Organisation leaders and HR practitioners play a critical role in the sustainable implementation of flexible work arrangements (FWAs) that benefit both the business and the individual.

In addition to the 4-step implementation model, you may consider the following tips when introducing FWAs in your organisation, which are based on best practices from organisations that have successfully implemented FWAs: 

1. Assess the feasibility of different FWAs

Employers may assess FWAs based on whether a job is time-dependent or location-dependent. Time-dependent jobs have to be done at specific times (e.g. investing). Location-dependent jobs have to be done in fixed physical locations (e.g. retail and manufacturing).

Based on specific business requirements, employers can browse different types of flexible work arrangements.

2. Value performance over physical presence

Organisational behaviour is shaped by what is measured and rewarded. You can encourage the responsible use of FWAs by using performance indicators instead of physical presence to assess and reward employees.

For example, you can practise performance-based management by establishing targets, timelines and expected job deliverables upfront. 

3. Cultivate a culture that supports the use of FWAs

Employee skepticism and fear are key barriers to the successful implementation of FWAs. For example, employees may avoid using FWAs out of fear that their performance review or career progression may be affected.

Senior management and line managers can play a critical role in addressing such concerns by:

• Publicly endorsing the use of FWAs
• Sharing employee success stories
• Displaying flexibility in their own working arrangements
• Treating all FWA requests fairly and objectively
• Ensuring consistency between unspoken norms within the organisation and what is communicated

4. Train staff to work in a flexible work environment

In today’s globalised digital workplace, it is important for managers to know how to manage flexible or virtual teams. Conversely, employees must be trained to be accountable when they work without supervision.

5. Develop a change management plan

To achieve long-term success and sustainability, your change management plan should at least address the following elements:

• Business case and desired outcomes
• Potential risks and issues
• Values and culture change (if any)
• Communication and training plans
• Performance measures and expectations