Making flexible arrangements work for small business

Early in October, the Fair Work Commission passed a decision requiring all employers to give employees fair and reasonable access to flexible work arrangements. While this is a step in the right direction to accommodate the needs of a modern workforce, meeting this requirement can be a challenge for SME owners. With less manpower and resources at hand, how can SME owners reconcile the demands of flexible working arrangements with the needs of their business?

While it may seem that larger organisations have it easier, most businesses can create a flexible workplace. The good news is that flexible workplaces can benefit a business in multiple ways, such as attracting top talent, increased staff retention, reduced absenteeism and higher productivity. Here are some key tips to help businesses embrace flexible work arrangements without compromising on their company’s growth.

1) Set ground rules: An important first step is setting up a framework to understand what flexible work means and how it impacts the business, working teams and individuals.. By laying down ground rules on what is achievable from the outset, everyone will know what to expect from flexible work arrangements.. It is also important to acknowledge that business needs can shift over time and flexible work arrangements may need to change as well.

2) Focus on outcomes: Work needs to get done, whether or not employees are working flexibly. Leaders need to structure teams and manage performance based on outcomes. A shift in how employers approach work may be required: for instance, avoiding bottlenecks by ensuring there is more than one person capable of fulfilling specific tasks. This has the added benefit of allowing other employees to grow and develop their skillset.

3) Finding balance: Flexibility must go both ways. Employees should be present for key team meetings and have sufficient face time with colleagues to ensure that strong professional bonds are maintained. Teams with members on a flexible working arrangement may need to find new ways of working, but the model must work for everyone and serve the needs of the business.

4) Managing risks: Every business has unique risks. Small business owners need to understand the risks involved in flexible work arrangements and manage them accordingly. For instance, an employee who handles confidential information will need to have secure remote network access and must be willing to comply with information handling policies. The responsibility for managing risks rests with both the company and the employee.

5) Regular check-ins: Building and maintaining trust between the employer and employee is essential, so it is important to schedule regular check-ins to ensure that any flexible working arrangements are working for all parties. If these arrangements are new to your business, start with weekly check-ins to see how everyone is tracking: the frequency of these catch ups can be reduced over time.

A thriving, flexible working culture will benefit from leaders who set an example. When leaders down tools to prioritise a family appointment, attend a fitness class during work hours, or organise their work hours to balance personal priorities with professional ones, staff will notice and be more comfortable doing the same.

With the new Fair Work Commission rules coming into effect in the next few months, flexible working is going to become the norm, rather than the exception, in Australian workplaces. These arrangements can be good for the employer as well as the employee, but SME owners need to put structures in place to make sure they work for all concerned.

Deborah Mason, SVP Global Talent, PageUp