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Improving Working Lives in Fife

Improving Working Lives in Fife. The Swiftwork Approach. Develop a teamwork approach to flexible working Sustain and improve on business performance Train managers, supervisors and staff to manage flexible working Support flexible working pilots Improve work-life balance in Social Services.

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Improving Working Lives in Fife

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  1. Improving Working Lives in Fife The Swiftwork Approach

  2. Develop a teamwork approach to flexible working Sustain and improve on business performance Train managers, supervisors and staff to manage flexible working Support flexible working pilots Improve work-life balance in Social Services Aim of the Project

  3. DTI Challenge Fund – approved consultants Wirral Social Services North Ayrshire Council Stockport Social Services Chester City Council Wakefield MBDC Swiftwork’s experience

  4. Partnership working – management, staff, trade unions, human resources Consultation and communication Building skills and confidence through training and support Embedding principles through policy and guidelines documents Our approach

  5. Scoping the project Communications Survey Focus groups Task force Pilots Managers’ workshops Policy/guidelines documentation Pilot evaluation Project activities

  6. Impact on the culture

  7. Gaining the commitment of senior managers Supporting the managers who will be operating the policies Getting employee buy-in Pilot everything Keys to Success

  8. Establish the business case Engage partners and staff in the process Set out ground rules Involve managers and staff in pilots Provide training workshops How do we achieve this?

  9. Survey for the real answers Alerts managers to the realities of: Costs of absence Recruitment/retention difficulties Changing demographics Morale/Motivation Business Case

  10. Guidelines for Success Changes in employment options are voluntary.The purpose is to help all individuals, irrespective of their role, to achieve an appropriate work life balance… … nothing can be guaranteed, changes that may damage service provision are not likely to be agreed. … shared responsibility – individual, team, manager  … every initiative will be subject to a period of trial during which time any affected party can demonstrate benefits or detrimental effect. …decisions on flexible working will be “reason neutral”. The employee does not have to provide a reason for requesting a flexible work option…

  11. Pilot process Shared responsibility See it in action Develop trust Clear policy backup Training workshops Explore benefits + barriers Look at own WLB Work out practicalities Supporting Managers

  12. Virtuous Circle of Work Life Balance When a manager helps employees balance their work lives with the rest of their lives ... … they feel a stronger commitment to the organisation, they invest more in their work ... … and strong results encourage the manager to continue to practice these principles that help employees strike this work life balance … so performance improves ... -

  13. The bottom-line benefits • The effective implementation of Flexible Working will allow you to: • Compete in the market for the best people • Expand the pool of high quality candidates • Boost productivity • Improve customer service • Increase employee morale • Reduce absenteeism and lateness • Keep valued employees • Reduce costs • Increase commitment to business goals • Be recognised as a world-class employer

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