allowing staff to work from home or work flexible hours, employers can reduce the need for office space and other resources. This can help to reduce costs and increase efficiency.

Overall, there are many reasons why employers should consider flexible working requests from staff. By offering flexible working options, employers can improve team morale, productivity, and retention rates. They can also reduce costs and increase efficiency. As such, flexible working is becoming an increasingly popular choice for both employees and employers alike.

Hybrid Working

Hybrid working, a combination of working remotely and working in the office/on site, is becoming increasingly popular as companies look for ways to offer flexibility to their people while still maintaining a sense of collaboration and connection. However, implementing a successful hybrid working model requires careful consideration from employers. Here are some factors that employers should consider when implementing a hybrid working model:

1. Communication and collaboration: Employers should consider how they will facilitate communication and collaboration between remote and in-office/on-site workers. This may involve investing in technology, to ensure that all employees are able to participate in meetings and discussions.

2. Clear policies and guidelines: Employers should establish clear policies and guidelines for hybrid working. This may include guidelines around when staff are expected to be in the office or on-site, how remote work will be managed, and how performance will be measured.

Not all employers have formalised their new working practices for home or hybrid working.??Consequently, businesses are starting to experience problems because the informal situation is drifting on without any formal policy or process.?Employers often think this is okay, until there is a problem.??Having the right policies that also set out the expectations and standards for hybrid, home and flexible working are essential and in the long term can save the company time and money.?

3.?Update Contract of employment:?If your company has been agile and responded to changes of where your people work, have you made this a permanent change in the contract of employment??The Employment Right Act 1996 states that an employee’s place of work should be stated in their statement of terms and conditions of employment.

4. Flexibility: One of the benefits of hybrid working is the flexibility it offers people. Employers should consider how they can accommodate different working styles and schedules, while still ensuring that work is completed on time and to a high standard.

5. Infrastructure: Employers should ensure that their infrastructure, including IT systems and office space, is able to support hybrid working. This may involve upgrading technology or reconfiguring office space to better accommodate remote workers.

6. Health and safety: Employers have a duty of care to ensure the health and safety of their staff, whether they are working in the office or remotely. Employers should consider how they can maintain a safe working environment for all employees, regardless of their location.

By carefully considering these factors, employers can implement a successful hybrid working model that benefits both their people and the company as a whole.?

Hybrid working can also be a long-term recruitment strategy.??If recruitment is currently a challenge for your company and you do not offer flexible working, it's likely that the talent pool (number of people to recruit from) is even smaller, together with the potential of losing existing staff, to competitors who do offer flexible working. According to a survey by?Envoy, April 2022:

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How to offer Flexible Working for on site/office roles

Flexible working can be challenging to implement for staff who need to be on site all the time, such as those who work in childcare, education, manufacturing, healthcare, or hospitality. However, there are still some options that employers can consider:

1. Shift work: Employers can consider offering flexible shift patterns to allow staff to balance their work and personal commitments. This can involve offering a range of shift lengths and start/end times to accommodate different needs.

2. Job sharing: Employers can consider offering job sharing arrangements, where two people share the same role and split the hours and responsibilities between them. This can allow for more flexibility for both employees.

3. Part-time work: Employers can consider offering part-time work options to staff who need more flexibility. This can involve reducing the number of hours worked per week or allowing your people to work a shorter day.

4. Flexible scheduling: Employers can consider offering more flexibility around scheduling, such as allowing staff to adjust their schedules to accommodate personal commitments or offer compressed workweeks where people work longer hours on fewer days.

It is important for employers to work with their people to find solutions that work for both the individual and the business. By being open to flexible working arrangements, employers can improve employee engagement and retention, and create a more productive and positive workplace environment.

If you would like to find out more about managing flexible working in you business, then have a read of our blog for more top tips??

Have a wonderful Bank Holiday weekend.

Best wishes, Kate ????

PS.?Have you heard about my HR memberships for business owners and HR Managers in a standalone role???

Disclaimer:??Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.?If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.