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Creating an organisational culture that supports flexible working

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Encouraging flexible and remote working can enable organisations to become more agile and better respond to the needs of their people. But how do we introduce flexibility and manage our culture effectively to avoid the ‘always switched on’ syndrome, while increasing outcomes?

Speaking at the CIPD annual conference this month we discussed you how you can assess your organisational and people needs to find the right approach for your business and create the right culture to make flexible working a success.

Published in: Recruiting & HR
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Creating an organisational culture that supports flexible working

  1. 1. Making flexible working work for you Gillian Daines gillian@forster.co.uk
  2. 2. We are a pioneering communications agency, working with businesses and charities to accelerate social change. 8 November, 2017 Forster Communications 2
  3. 3. 8 November, 2017 Forster Communications 3 Why is it important?
  4. 4. 8 November, 2017 Forster Communications 4 Diversity and Inclusion
  5. 5. 8 November, 2017 Forster Communications 5 Flexible working can help solve challenges • Gender pay gap • High turnover • Attracting employees • Absenteeism • Budget limitations • Ageing workforce
  6. 6. 8 November, 2017 Forster Communications 6 Offering a better work/life balance Can equal happier, more productive employees and improved retention *compared to our sector average in this year’s Britain’s Healthiest Workplace study 15% lower absenteeism and presenteeism rates* (affecting productivity) 25% higher job satisfaction* 23% higher work engagement* 67% employees felt our work-life balance interventions had improved their health and wellbeing
  7. 7. 8 November, 2017 Forster Communications 7 Supports long term sustainability • Can save money on travel and office space / equipment • Improve retention • Allow your most talented employees to thrive
  8. 8. 8 November, 2017 Forster Communications 8 Flexibility must genuinely work for both parties
  9. 9. 8 November, 2017 Forster Communications 9
  10. 10. 8 November, 2017 Forster Communications 10 Making it work for you How could the business benefit from people working away from fixed locations or at fixed times? Make a list of all the benefits and what the flexible solution could be to help you get there. What would our employees like to do? Ask your employees if they would be interested in having flexibility around working hours/location and what benefit they would see from this change. Match the potential solutions to employee recommendations to develop a shortlist of approaches. Consider the risks and challenges to the approaches. What is your communication strategy? Communication is key. Think about not just those working flexibly but the wider company and customers/ clients if relevant.
  11. 11. 8 November, 2017 Forster Communications 11 • You don’t have to be a big business to embrace flexible workingBig vs small • It’s important to make arrangements that genuinely benefit both the employee and employer Flexible does not always ≠ better • Flexible working can open all kinds of possibilities for moving away from a fixed location and fixed hours Think beyond part-time
  12. 12. Forster Communications +44 (0)20 7403 2230 www.forster.co.uk @Forster_Comms Gillian Daines gillian@forster.co.uk @GillDaines

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