Rethinking the Value of Flexible Working:

How the Right Systems Make It Work for Everyone

A conversation with my brother about working hours and flexibility requests actually became a reasonably intellectual debate on the how, why and (perhaps more interestingly) the perceived reluctance to accommodate working flexibility.

In the evolving landscape of flexible working, it's essential to recognise that all employees, regardless of their reasons, have the legal right (here in the UK) to request flexible working arrangements from their first day of employment. This encompasses a variety of needs, from caregiving responsibilities to personal well-being pursuits. You can find the full explanation of rights under the legislation on the GOV.UK pages.(1)

The crux of our debate was when an employee consistently meets or exceeds their role requirements, the underlying reason for their flexible working request really should not be a point of contention. Whether it's a parent aiming to collect their children on time or an individual seeking to reduce commuting stress, both scenarios involve alleviating personal burdens and there is no evidence these requests would compromise work output. (It may actually be a net benefit for employee output but more on that later)

However, perceptions around the types of flexible working requests can vary. A study highlighted that while access to flexible working arrangements is becoming more prevalent, only 42% of employees utilise them. Notably, 30% of those who refrain from using flexible options feel discouraged by management, and 28% fear negative perceptions (based on their reasons for requesting) from colleagues. This indicates that despite the availability of flexible working, stigmas and concerns about career prospects or workplace relationships can deter employees from making such requests.(2) With recent policy? shifts in large corporations and government departments, I fear that 30% refraining because of management may now be far greater…

Furthermore, research indicates that the availability of flexible work practices enhances perceptions of workplace support, especially for employees with caregiving responsibilities. This support is crucial for employees balancing work and personal commitments, as it fosters a sense of understanding and accommodation within the organisation.(3) This positive perception fosters engagement, loyalty and productivity when the bedrock of employee experience produces net benefits for the organisation - staff retention, work output, fewer absences…

In essence, regardless of the specific reasons behind flexible working requests, accommodating them can lead to a more supportive and productive work environment. By addressing the diverse needs of employees, organisations can reduce personal burdens and maintain, if not enhance, work output.

Research backs up the positive correlation between employee well-being and job performance. A study highlighted that employees with thriving well-being take fewer sick days, deliver higher performance, and exhibit lower rates of burnout and turnover. (4) Furthermore, organisations that prioritise employee well-being often report enhanced job satisfaction and improved overall performance. (5)?

However, organisations do have to ensure that flexible working arrangements do not impose additional burdens on the requesting employee or their colleagues. It's crucial to implement supportive work processes and applications that prevent a benefit for one employee negatively impacting others, which at best causes irritation, at worst deep resentment and potentially the loss of an employee.

For any size of organisation, leveraging cloud-based tools, such as the document management and process automation platforms PacSol provide, can facilitate seamless collaboration and maintain productivity without compromise. You can find a more in depth analysis of how in my previous article Flex Your Organisation. These tools enable employees to access necessary resources remotely, streamline workflows, and reduce potential bottlenecks, thereby supporting a flexible and efficient work environment. Use via any internet browser capable device and even dedicated mobile apps, ensures employees can work from anywhere at any time.?

An efficient, secure, compliant and accessible technology platform not only brings direct ROI benefits to your organisation, it also indirectly enhances your employee productivity through (as research shows) giving them the means to care for their wider wellbeing without either employer or employee having to compromise. A win / win.

Accommodating flexible working requests—whether for caregiving duties or personal well-being—benefits both employees and employers. By embracing flexibility and utilising modern technological solutions, organisations can foster a more engaged, productive, and satisfied workforce. That benefits everyone - right?

#PacSolUK #DocumentManagementSystems #ProcessAutomation #FlexibleWorking

REFERENCES:

(1) Flexible working: Overview - GOV.UK

(2) iadea.com?

(3) onlinelibrary.wiley.com

(4) Employee Wellbeing Is Key for Workplace Productivity

(5)The Impact of Employees Health and Well-being on Job Performance