Managing Flexible People

A number of my articles have focused on how different it is to be both an employer and an employee since Covid. Here is another after I recently sat in on a webinar hosted by and these were my takeaways.

  • 76% of employees want flexible hours after Covid
  • 52% of the larger employers give total flexibility rather than SMEs
  • 40% of employees feel stressed
  • UK employee engagement stands at 9%

When an employer loses a member of their workforce it can cost between £20K and £30K to re-engage taking into account management time, recruitment fees, induction and training.

Onboarding is vital including technical set up, in person meetings, needs of the team and a sense of belonging.

Flexibility isn’t led by women anymore 

  • Work/life balance is so much more important to all employees
  • There are higher expectations from both sides
  • Skills/experience and values of the individual and company are deemed more important
  • Individual soft skills/culture and company working environment more important

Managing Flexible teams

  • Set clear objectives
  • Check in frequently
  • Treat employees away from the office as importantly as those working in the office
  • Allow time for personal development
  • Identify a clear career path

It is important to over communicate, don’t assume. Still have clear measurement of objectives. Somehow build in informal, group conversations and maybe even wind down Fridays.

From my perspective I am surprised more employers don’t use coaches for onboarding as it costs them so much money if they get it wrong. Employees don’t give employers time anymore they just move on. There are so many opportunities out there. Whether employers revert to working practices before Covid or not, greater flexibility is still going to be needed. The idea of 4 days a week employment I believe is a stretch too far but some employers after trials are going that way.

Certainly my 18-year experience of coaching helps employees realise their employers are investing in their future and that they are being taken seriously. Not only do the employees benefit and often get bigger roles on the back of their greater emotional intelligence but the employers get a better insight into what works for them.

If you want to discuss any elements of the above with somebody totally independent in a confidential conversation get in touch with 

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