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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

Improving Working Lives in Fife

The Swiftwork Approach

aim of the project
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
swiftwork s experience
DTI Challenge Fund – approved consultants

Wirral Social Services

North Ayrshire Council

Stockport Social Services

Chester City Council

Wakefield MBDC

Swiftwork’s experience
our approach
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
project activities
Scoping the project

Communications

Survey

Focus groups

Task force

Pilots

Managers’ workshops

Policy/guidelines documentation

Pilot evaluation

Project activities
keys to success
Gaining the commitment of senior managers

Supporting the managers who will be operating the policies

Getting employee buy-in

Pilot everything

Keys to Success
how do we achieve this
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?
business case
Survey for the real answers

Alerts managers to the realities of:

Costs of absence

Recruitment/retention difficulties

Changing demographics

Morale/Motivation

Business Case
guidelines for success
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…

supporting managers
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
slide12

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 ...

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slide13

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