Implementing Flexibility Policies

The Employment Rights Bill just made this illegal. Day-one flexible working rights are reshaping how we approach workplace flexibility. Forward-thinking HR teams are already adapting their processes to turn this change into competitive advantage. The Workers' Rights Bill removes waiting periods and frequency limits for flexible working requests. Employees can request arrangements from their first day, multiple times per year if circumstances change. Smart HR professionals recognise this isn't just about compliance, it's about attracting top talent who value flexibility from day one. Your strategic flexible working toolkit: → Rewrite job adverts to showcase flexible options as benefits → Discuss working preferences during interviews to set clear expectations → Create decision templates for common requests (hybrid, compressed hours, school run adjustments) → Train managers to explore creative solutions when initial requests need adjustment → Document decisions with clear business reasoning to demonstrate fair process The organisations winning are treating this as recruitment advantage. They're advertising flexibility in job posts and discussing preferences before offers are made. This positions you ahead of competitors who haven't yet adapted their approach to reflect what top candidates now expect. The opportunity isn't minimum compliance, it's using these changes to attract talent who value flexibility and forward-thinking employers. What opportunities are you seeing with day-one flexible working requests?

The truth about flexible work arrangements Remember when “flexible work” meant casual Fridays and leaving early for your kid’s soccer game? Those days feel like ancient history. As we navigate 2024, the conversation around work arrangements has evolved dramatically – and candidate preferences might surprise you. Myth: Everyone wants remote Here’s what’s interesting: While remote work dominated headlines during the pandemic, candidates are increasingly nuanced in their preferences. Recent surveys (and my experience talking to candidates) show: ➡️ 52% prefer hybrid arrangements ➡️ 33% want fully remote options ➡️ 15% actually prefer full-time office work But here’s the kicker: It’s not just about where people work – it’s about why and how. When candidates talk about work arrangements, they’re actually talking about three key things: 1) Control over their time: It’s not about avoiding the office – it’s about having agency. Candidates want to choose when office time makes sense for them. 2) Purpose-driven presence: “If I’m coming in, make it worth it.” Team meetings? Yes. Sitting alone at a desk doing independent work – or even worse, on a Zoom call? Not so much. 3) Life integration: The ability to pick up kids, hit the gym at off-peak hours, or care for aging parents has become non-negotiable for many. Try moving beyond rigid policies to focus on outcomes. For example: ✔️ Clear communication: Be upfront about expectations in job postings ✔️ Flexibility within a framework: Set core collaboration hours but allow flexibility around them ✔️ Purpose-first planning: Design office time around collaboration and community building ✔️ Tech investment: Ensure remote workers have the same experience as in-office staff Candidates don’t just want flexibility – they want it to make sense. The companies winning top talent are those that can articulate why their chosen model works for both the business and their people. Remember: Your work arrangement policy isn’t just about where people sit; it’s about how you value their time, trust their judgment, and support their lives. #talentacquisition #flexiblework #humanresources

Everyone wants flexible work, right? Yet “flexible work” can trip people up. Why is that? Because it’s too vague:  - Employees saying they want "flexible" work can be heard as "I’ll exclusively decide where and when I’ll work" and the employer doesn't know when the person is available and feels unsettled. - Employers saying they offer flexible work can be heard as "we'll let you 'sneak out' a bit if you need to but don't make a big deal about it and by the way we’ll ask *you* to flex all the time.”   Instead of asking for “flexibility,” or saying that you offer it, here’s what you should do instead:  - Identify the requirements for specific jobs - one type of flexibility won’t work for every job in a whole organization  - Designate “core hours” for collaboration and synergy when teammates know they need to be available for one another or for clients  - Offer Training and Support: Provide training sessions and resources to help employees AND managers create adaptive work environments.  - Schedule regular check-in meetings between managers and team members to discuss progress, challenges, and goals. People’s lives will change and their needs will change. Your organization will change and your needs will change. - Lead with mutuality - you’re in this *with* your team. Clear communication and team-and-position specific approaches are key to making flexible work arrangements successful. Ready to Embrace Flexibility? Start Today: Take the first step towards creating a more flexible and productive work environment by implementing these strategies in your organization. #WorkReimagined #FlexibleWork

According to Inclusively’s internal data, flexibility is one of the top 10 most-requested success enablers an employee asks for. Here’s our step-by-step guide for companies to create a more flexible work environment — but with guardrails. 1️⃣ Companies should create a framework where an employer selects all their accommodations and work personalization requests up front. If they want a more flexible schedule, they can request it formally. 2️⃣ Put this framework front and center for all employees, giving them the opportunity to learn about and understand all these accommodations and requests. 3️⃣ Maintain and update this framework to make sure it’s current. It should show the investments employers have made to fulfill these accommodations and requests. 4️⃣ Employees have the opportunity to access or register for these accommodations and customizations and provide feedback on their satisfaction with the support invested by the employer. This creates a continuous feedback loop. 5️⃣ Make it anonymous, so employees don’t have to disclose personal details. They’re armed with the education and information up front to make decisions about the resources they need, self-serve, and choose what the employer has already invested in, setting themselves up for success. If more is needed for a particular accommodation, employees can go through the traditional accommodations process. 👉 Inclusively has built a framework for this with our Retain product: https://lnkd.in/gjzyk8ZW Retain includes a centralized resource where employers can see how other companies handle specific requests and get all the resources they need to fulfill them. This cuts down on their time investment significantly.

Employees want work flexibility, but businesses are way behind: 83% of workers prefer a hybrid model. Yet only 13% have a mature hybrid work policy. (Source: Accenture) Without a strategic approach, hybrid work can lead to: • Disconnection • Inconsistent productivity • Blurred lines between work and home life Here's a 5-step framework to bridge the gap: 1. Assess and Plan: ↳ Evaluate current policies ↳ Understand employee needs through surveys and feedback 2. Infrastructure and Tools: ↳ Invest in collaborative technologies ↳ Ensure reliable access for all team members 3. Policy Development: ↳ Establish clear, flexible guidelines ↳ Communicate expectations for both in-office and remote work 4. Training and Support: ↳ Provide resources for effective remote management ↳ Support teams with regular check-ins and adaptive leadership 5. Review and Adapt: ↳ Create channels for ongoing feedback ↳ Iterate policies to meet evolving needs Our vision for a hybrid workplace can set the stage for a revolution in work-life integration. Think of what we could achieve: If every strategy we implemented was as flexible and adaptive as the lives of the people we aim to empower. The future is ours to design. _________________________ The great news is that all this can be taught. That's what I help companies with every day. Message me to learn more! Please repost to help your network! ♻️

Flexibility is essential to compete in a tech-driven marketplace. Flexibility enables adaptability and pivoting for customers’ demands. Flexibility allows you to update offerings to match competitors’. Flexible operating and work options fit business and employee needs. Flexible does not mean fluid or free-for-all. Flexibility has different features and functions. Workplace flexibility options/frameworks for your company include: - flexi-time – e.g. flexible hours with alternative windows for arriving/leaving - flexi-place - encompassing fully remote and hybrid models - four-day workweek – offering same pay, fewer hours, better results - part-time jobs - job sharing Can a range of options can be offered? Yes. Can flexibility at scale work? Yes. Are there examples proving workplace flexibility’s success over decades? Yes. Singapore is a 6 million person, 60-year-old, nation taking a tech and data-driven approach to building sustainable competitive advantage. Their goal is to be a ‘Smart Nation’ in 2025 based on having a digital economy, digital government, and digital society. Workplace flexibility is an important component of the strategy to have the top talent they need. December 1, 2024, Singapore’s new mandatory Guidelines on Flexible Work Arrangements (FWAs) take effect. These Guidelines mirror elements of the UK’s “Right to Request Flexibility” law enacted and expanded between 2004 and 2024. Singapore’s Guidelines are “aimed to make it easier for employees to request FWAs while acknowledging that employers continue to have the prerogative to decide on work arrangements. The Public Service [Singapore’s government] will continue to champion FWAs and adopt the principles outlined in the Guidelines.” Ministry of Manpower, Singapore, April 2024. If your company has implemented hybrid working and is looking to decide the appropriate features and functions for your business and workforce, read case studies from the 1970’s, 1980’s, and 1990’s helping Singapore businesses devise and refine what FWAs work for them. #hybrid #remoteworking #futureofwork #workplaceflexibility #flexibility #flexiblework #fwa #flexibleworkarrangements #retention #hiring #employeeexperience I uplevel executives and managers with empathy-centered leadership skills to manage and grow thriving multigenerational distributed teams.