Flexible working arrangements are the new norm. Thanks to the COVID-19 pandemic and subsequent lockdowns and isolation requirements, businesses changed the way they functioned in order to remain operational.
The most significant outcome was the shift to working from home for many employees, with the Australian Bureau of Statistics finding that 41% of employees worked from home in some capacity during 2021. Although these numbers have likely decreased as the country opens up and restrictions are removed, flexible working arrangements are here to stay for the foreseeable future.
For businesses looking to implement flexible working arrangements or for those who have already adopted this practice, it’s vital to have in place clear expectations for both the employee and employer. This helps to remove any ambiguity and outlines in clear and consistent terms what is expected of the employee under this type of arrangement.
Working hours
Have a set roster for employees with flexible working arrangements. Whether an employee works from home one day a week or five, be clear on when they are expected to be onsite at work, when they are expected to work from home, and the working hours required each day.
Most businesses have core hours that employees are required to be available in order to effectively collaborate with team members, and communicate with clients and other important stakeholders. This should be outlined from the very beginning to avoid any issues arising.
The majority of tasks should be completed within these core business hours to deter employees from scheduling personal errands during work hours, and to ensure an efficient use of time during the work day. Employees should not be in the habit of scheduling their own hours unless a specific arrangement has been made which allows for this.
Flexibility
Just how flexible are flexible working arrangements? This will differ from business to business and role to role but for the vast majority, the expectation is that employees will fulfil the requirements of their role exactly as they would if they were onsite at the work each day.
Productivity levels should remain consistent, core business hours must to be worked, and client and team expectations should be met in relation to maintaining regular communication, providing routine updates and attending meetings. Employees should be discouraged from pitfalls such as working outside core hours to make up time or working long or unsocial hours that can lead to burnout.
Working from home
Employees are expected to operate at the same level of output, free from distraction, as they would if they were onsite at work. This means that any requirement for an employee to attend an appointment, either at home or elsewhere, should be discussed in advance with the manager for prior approval. Similarly, being unwell or caring for another unwell person in the household should be discussed with the manager and taken as personal leave. These types of requests should be infrequent and must not cause significant disruption to business operations.
Personal appointments
The requirements of the business take priority over personal appointments during work and as such, these should be scheduled outside of core work hours wherever possible. If something comes up unexpectedly, it’s important that employees understand that it is still a requirement to seek prior approval from the manager, or as soon as reasonably possible. Exceptions or emergencies should also be discussed with the manager.
While flexible working arrangements has brought about positive changes for many businesses and workers, setting clear boundaries and outlining expectations will help to ensure a productive experience for employees and employers alike. In order for it to be successful, maintaining trust and communication is key throughout the process. Get in touch with our team if you’d like support with flexible working arrangements in your business.
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