Do you trust your staff to work flexibly?

Flexible working hours is one of the most desired benefits that candidates look for in a workplace.

Employees have reported that they are more productive and more engaged in their work when they can better balance rigorous employment objectives with other demands of their lives.

The working world is changing. Thanks to advanced technology such as cloud storage and automation, we can be so much more productive with our working hours.

Why then are there still some businesses that seem to be stuck in an industrial era where you arrive at the factory at 9am, carry out your labour and then leave at 5pm?

The most common protest is that employees would take advantage of it. But when you examine further, it's clear that the benefits far outweigh the drawbacks. Here's why…

Boosts productivity 

Flexibility in the workplace has many positive effects, which evidently drives productivity and overall business results. In particular, women in flexible roles have been shown to be the most productive in the workforce.

The theory is that when people are able to better balance their work and outside lives, they are actually more engaged, committed and happier, and happy people get more done.

“When people are able to better balance their work and outside lives, they are actually more engaged, committed and happier, and happy people get more done.” 

Technology now allows us to work remotely thanks to software like Dropbox and cloud storage, so we should be able to use this to create balance in all areas of our lives.

Fosters creativity

Adam Henderson, founder of Millenial Mindset, made a great point that people in more creative roles such as advertising, actually hate early mornings and prefer to work later. In the office where he worked, there would be empty pizza boxes and drinks bottles as evidence they'd been creating masterpieces well into the night.

Clearly, being 'creative' doesn't just happen in the hours of 9 to 5, and trying to force it is actually counterproductive.

In such a competitive economy like Australia, businesses rely on innovative and authentic ideas to give them the competitive 'edge'. Flexible hours can ensure that creativity remains high, and their revenues remain profitable.

Creates mutual respect

When employers entrust their teams with workplace flexibility it forms a greater notion of trust and respect, and you can expect this to be returned, tenfold.

Employees will be even more invested in the business and genuinely want to put in the hard yards. This mutual respect will have a ripple effect throughout the entire workforce, creating a stronger, happier work culture.

“This mutual respect will have a ripple effect throughout the entire workforce, creating a stronger, happier work culture.”

David Thodey, the CEO of Telstra at the time they implemented a flexible working program in 2014, sums it up perfectly: “Our work is not just about numbers, although this is certainly important. It is really about creating an inclusive culture within our organisations for both women and men to achieve their full potential.”

 Enforces trust and transparency

When employees are granted trust and control, they feel valued and appreciated. When you allow them to either choose their own work hours or work from home, the message you are sending them is, “I trust you!”

Especially in target-driven roles when someone might need to be away from the office to get the job done without any distractions. After all, achieved targets speak for themselves, and motivation is even greater when a bonus is involved.

But what if someone violates this trust?

Let's imagine the worst-case scenario and someone takes advantage of your flexibility policy. Nowadays there are so many ways to measure performance, so it's difficult to argue that one anomaly is worth holding back your whole workforce when most of them show increased productivity and morale.

The fact of the matter is, if you can't trust them to work their own office hours or work from home, then how can you trust them with anything else?

Which further begs the question: why did you employ them in the first place?

If you need further advice on creating a flexible culture