How do you work out a feasible flexible work arrangement?

In my line of work, I am constantly asked by employers what type of flexibility they should be offering to existing or new employees. My response is consistently the following: ‘I don’t know’. The same question is asked by employees who are seeking flexible work arrangements and my answer is the same.

The secret lies in the business. Everyone needs to consider what is feasible, reasonable and practical. What are the busiest days of the week? When do customers need you the most? Is everything done between 9am-5pm? What technology do you have available to do the work offsite?

At a flexible work masterclass last week, one of the participants was very sure that her role could not be worked flexibly. She is a relationship manager looking after multiple clients’ needs. After group discussion, she realised that she never receives phone calls from these clients on Monday morning or Friday after midday so there were opportunities in her role to change the way she worked.

Last month, I spoke to a woman who was given the opportunity to work three days a week in her role and she could choose those days. We discussed the importance of her being available and present on the three most busy days of the week. For example, if Monday and Friday are typically the slow days for a business, then it is a smarter to make yourself available on the busiest days of the week (Tuesday through Thursday). It is less likely to become an issue if you are there when the business really needs you and there is a greater chance that the work arrangement will be successful in the long term.

If businesses continually monitor business activity, it becomes clearer how flexibility can be incorporated.

I recently coached a woman who was looking to work. She had been caring for her daughter for 18 months and was ready to jump back in to a senior role. The problem with this scenario was that she only wanted to work two days each week.  I explained to her that this wasn’t feasible, reasonable or practical considering that the role she was aiming for had staffing responsibilities, travel, and senior delegations. She understood the issues with her request after we worked through it and agreed that if she returned to this type of role, she would need to offer at least 4 days each week.

A simple analysis of your workplace and meaningful discussions with your employees can lead to successful flexible work arrangements.

My friend Ted and his excellent flexible adventure

I preach flexible work practices all the time. Only last week, I was delivering a flexible work masterclass to a group of small and medium sized businesses. Everyone was embracing it but the consistent stumbling block in the room was their executive management (not in the room!) not willing to change to accommodate for the future workforce.  This type of management reminds me of parents who don’t believe in homework but won’t come to a forum to express their views. It seems that every workplace has a reason not to do it rather than just getting on with it.

And then today, I heard such a wonderful story about a job share arrangement involving three old blokes! My friend’s father is Ted. He is retired. He was recently assisting his son-in-law who was doing a fit-out job for a successful catering / coffee business. Ted is very handy with tools. After a few weeks, Ted was over the physical nature of the job. The catering business owner, Simon, asked Ted if he would like to work in their business. If you met Ted, you would want him to work for you too. He is simply a great guy. Ted informed Simon that he wanted an ‘old person’s job’ – something where he could talk to people on the phone or do basic administration. Simon already had people doing that work so they left it at that.

A few weeks later, Simon calls Ted and asks him if he is interested in a delivery job that involves delivering catering orders around town. Ted was interested in this role but told Simon that he could only work on Thursday and Friday – he had to take into account his role as carer of his grandsons on one day and golf on the other two days.  Simon politely asked what he should do with Monday through Wednesday. Ted told Simon that he would talk to two of his golfing buddies and work out something. Sure enough, one of his mates does Monday and Tuesday, another does Wednesday, and Ted does Thursday and Friday. They get a great rate per hour, unlimited coffee and muffins, a fuelled van to transport the food, and an opportunity to talk to people all day. 

This job share arrangement has been working well for nearly 5 months now. They all travel abroad every 12 weeks so when one of them is travelling, the other two cover for the traveller.

Nothing is forever, but when you have some excellent candidates standing in front of you, seize the moment and see what opportunities come with it.

“Where to Now?” 4th Women on Boards conference CareerMums Q&A profile

We are profiling Margie Haseltine. Margie has worked in senior operational roles for over 20 years. For the past five years, Margie has established a career as a non-executive board director. She is also a mentor for Women on Boards.

What do you do?
I started my career working for mars Inc for 20 years in senior operational roles, and as CEO for the last five years of my time there. /for the past 5 years I consult and have established a career as a non -executive Board director.

How old are your children?
21/18/15

What do you love about your job?
The variety the stimulation and making a difference in businesses and people’s lives, by adding value.

Did you always have the intention of progressing your career after having your children?
Yes I had no option I have always been the breadwinner in our family.

It takes a village to raise a family. Who helps you to manage work and family?
My stay at home husband, a nanny who used to be a daily requirement, and childcare and friends.

When you come home each day, are you good at switching off from work?
Rarely switch off, however I usually do the kids thing, and start again after they go to bed.

Every parent should have a selfish pursuit or ‘not-negotiable’ that provides them with an opportunity to relax and re-charge their batteries every week. What is your ‘not-negotiable’?
Watching the news, playing tennis and book club. I belong to 2 book clubs, which it forces me to read.

Have there been some difficult moments in your career with young children? What were the difficult moments?
Sick children, my youngest son had serious virus, which meant he was in Westmead for 2 months, very difficult on all fronts. And when my husband went overseas to work for 8 weeks, we fell apart as we changed the family rules, and no one could cope.

What advice would you give to parents who are about to return to work and resume their careers?
Good help and flexibility is essential, as things always go wrong or over time, and plan lots of fantastic holidays as the family reward, this is what everyone remembers, not the dull routine of week in week out.

What support measures should employers be offering to working parents?
If possible day care centers or subsidies to centers. Paid maternity leave that can be flexibly used, so maybe after you return up to the first 2 years, you may be able to take time off for special family needs – rather all in one block. Mentoring or counseling help for returning mothers, so that they can talk to others who have been through the experience and guide them through, especially when tough times occur.

“Where to Now?” 4th Women on Boards conference CareerMums Q&A profile

Today I am profiling Gillian McFee. Gillian has held CEO and Senior Executive roles in large complex organisations in Government. Gillian's areas of speciality are in health and human services with a focus on housing, aged care and community services.

Gillian's current board experience includes as non-Executive Director of Basketball Australia Ltd. At BA, Gillian chairs the Associations Commission and is a member of the Board's Finance Audit and Risk Committee. Gillian is also a non-Executive Director of RSL Care Ltd and a member of the Strategy and Capital and Risk Committees.

Gillian is an endorsed Mentor for Women on Boards and a member of their NSW Top 15.

What do you do?
I have established an interesting portfolio career where I mix consulting and project work with non-executive directorships on boards.

How old are your children?
Rose is 27 and Will is 22

What do you love about your job?
I love the opportunity I now have to work with interesting people who are committed to leadership and innovation in their businesses. My job gives me more flexibility than I previously had when I worked full-time for one employer.

Did you always have the intention of progressing your career after having your children?
Yes. It actually never occurred to me that I could not be a good mother, have a happy family life and work as well. It was challenging at some times, however my husband and I were always in this together.

It takes a village to raise a family. Who helps you to manage work and family?
Parenting for me was always a shared responsibility with my husband, Richard. My Mum was a great help as were family friends usually from the local school.

When you come home each day, are you good at switching off from work?
I am now. I wasn’t then.

Every parent should have a selfish pursuit or ‘not-negotiable’ that provides them with an opportunity to relax and re-charge their batteries every week. What is your ‘not-negotiable’?
To be honest, I didn’t have one. I did what it took to get everything done

Have there been some difficult moments in your career with young children? What were they?
I remember a time when I had started a new job and Will who was then 10 months old had to go to hospital with suspected asthma. My husband took him to the doctor and then onto hospital. When my new boss knew the circumstances, he told me to go to the hospital. On reflection, I should have called and explained what had occurred and started work when Will was well.

What advice would you give to parents who are about to return to work and resume their careers?
Making sure you have good childcare is critical. For older children, it is important to have safe before and after school care. Working parents also need to accept it is OK for there to be other significant adults in their children’s lives.

What support measures should employers be offering to working parents?
Parents need financial security to support them and their baby especially in the first 12 months. They need to be able to work part-time or flexibly so they can have work and family balance. Some companies now “case manage” women who take maternity leave. This means doing what has to be done to support their employee and the baby through what can be a challenging time. Helping with access to childcare is critical as is arranging short-term care particularly at short-notice when a child is sick.

Meet Zoe Ferguson - Career mum and triathlete

Meet Zoe Ferguson! Zoe Ferguson is a working mum who has been competing in the National Triathlon World Championships Qualifiers in Australia. Zoe has been ranking 2nd nationally for her age and she came 7th overall in the World Championships in Auckland in 2012.

What do you do?
Strategic Sourcing Partner for NAB

How old are your children?
 Alyna (7), Molly (5)

Did you always have the intention of progressing your career after having your children?
 Yes

It takes a village to raise a family. Who helps you to manage work and family?
 My husband and a company/manager that supports flexible working arrangement

Every parent should have a selfish pursuit or ‘not-negotiable’ that provides them with an opportunity to relax and re-charge their batteries every week. What is your ‘not-negotiable’?
Triathlon

Describe a typical day:
Three days a week up at 5am for swim session that lasts 1.5 hours, then to work feeling energised. I then try to squeeze in a lunchtime run around the Tan Track when work permits, then home for family time over dinner and story time for our 3 and 6 year old girls. The two days I don’t work involve school drop offs, and general focus on the kids with no training. Weekends will be 6-7 hour training blocks on the bike and running or actually competing in events. My husband also competes at a high level in triathlons so we battle for training times!!

You have a flexible working week that allows you to train for the 2012 Triathlon World Championship Series. How did you approach this?
I identified a future goal that was important to me so sat down separately with my husband and manager and worked out the way I could optimise my available time, involving the best fit for my training, family and work commitments, without letting any area be jeopardised. I am fortunate NAB is an employer of choice that supports flexible work arrangements, and also my manager and team are supportive of my approach.

What do you think people considering a flexible working arrangement could learn from your experience?
There is so much that can be achieved if you give yourself stretch targets both personally and professionally. Personal achievement can have such a positive impact on your working day. For example in 2010 I completed an Ironman event (3.8km swim, 180km ride, 42km run) in less than 11 hours which has given me so much confidence in all aspects of my life. I now approach work challenges thinking if I can do an Ironman then I can handle anything that work throws at me!

Have there been some difficult moments in your career with young children? What were they?
Yes absolutely - mainly dealing with the guilt e.g. when the children have been sick during a busy time at work. I have also been impacted (role redundant) 3 times in the last 12 months...I have tried to live by the mantra, "what is meant to be, is meant to be!!".

What advice would you give to parents who are about to return to work and resume their careers?
Don't be afraid to stretch yourself with goals outside of work.

What support measures should employers be offering to working parents?
Flexible working arrangements = higher engagement & productiveness

What is something you can’t survive the day without?
A kiss from the kids before they go to bed each night, and my husband’s constant supply of Cadbury chocolate (he works for them).
 
What’s the best lesson you’ve learnt along the way?
In life you get what you deserve: put your best effort in and you will get the results and accolades. Triathlon is the perfect example: if you start to skip training sessions and don’t have 100% commitment, you will undoubtedly be found out on race day. If you give it your all and leave nothing in the tank then you get results you deserve. There are no short cuts. This applies to work, family, sport…everything.

Fi Bendall from Bendalls Group talks to CareerMums about balancing work and family

Meet Fi Bendall - a gorgeous and inspiring woman who has built a successful business while raising children. Fi has a digital strategy business - find out more: www.bendalls.com.au

What do you do?
I own a small business consultancy specialising in digital transformation services.

How old are your children?
20, 18, 9

What do you love about your job?
I am passionate about it. I love helping businesses embrace the brave new world of technology, and the benefit it can deliver to people, employees as well as customers

Did you always have the intention of progressing your career after having your children?
Yes

It takes a village to raise a family. Who helps you to manage work and family?
Husband, and Nanny / Cleaner

When you come home each day, are you good at switching off from work?
No

Every parent should have a selfish pursuit or ‘not-negotiable’ that provides them with an opportunity to relax and re-charge their batteries every week. What is your ‘not-negotiable’?
Yes, but not every week! Mine is to go away with my husband every quarter

Have there been some difficult moments in your career with young children? What were they?

• Pregnant wile working
• Kids sick and cancelling work days
• Children completely screaming and disturbing me at work (they weren't so young - try working from home with teenagers)

What advice would you give to parents who are about to return to work and resume their careers?
Do it. It's not about money, it's about being a person beyond the household.

What support measures should employers be offering to working parents?
Everything - childcare incentives, flexible hours, working from home.