We caught up with Hannah Porteous-Butler, founder of The People Practice Group, to discuss how flexible working can be interpreted differently by employers and employees, what can be done to start closing that gap, and what she sees as the future of flexible working.
Why do you think flexible working is a good idea for businesses as well as for individuals?
It can provide significant benefits for both employers and employees, including increased productivity, improved work-life balance, access to a wider talent pool, and increased employee satisfaction and retention.
For businesses, flexible working arrangements allow individuals to work in a way that suits their individual needs and preferences, which can lead to increased productivity. By offering flexible working, it will help attract and retain a wider pool of talented individuals who may have other commitments or preferences that prevent them from working traditional hours or in a traditional office setting. And, when employees are able to work in a way that suits their individual needs, they are often more satisfied with their job and more likely to stay with their employer in the long term.
Employees not only feel increased job satisfaction but when they are in control of how, when and where they work, they can better balance their work and personal responsibilities. This can lead to reduced stress and better mental health. Again, good for businesses as this will ultimately result in a more motivated and engaged workforce.
In your experience, what are some of the differences you see between employers and employees expectations when it comes to flexible working options?
There are some really obvious ones and some more nuanced differences with flexible working. An obvious difference might be around expectations on time spent in the office. Employers may fear losing control over their workforce and aren’t able to monitor their employees effectively. They might believe that remote workers will be less productive. On the other hand, employees that feel trusted feel that they can be just as productive working from home or outside the office. Research has shown that employees prefer a hybrid working structure and it has increased productivity.
A more nuanced difference is around communication and collaboration for example. Employers may be concerned about this and the impact flexible working might have on the team connection. Equally it can create more work around scheduling meetings. However, with careful organisation and the use of messaging platforms that are so commonplace at work now, these in-person or remote interactions can be successfully orchestrated. However, thanks to Covid, many employees are just as comfortable with digital communication tools and feel that they can collaborate effectively regardless of location.
Overall, while there are some differences in expectations, it's important for both parties to find a balance that works for everyone.
What interventions do you think can be used to close the gap between expectations?
For me the critical but simplest of things is communication. Open, clear, and consistent communication of expectations.
Regular communication between employers and employees is crucial to ensure that both parties are on the same page. Employers should make sure that they are clear about their expectations and limitations around flexible working arrangements, while employees should be open about their needs and limitations. This can help to establish a common ground and build trust between both parties.
To facilitate this, I think it’s important for leaders to understand the different issues each side faces, to have the opportunity to talk candidly about their challenges and to help develop clear policies around flexible working arrangements. Clear policies that include guidelines for working hours, communication and performance expectations can help to establish boundaries and reduce concerns about reduced productivity and communication difficulties.
I also recommend team coaching to assist in raising awareness as well as diving deeper into the needs and motivations of members. This is a great way to identify and establish individuals’ boundaries, preferred ways of working as well as build trust and loyalty.
Employers can also invest in technology that facilitates remote communication and collaboration. This can include video conferencing tools, project management software, and other communication tools. By making it easier for remote workers to collaborate and communicate effectively, employers can reduce concerns about reduced productivity and communication difficulties.
Overall, it is important that, with all this, employers maintain flexibility and by working together, employers and employees can find a balance that works for everyone.