Forward-thinking employers have got wise to the fact that flexibility around working hours and location for all staff (not simply parents and carers) can have many benefits for their business.
In cases where this change in corporate culture still needs to occur, employers will have to set out a clear strategy and state exactly what they are prepared to offer to staff, and what they expect in return.
It can be all too easy for staff to feel guilty about taking a longer break in the middle of the day to attend an exercise class or fetch a child from school, or finish early one day a week to pursue a hobby.
Line managers can be key in helping to overcome such misconceptions, while benefits plans that support greater flexibility, such as bring-your-own-device schemes, can also be useful.
Staff that are trusted, and supported, to work in a manner that suits their personal circumstances are likely to be far more motivated to agree to work a few hours extra to complete a particular project.
Increasingly, employers are recognising this and are adapting working patterns and benefits packages accordingly. This was the driver behind the launch of a new category at the Employee Benefits Awards 2013. The award for ‘Best work-life balance strategy’ is to recognise employers that are working hard to help all employees balance their work and personal lives.
