The pilot was introduced to try and bring our working practices in line with other industries who are more open to change, recognising the need to acknowledge that millennials will make up 50% of the workforce by 2020.
The shifting employee demographic expectations are such that without change we as an industry run the risk of discouraging new talent and the possibility losing existing staff to the wider thinking industries.
The aim was to encourage a flexible working ethos. From the very start it was made clear that contracted hours, KPIs, programmes and stakeholder expectations must be met.
With this in mind we gave teams the opportunity to reschedule their start times, finish times and working environments to suit their individual and business needs. Those opting to work remotely from time to time did so on the understanding the clear deliverables were known and monitored against targets.
As in the title, flexible working is just that and cannot be taken as a permanent change to terms and conditions. Flexibility, from time to time, needed to be halted or changed to suit, sickness, holidays and unplanned events.
Being flexible is not impossible within the construction industry, it just needs a little planning, interdepartmental communication and a willingness to change.
For more information regarding this Innovation, please see the attachment below.
Flexible-Working Click here to Download
Monitor report. United Living. West Midlands. September 2019.
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