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Five steps to create a dynamic working policy
There are many attractions, for employers and employees alike, in offering a dynamic working program. At Michael Page we know our success is built and maintained by creating an inclusive culture.
An environment that highly values experience and empowers employees to prioritize their professional and personal lives. Every stage of life brings new priorities, responsibilities and opportunities. Offering flexibility around when, where and how employees work can help integrate their professional and personal lives and fulfil roles more easily.
Rather than offering either an entirely home- or office-based role or offering part-time contracts, dynamic working recognizes that employees’ lives do not neatly fall into a typical 9-5 schedule and that individuals are productive at different times of the day. Also, every stage of life brings new priorities, responsibilities and opportunities. Offering flexibility around when, where and how people work can help integrate professional and personal lives and fulfil multiple roles more easily. The principle of dynamic working is to focus on the output and key deliverables rather than the number of hours spent at work. Ultimately, if output levels are high and all responsibilities are taken care of, it doesn’t really matter where and when they are achieved.
Some of the things to consider are outlined below.
1. Equipment requirements
Depending on the nature of your business you may have to provide your employees with extra technology for their home. For example, are you going to ask them to use their personal computer or will you supply a laptop?
2. Company security
Information and documentation from your organisation will be trusted to the employee outside of the company. It’s not just the employee you need to think about, what about other people entering their home? Also think about how you will regain documents when the work relationship ends.
Great communication enables dynamic working and customer service to co-exist. In order to stay connected with employees working from home, think about how often there is a need for contact with home workers, even if it’s just by email. It is important that home workers are regularly updated about work or the status of a project, as it will make them feel more connected with what’s going on in the business.
4. What are your employees’ motivations?
Your policy should clearly state that you expect employees to treat their workday at home as though they were in the office. For example, employees should not think of working from home as an alternative to hiring childcare.
5. Wording your policy
The more detailed your policy is, the easier it will be to sort out any disagreements regarding an employee’s rights. You should discuss the language of your policy and any risk assessment procedures with your legal department.
This information is intended as a guideline only. To find out what’s appropriate for your business, please get in touch with your own HR or legal department or external advisors.
If you would like additional information, or discuss how we can help you with your recruitment needs, please contact your local office.