A New Level Of Workplace Flexibility Is Needed

There are two magic words in the flexibility workout: respect and trust. With these two you can get stretching, and discover how a little creative flexibility can deliver greater commitment and productivity from your staff.

"You must be firm but fair. Consistent. If you give them an inch, they will take a mile."

Does this sound like it could have come straight from the mouth of your management mentor?

Rigid management styles might have worked in the past.  But in today's business climate, managers need to flex muscles they didn't know existed. They need to understand workplace flexibility.

So much has changed for managers today.  Our managerial forefathers did not have to cope with record low unemployment and the current skill shortage.  These challenges, plus the ageing of the workforce and the participation rate of working mothers, requires a new school of thought.

Workplace flexibility doesn't mean everyone has to change their routine.  It just means workers who need different options can utilise them. Here's some suggestions: 

• Is it imperative that everyone be at their desk at 9:00am?  A little flexibility could make all the difference to a stressed out worker whose family commitments clash with a 9:00am start. By bending with the employee a simple solution can be found.
  
  When workplace flexibility means that start and finish times can be varied, workers with families appreciate the benefit. Both men and women are more committed to employers who recognise their need to attend to family issues at each end, or even during, the day.
  
  
• Working remotely from the office may mean the difference between a productive day and a sickie. Working from home may be an attractive option for staff whose own health, or someone they care for, precludes them from travelling to the office.  Productivity and absenteeism can definitely benefit from greater flexibility on work location.
  
  
• The other big benefit that comes from the new, flexible manager is greater trust and respect. Both ways. Employee loyalty and commitment to an organisation is enhanced and managers gain pride and a strong regard for the integrity of their team.
  
  
• Work structure will continue to change with the ageing of the workforce. The onus is on business to create attractive retention options for their older employees. Skill shortages and employment levels demand a re-think on role structure.
  
  Increased part-time work and job sharing is necessary in order to appeal to those workers considering retirement.  Five days a week may no longer be their speed, but two or three could fit perfectly.
  
  
• Cultural and physical diversity has become more flexible due to Equal Employment Opportunity (EEO) legislation. Employers who dig their heels in on the grounds of race or physical impairment of an employee do so at their peril.
  
  

Work/life balance is what everyone wants to achieve. It is not something we will wake up to find the good fairies have left us overnight. Truly balanced workplaces will come about through consultation, negotiation and mutual respect.

All content in this article (c) 2007 Kelly Services (Australia) Ltd. Reprinted with permission from the original article at www.smartmanager.com.au
First published: 6 December 2007.
Last updated: 6 December 2007.