How to use the journey planner tool

Quality flexible working can help organisations attract talent, improve employee job satisfaction and loyalty, reduce absenteeism, and improve well-being; it can also make businesses more responsive to change.

Select from the options below to receive tailored recommendations outlining the actions you can take to improve flexible working in your organisation.

1. Does your current organisational culture lend itself to flexible working?

This means having a culture that supports and prioritises flexible working, makes flexible working easy to request, empowers employees to seek flexible working, and avoids stigmatising flexible workers.

2. Do you have buy-in and support for flexible working initiatives from senior managers?

It’s easier to enable flexible working when you have the support of the chief executive, executive team and senior leaders, especially when they champion flexible working by role-modelling it themselves.

3. Has awareness of flexible working been raised - and communicated - across the organisation?

4. Are there evaluation methods in place to measure the success of flexible working initiatives?

Before implementing any flexible working initiatives, first consider how you will measure and evaluate their impact. Aim to use a mix of quantitative measures (eg surveys), qualitative measures (eg performance reviews) and other evaluation processes (eg trials).

5. Do you provide managers, flexible workers and their teams with the support they need to embed flexible working initiatives?

Managers, flexible workers and their teams need to understand the benefits of flexible working; they also need support to enable them to buy into any initiatives and overcome challenges and barriers.

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Flexible working in the UK

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