1. Secure the agreement of senior management.
2. Draw up a profile of the existing workforce and their current hours.
3. Consider a working group to represent all levels and types of employee.
4. Decide how flexible the organisation can be.
5. Consult all employees about their views, via questionnaires, workshops or discussion groups.
6. Use the working group to consider the options for change.
7. Consider the effects on arranging cover, pay, training, promotion and benefits.
8. Decide also whether there will be any restrictions, such as length of service, etc.
9. Secure senior management agreement to the proposed changes and confirm their commitment.
10. Communicate the policies to all staff.
11. Identify a co-ordinator to retain general overview of the schemes and to offer guidance on their implementation.
12. Train line managers/team leaders in implementing the schemes.
13. Set up a system to monitor and evaluate the schemes.
14. Consider whether a programme is needed to bring in any changes to culture or attitudes to support the new practices.
Do's and Don'ts
Do:
Consult staff first.
Stress the business benefits to line managers at all stages of introduction and implementation.
Target schemes at all employees.
Assume that all jobs can be done flexibly unless a business case can be made.
Don’t:
Gear the schemes exclusively toward women with children.
Make assumptions about employees’ needs and wishes.
Click here to return to the Checklists
| Information
supplied by Business Insight Central Library, Chamberlain Square, Birmingham. B3 3HQ Tel: 0121 303 4531 Email: business.library@birmingham.gov.uk www. birmingham.gov.uk/businessinsight www.bestforbusiness.com |
Alternatively,
click here for our Know
How Guides. |
Golden Entrepreneurs: Disclaimer Notice GoldenEntrepreneurs.com does not have any responsibility for, or be liable in respect of the content or accuracy of the information so provided, or for any errors or omissions therein. |
The
Information provided is generic and is researched using a variety
of sources. Major sources are acknowledged. |