Archive

Posts Tagged ‘flexible working’

Recession? Sorted.

July 20, 2010 2 comments

If I said that I could, in one fell swoop

  • improve work/life balance for those people who’d like it
  • reduce congestion at rush hour
  • prevent layoffs
  • decrease the need for dependents to be farmed out to childcare/old people’s homes
  • increase staff loyalty & reduce churn
  • make it easier to retain experienced staff nearing retirement age

would you be interested in finding out how?

The answer is simple – flexible working, offered to all – men and women, parents or not, at all ages.

I know I’m biased, due to having a toddler, and also about to be made redundant due to financial issues, but I do think if we reconsider the 9-6 commuter presentee-ism rat race there are many benefits that people would appreciate, and would often be more than happy to sacrifice a portion of their salary for.

Many people during the recession have been offered the chance of /coerced into working shorter hours in order to save the company money – often on the premise that this is a way to retain the jobs’ existence. I’d be really interested to hear if this has been met with enthusiasm where it’s been offered. I know that when I returned after maternity leave on 3 days a week, then increased to 4 days a week, many people – not just fellow parents were envious of this flexibility.

Add to this the man hours lost to rush hour traffic, the difficulty in juggling school opening times and holidays, the fact that many jobs can be done sitting at a computer almost anywhere rather than having to be in an office in an urban centre, and there are clear reasons that it should be considered, not just for parents (yes, of both sexes) but for all employed people.

Many people have outside interests, education, social commitments, transport issues that would make working a full 40 hour week difficult or impossible, or frankly – just not worth the constant juggling. If we’re all going to have to work till we’re 70 anyway then why not make as much of it bearable as you can, and prevent ourselves burning out.

I’d be mad to not see the difficulties of course – there would need to be a massive shift in the lack of trust and presentee-ism attitude amongst some employers, that assumes that staff are shirking if they’re not under a watchful eye. Also the logistics of ensuring coverage for clients/critical issues may be hard, but no harder than organising the rota of a supermarket with a few hundred staff with differing hours, surely? A bit of give and take can solve most problems I’m sure.

Some jobs require face to face meetings, and for staff to be contactable at expected hours – all this is possible within a flexible framework; and even jobs that would be difficult to fulfill in a short week can be shared between more than one person, with the understanding that they work together to make sure the job is done, and flex around each others’ needs if necessary.

Most worries about staff performance can surely be addressed with a combination of performance/delivery based targets and guidelines; and management who are willing to delegate responsibility to the employee themselves to get the job done, within a reasonable limit.

Please let me know if you’ve come across this in your workplace – I’m intrigued to see if I’m being over-optimistic (which I am wont to be) or not.