Wednesday, 24 April 2013

Business case for Flexible Working at senior level

I posted a question to senior women on Linked in:

What is the business case for having senior women working flexibly:
Is flexible working an HR headache or a business opportunity?

Here is the summary of the responses explaining the benefits of flexible working.  Thank you to all who contributed to the discussion.

Flexible working: 

1.        Enhances company reputation
2.        Supports a Green Agenda
3.        Increases employee control and so helps achieve positive health outcomes
4.        Increases productivity because a happier and motivated stakeholder is a more productive stakeholder
5.        Lowers costs to the business because less hours are worked. 
6.        Introduces work smart rather than work long ethos. Flexible workers are focused workers
7.        Creates an innovative business outlook. The NED model works for the board – why not for senior management?
8.        Addresses the current pipeline issue of women at senior level and on boards for many reasons (I'll do a blog soon about pipeline issues) 
9.        Introduces better succession management  as more women will be attracted to the top jobs if flexibility is offered.
10.    improves retention of talent – more women will stay if they can have flexible opportunities.
11.    offers extended customer service - some women may want to work until 2 and then work again around 7pm to 10pm. 

Successful flexible working requires buy in from the senior management, good communication, clear boundaries and clarity over how it aligns to the needs of the client and customer. It needs to be business driven. It requires a shift in management culture and thinking to be effective.

For a list of successful senior leaders who manage flexible work with senior responsibiity see:

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