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News Release from: Bibby Financial Services | Subject: Flexible working
Edited by the Buildingtalk Editorial
Team on 01 August 2005
Small businesses urged to embrace
flexible working
Smaller business owners and managers are urged by Bibby Financial Services to tackle flexible working head on for the sake of their employees, their business and themselves.
Within the last six years the number of firms offering flexible working for their staff has almost doubled, however only two per cent of small firms have made this an integral part of their HR policy Smaller business owners and managers are urged by Bibby Financial Services to tackle flexible working head on for the sake of their employees, their business and themselves
This article was originally published on Buildingtalk on 6 Apr 2005 at 8.00am (UK)
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Some four million small and medium sized businesses in the UK employ over half the UK's working population and although in the last year many small firms claim to practice flexible working, a number of these claims are found to be unsupported.
In reality only one per cent of employers could say that over half their workforce regularly practice flexible working.
David Robertson, chief executive of Bibby Financial Services, said: "Flexible working can have wide ranging benefits whatever your business' size".
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"More and more businesses are embracing it and because of the many ways it can be introduced into your organisation, with a bit of creativity adopting these initiatives can be easy".
Business benefits include: Improved staff retention - nine out of 10 employers have found since implementing flexible working staff retention rates have improved.
Increased productivity - more than one in six managers say the introduction of flexible work practices reduces absenteeism and 85% believe it generates improved morale and motivation among staff.
Better customer service - allowing your team to work hours that suit them can effectively extends core hours.
Compliance with legislative requirements - parents with children aged under six or disabled children aged under 18 now have the right to request a flexible working pattern and employers have a duty to consider their applications seriously.
David said: "All small businesses can reap these benefits but it's vital any flexible working initiatives introduced are done in tune with your specific business set-up".
"Remember that flexible working doesn't just mean working 'flexi-time' but also includes initiatives such as job-sharing and part-time working to alter an individual's core hours".
"The following top tips have been developed to help you think imaginatively and flexibly when introducing new ways of working into your business".
Check your specific business needs - do you require set opening hours?.
Is someone required to be on site at all times?.
Are there peaks and troughs in your customers' demands?.
Keep the team involved - it is important to plan, implement and monitor any changes made to the business.
Keep employees informed and consult them before introducing any policies.
Ensure you have capabilities to set people up at home - flexible working is not just about hours, looking at alternative places of work can reap benefits too.
If some of your team are going to work away from the office you'll need to consider covering the costs of IT arrangements, paying for the internet connection, email access and telephone bills for business calls.
Ask yourself if there is someone who can competently carry out risk assessment at employees' homes and how you are going to provide furniture and equipment.
Be sensitive to the effect on others - remember not everyone will embrace your initiatives, nearly half of companies polled said that many of their workers who are not entitled to flexible rights were resentful of those who are.
Embrace new systems - new ways of recording working patterns and monitoring absence may have to be introduced, and even existing contracts changed.
Think creatively - remember there are many other ways, both monetary and non-monetary, to keep your employees on side.
Consider subsidising staff lunches, computer leasing, extra holiday days, dress-down days or childcare vouchers:.
Turn to external sources of advice - we can't all be experts at everything so don't be afraid to look to external sources for advice and information: Visit www.dti.gov.uk 1 www.businesslink.gov.uk hosts an online interactive survey to help you choose the correct type of flexible working for your business 2 Speak to your local Chamber of Commerce or visit its website www.chamberonline.co.uk.
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