Flexible working post-pandemic - where are we now?

Recently, Chris Ellison, the managing director of Mineral Resources, was reported as saying that the mining industry could not afford flexible and remote working, and that he wished others would ban home working as his company has done.

I noticed this story because his assessment, from his point of view, was so different to my own experience in a different industry. When the pandemic struck in the UK, I was working in my own small firm where all of my colleagues were senior professionals with family requirements and a minimal need for supervision. Most work could be done from home. We had already designed our firm around these requirements and so when the pandemic lockdowns occurred and all about us were losing their minds, we were able to be agile and immediately on hand to help our clients.

That worked for us, but of course it wouldn't work for all businesses. There are plenty of reasons that we might want to insist that our staff return to the office. Team work, morale, and concern for junior colleagues who need training and mentoring, might all mean that office working is desirable. And of course many services or industries must by their nature be site-based.

For what it's worth, I saw that employers substantially changed their view of what was possible and desirable as the pandemic struck. I was advising one employer through a flexible working application for home working, which the CEO had been adamant would be entirely impracticable. As he was about to issue this decision, a lockdown was announced and guess what? The whole workforce had to work at home. He sheepishly called me and said, "I'm going to have to allow this now aren't I?"

The pandemic experience, while we would of course wish to have avoided it, was truly disruptive to our consideration of possibilities and options. Mr Ellison wants everyone back to work, and maybe that suits his company. But there will be others for whom work will always now look a bit different, and who might be more prepared to look at what can be done to achieve flexibility, rather than what can't be done.

The Path to Success: Tailored Flexibility

Most "office" employers have compromised by using some form of hybrid home/office working. But again, what works for an organisation must be reviewed on a case by case basis. Will you retain staff by allowing some home working (or lose staff if you don't)? How will you ensure that junior staff get the supervision and networking opportunities that would benefit them? Is there a way to ensure the accountability of staff while they are working at home, in a way which isn't oppressive? These are all important factors to consider when working out what works for yoiur business.

Let's Have a Conversation

If you're interested in flexibility that caters to both your business and your staff, we're here to guide you through the process.

So, let's start a conversation today and explore how the right advice can transform the trajectory of your business. Remember, success begins with advice based on your business requirements, rather than generic approaches.