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How to create flexible working business case

This week I’ve had the honour of accompanying two business owners to celebrate their flexible working businesses at the Mum and Working Awards. Both started, and run their businesses, around their young families. They both created a flexible working business case for them to work through with their husbands before taking the step of setting up by themselves.

The awards were and inspiring couple of hours, with many of the judges sharing their own flexible working decisions with us. It wasn’t all about business owners either. Julie Baker, Head of Financial Inclusion and Enterprise at Nat West, shared her story of how she created not only a flexible working business case for herself and family when she wanted to carry on working and developing her career. She also came up with an idea for a friend of hers who was working nights, whilst her husband worked days so they could manage looking after their own child. Julie created the flexible working business case for this lady to become a child minder, look after her own child as well as Julies, and create a more family friendly home life for her family.

We heard from more than one woman who’d been working in businesses which wouldn’t, (or couldn’t?) consider flexible working. So they set up their own businesses, to find the right flexible working environment for themselves and their families. It felt very much, “I can’t get what I’m wanting here, so I’m going to create it myself”.

Inspiring.

As I write this, on International Women’s Day, with the slogan, PRESS FOR PROGRESS, it feels like we shouldn’t have to write a flexible working business case, but it should be a core value in our society. Every business, large and small, should understand that working flexibly ensures skills and talents remain in the business and economy as a whole. Even though some jobs or roles may be difficult to organise flexibly, there’s no reason not to believe that flexible working is important to our economy.

Your business may also need more flexibility to respond to fluctuations in customer demand. So looking at your flexible working plans, and how things can work best for your business, using a flexible work force, should be part of your business review process.

Creating a flexible working business case

Whether it is for yourself, or your business, creating a business case for flexible working will help you see the opportunities and challenges.

Things to consider in the business case:

  • What do you mean by flexible working
  • How many hours are the minimum required for the job to be done well
  • Where does the work need to be done
  • How can each team member remain part of a team whilst working flexibly around each individuals needs
  • What are the core functions and hours of the business and how will they be staffed
  • Can technology help flexible working in the business
  • Is training needed for team around how flexible working will benefit them and work in practice
  • How will communication need to change for flexible working to be effective

It’s not necessarily about reduced hours, or working at different times of the day. It’s an opportunity to look at your business processes and identify what has to happen, and then work out the how & who will make it happen.

For yourself, if you’re creating a business case for your employer, or partner, think about the end result you want. Is it about continuing to do fulfilling work, but reducing your hours. Or is it about putting children, or caring responsibilities first?

Flexible working businessBoth Emma, from bras4mums, and Zoe from Bournemouth Bra Lady created a flexible working business case for themselves, and have created their businesses around their families. They were both finalists of Self Employed Parent of the Year, showing just how much that planning has helped them create the flexible business they want.

If that’s what you want, you can do it to. If you need help seeing all the options, personally, or for your business, book a call with Tracey-Jane & let’s explore together.

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Are you managing difficult conversations at work

Difficult situations are never easy to deal with. Some will need us to have a difficult conversation, which makes us feel uncomfortable. We may prefer to avoid the conversation, or the situation altogether.

What happens then? If we avoid it?

The situation often gets worse. We feel worse about the situation. Other people may be affected, and not feel great about whatever it is that’s going on.

At home we may find we’re taking our work frustrations out on our partner and family. They may get frustrated with us, and a spiral of uncomfortable and difficult conversations may happen. We may shout and get upset. We may not sleep as well as usual.

All because we’re not managing difficult conversations at work effectively.

How to approach difficult conversations

Whatever our approach is, the first thing to remember is:

  • the conversation needs to happen

If we avoid having that conversation, the situation will get worse, and it’s likely that feelings will get out of control from the original situation that occured.

When managing difficult conversations, it’s important to remember to:

  • listen to the words that are said
  • listen to the words and actions not said out loud
  • listen to your feelings

Listening is such a skill, that many people, including business owners, forget to use it. Allowing someone to talk whilst you simply listen, allows them to say what’s on their mind.

Having the conversation, to move things forward, is often more important than the words used. I’ve known people put off having the difficult conversation as they spent so long on trying to find the right words to use, that the situation was overtaken by other events, and everyone involved felt much worse.

It’s not always easy managing difficult conversations at work,  but we must do it. It the issue is affecting your work place, it may also be having an impact on other staff, partners, and most definitely customers. If there’s an “air” about the workplace, it’s not always comfortable for others, and good work is unlikely to be happening. Your top quality customer service may also be affected if you’re not managing the situation as well as you could be.

At the end of the day, it’s your business & you’re responsible for all that goes on within it.

Managing difficult conversations at work – Workshop

Managing difficult conversations with Simona Frumen

The hardest part, in my experience, is starting the conversation. Once you’ve started, the people affected are happier that it’s being talked about.

That’s why our next Business Cheerleading Club workshop is all about How to Start that Difficult Conversation, with expert mediator and lawyer, Simona Frumen. Anyone can join this, by booking your place , (if you’re a member of the club, this is free for you & details will be sent later this week). The workshop will be recorded if you can’t join live, and you’re welcome to ask any questions, or share a situation you need help or advice with, in advance.

As a mediator I was leading their difficult conversations without shaming, humiliating or hurting the parties involved.When we resolved their issue, they were so grateful for the relief they felt.

Simona Frumen

Club members get the opportunity to share situations and get help from other business owners to work out the next steps, and get support when managing difficult conversations at work.

What’s your experience of managing difficult conversations at work? Le

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