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Webinar insights: Bring out the flex in your small business

Published: 3 Nov 2022

Our National Work Life Week webinar series kicked off with ‘Bring out the flex in your small business’. Our brilliant panel, consisting of Heather Melville-Hume, Senior HR Manager at Independent Living Scotland, Saira Demmer, CEO at SF Recruitment, and Jon Mortimer, Chief Operating Officer from Real PE, shared their passion for flexible working and the power flexibility has to improve outcomes for both employees and the business. Here are some of the key takeaways from the session.

  • Flexible working has proven its worth. All the panellists testified to the success of flexible working in their organisation, from staff retention to being able to attract a higher calibre of staff. In fact, it was felt that there was a cost in not introducing flexible working as you may miss out on the best candidates. The impact of flexible working on the lives of employees cannot be overestimated, as it allows them to be present, both when working and in their life outside work.
  • Trust is the cornerstone of successful flexible working. Giving staff the choice and control to manage how, when and where they work enables more focus and can lead to employees more proactively responding to the demands of the organisation. Giving people personal responsibility to manage their own wellbeing gives them the permission and opportunities to recharge as they see fit.
  • To get the best out of flexible working, it should sit within a wider culture that cares for the whole individual. As an employer there are many ways to put this human-centric approach into action but creating opportunities for employees to voice their opinions and make their own suggestions is a good place to start.
  • The two-way nature of flexibility means that employees can enjoy opportunities to enhance their wellbeing, and also will need to lean in when business demands require it. It can be helpful to have open conversations about these benefits and compromises. Formalising flexible working can help draw clear boundaries so that expectations are managed on both sides. Clearly stating your flexible working position or policy when recruiting can help potential candidates understand your culture and where they would fit it.
  • The biggest impetus to changing an organisation’s culture is modelling at the top. When shifting to a flexible way of working, employees may require encouragement and support to change habits, and there is no stronger message than leading by example. New ways of working require a leap of faith, and sometimes it’s only by putting it into action that you can convince people of the benefits of flexible working.

If you’d like to make flexible working a success in your small business, the Working Families SME Support Package, designed to meet the needs and budgets of small organisations, will put you on the right track. Find out more here.