30/01/2023
I find many employers consider workplace flexibility with a top-down mindset. For example, when one person asks for a schedule we normally can't commit to, let's say because of Childcare, we assume we're 'opening the floodgates' and can't give everyone the flexibility they need. So we say no.
The business we mentioned above was a great example of turning this idea upside down, and with fantastic results.
We started our team meeting with logical transparency.
'We've got a number of working Mums with us, and we all understand how hard it is to get childcare. Let's work together to help them solve some flexibility needs they have. We would really like to help, but to do so we're asking everyone to work together.'
As we knew would happen, many people went quiet, thinking they were going to be asked to lose some workplace rights they weren't comfortable with. So we educated them.
'Let's understand this term under the award that says you need to be 'Better Off Overall'.
Setting the scene and educating everyone completely changed everyone's approach. Nobody still felt they could be cheated away from their rights, so the usual 'walls up' were exchanged with empathy and a genuine willingness to help. It was beautiful.
Workplace Flexibility is bound by legislation, and it is important to be highly familiar with it before starting these types of conversations with the team.
When you're looking to take a practical approach to a highly legislated right, we can help set the culture, remain legally compliant, and get the outcomes you and your team need to truly succeed.
For your unique recipe for people success, contact us below.
