How flexible working can positively reimagine our 9-5

In the same week President Trump signed an executive order forcing all federal workers to stop working remotely (or they will be fired, bar a few exemptions), Ex-Asda boss, Lord Rose claimed that “working from home is not proper work” and that in doing so we’re setting the county back 20 years when it comes to working practices,  productivity and people’s well-being. BBC’s Panorama posed the question: Should we all still be working at home?

As these well-known names hit the headlines, we hosted a very timely event in partnership with PR Mums at our Muckle Media HQ in a mission to crack some of the nuances around flexible working and discuss home working policies that many of us currently find ourselves navigating. We wanted to find out how ‘work where you like’ policies really work, if flexibility helps teams thrive and how we can rethink the traditional 9-5 to create a culture that works for all. 

At Muckle, everyone in our team is afforded the same flexible working benefits, whether you’re a mum, dad, a 20-something-fresh-out-of-university-grad, or a pup-parent. That means there’s the option of working from home or in the office as little or as often as you wish* (*as long as client commitments are fulfilled), and for over a year we’ve been implementing a four-day working week.

So, is working from home really hindering our nation’s economic progress and happiness, or should all employers face up to the fact that employers are pro-flexible working and that’s not going to change?

In a bid to dissect some of the highlights discussed at our The Agency Debate – How flexible working works for us event, here’s my seven takeaways (yes, one for each day of the week, depending when your flexible working time lands!). Thanks to our wonderful panel of industry experts who joined us and each shared their experiences of flexi-working which have helped to influence the below –  Rachel Watson, Head of Health Marketing, Scottish Government, Keira Hodge, Marketing Consultant, Denholm Associates, Nikki Slowey, Director & Co-Founder, Flexibility Works and Nathalie Agnew, Founder and MD of Muckle Media.

1. The energy of being together is still really important

Breaking up your week with set office days can offer a very welcomed change to staring at a screen in your home office set-up and can stave off that digital fatigue we can all feel from time-to-time. View those ‘office days’ as a welcome opportunity for team collaboration, idea creation and quite possibly days when you’re not going to be able to send quite as many emails or get through your to-do list as quickly, but, in exchange, you’ll benefit from genuine and worthwhile human connections and ideas that you might not have otherwise had if working in silo at home for client campaigns.

 
2. Check-ins and Teams chats offer a positive boost for culture and clients

Just like in the real 9-5 world, to thrive as a team and future proof business, client retention and pipelines, when a team is dispersed and working from home, regular online check-ins are a must. Without them, not only can those who are working entirely from home, or those spending less time in the office, feel out of the loop but they can also begin to feel disconnected from the work at hand, the people and the culture. Whether it’s via Skype, Teams, Slack or Messenger, regular team catch-ups ensure targets are being met, client expectations are being considered, and results are being driven forward and continually improved on. 

3. Boundary setting for the win

In an effort to forge your own successful flexible working pattern, it’s essential to set boundaries. When the lines between work and home space are blurred, or you’re contracted to do less hours than colleagues as part of your flexible working approach, it could make this harder, especially as fewer hours should mean a more balanced volume of work to reflect your working day. Be realistic about what’s possible and say no if you’re unable to do something. Honouring your work time and non-working time is what supports a positive flexi-working experience to ensure it’s an effective and enjoyable process for all involved.   

4. Organisations shouldn’t fear change

Organisations shouldn’t wait to be told what to do, whether that’s from Government or otherwise. We heard how 78% of people want to work flexibly and that flexible working and culture come before salary for many, so it really is a topic area that can’t be ignored by employers. The 9-5 model was created to optimise productivity and efficiency but it’s been claimed that flexible working creates a more productive, loyal workforce. Businesses should adopt an approach that works for them and those who work for them. Consulting staff and regular reviews on what’s working and what’s not can help businesses to find their flexi-path.

5. You don’t need to be present (in person) to be promoted

Whether you’re behind a desk in your company’s head office, pinging an email on your phone while running for a train as you make your way to a school pick-up, flipping open your laptop on a sunny beach, or negotiating supplier costs while taking your dog for a walk during the working day, as long as your job is being done and being done well, promotions should be recognised where deserved.

6. Could more job shares be transformative?

In days gone by job shares were traditionally associated with part-time working mums. We heard of examples of mums, dads and cross-gender job shares that are proving a roaring success. Having another team member who is doing your job to bounce ideas off, while benefiting from flexi-hours to fit around your personal life, could be the dream for many. As the saying goes, “two heads are better than one”! 

7. This is the start of an exciting generational change

One of our audience members shared his experience of working with his wife flexibly to care for their daughter. They both work from home and look after their little one as they juggle work pressures and domestic chores. His hope is that when his daughter is older, flexible working won’t be a discussion point any longer but will be engrained in our working culture. A cultural shift in how we all live, and work is a once in a generation opportunity. We have an exciting chance to permanently change the status quote. Let’s make it happen.

We’re by no means flexible working experts but always open to conversations about how Muckle’s approach to flexible working supports our values and culture. Drop us a line or give us a call.

If you’d like to chat flexi-working and PR, then we’re definitely your people! Whether it’s a one-off campaign, long-term project or you’re looking to navigate commentary and thought leadership to share your voice with media, we’d love to chat – you can email us at [email protected] or call us on 0131 228 9713.