Blog 6- Managing Flexible Working Arrangements

 Managing Flexible Working Arrangements

Figure 01: Managing flexible working arrangements

The 2020 COVID-19 pandemic has put an emphasis on flexible work arrangements, particularly telework. Unprepared enterprises were forced to adopt flexible work choices on the fly when many states issued stay-at-home orders, enabling only critical businesses to keep their physical premises open. Orders for social distancing will be rescinded eventually, and businesses will reopen. Nonetheless, employee requests for flexible hours will continue. And remote employment arrangements could become the new standard. Offering flexible work arrangements, such as telecommuting, to their employees or embracing work hours that differ from the traditional 9-to-5 may become even more prevalent now that many businesses have seen how effective it can be. Even in the absence of a pandemic, flexible work arrangements can enhance the organization’s efforts to be socially responsible by improving recruiting and retention efforts, enhancing organizational diversity efforts, and encouraging ethical behavior. Cost reductions, greater attendance and productivity, and increased employee involvement are all possibilities for employers.

In order to properly manage flexible working arrangements in your company, you must:

ü Allow all employees to follow and adhere to a specific guideline so that everyone’s decisions are clear and consistent.

ü Achieve a balance between operational requirements and flexibility.

ü Ensure that employees are not working more hours per day than their contracts allow, and that all employees have equal opportunities for training, development, and advancement.

ü Manage your employees’ output rather than their work schedules to improve their performance.

 

Opportunities

Both employers and employees profit from flexible working arrangements. The following are some of the advantages:

 Assisting in the recruitment process.

 Boosting employee morale.

 Keeping track of staff attendance and lowering absenteeism.

 Increasing the retention of good employees, increasing efficiency.

 Providing workers with a better work-life balance.

 Keeping hazardous substances to a minimum.

 

Challenges

Many considerations must be kept in mind by managers tasked with implementing strategic goals linked to flexible work arrangements.

 Keeping programs relevant to the actual requirements and desires of workers.

 Without creating a second class of workers or engaging in unlawful differential treatment or disparate effects discrimination, focusing on the unique requirements of distinct group of workers.

 To reap the benefits of flexible work arrangements, you must communicate widely.

 

Conclusion

You have a legal obligation as a small business owner or manager to provide flexible working arrangements in your workplace. Part-time work, shortened hours, job sharing, telecommuting, and other solutions are all possibilities.

References

Business Queensland, 2022. Managing flexible working arrangements in your business. [Online]
Available at: http://www.business.qld.gov.au
[Accessed 24 03 2022].

SHRM, 2022. Managing flexible workk arrangements. [Online]
Available at: http://www.shrm.org
[Accessed 24 03 2022].

 

 

Comments

  1. Venushka BandaranayakeMay 7, 2022 at 5:41 AM

    There's no longer a requirement for employees to work in an office to be effective, thanks to technological improvements that allow them to access critical information from anywhere. Employees can negotiate a less rigorous working arrangement to improve their work-life balance and overall value to their firm using flexible working arrangements. Good Luck.

    ReplyDelete

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