Where possible, allow your employees to work remotely and to non-traditional hours. Ensure you have explored all possibilities before declining requests for flexible work arrangements. All agencies have flexible working policies in place. As a manager, you are responsible for translating that policy into practice and this means:
- thinking strategically about flexible work
- identifying and negotiating flexible solutions
- redesigning jobs, tasks and work processes to support flexible work practices
- managing complex logistics for meetings, rosters and client coverage
- monitoring workloads
- supervising remote workers
- reviewing performance
- communicating effectively with teams and colleagues; and
- managing change.
The goal is to shift the focus to the work being done and the outcomes achieved, rather than the amount of hours spent behind the desk. When you foster an environment that allows employees time to properly manage their personal and professional lives, you reduce workplace stress.
Tools and resources
Here are some interesting resources you may find useful. We will continue to add more over the coming months:
- Read: Balancing the Future: The APS Gender Quality Strategy Implementation guide
- Have you heard of Future Flex? Future-Flex is a new Diversity Council Australia initiative comprising evidence-based guidelines for HR practitioners and managers, on how to implement flexible work through job and work redesign.