As I was lucky enough to work for a very forward thinking multinational American based organisation in my early career I have always been a fan of flexible working. Even back in the 1980’s and 1990’s working for this company my performance was always measured on the results I achieved not the hours I spent in the office.
When I started a family, I was one of the first senior leaders to return to my role on a part time basis and another couple of my then colleagues were part of a pilot plan to prove a senior leadership role in the Marketing Function could be successfully be carried out on a job share basis (which they did prove!) Flexible working in many forms were supported and actively encouraged as a way of keeping high performers working for the organisation as their personal circumstances changed and recruiting replacements would have been time consuming and expensive.
Since leaving this organisation and having had the privilege of working with many more across a huge variety of industries also supporting SME’s and startups I still work with the ethos of encouraging leaders to do whatever they can to consider individual requests for flexible working/ part time contracts if a few things are carefully considered by both parties.
Firstly, the individual must have clearly defined role, specific areas of responsibility and a plan needs to be in place to cover the times when the individual is not available for work as per the agreed schedule. This is where job sharing can be of great benefit providing the necessary co-cover for each other. If job sharing isn’t an option, then there may be a developmental opportunity for another member of the same organisation to learn skills and provide cover. This ensures continuity of role especially important in client facing roles.
The second thing to consider is that the role needs to be manageable from both a business and a personal perspective using the flexible or reduced hours model. With increased technology this makes life a lot easier with remote access and cloud-based applications the norm now. There wasn’t this luxury back in those early years however we still made it work.
The mindset should however still be the same all these years on – if someone requests a flexible or reduced hour schedule and they have already proven they can do the job well it should simply be “what can we do to make this work from both a business case and a personal standpoint”
Sandra works as a coach for both businesses and private clients primarily based in Bristol UK however throughout the year also works in London and Palma Mallorca. More information can be found at www.sandrawebbercoaching.com.