Written by: Scott Adams

“69% of professionals in NZ state that work life balance, including flexible working, is their top priority when seeking a new role.”¹

When did this become a new truth? For us slightly older types this upsets our norms which have traditionally been based on hard working, salary focused careers. We are either getting softer or smarter and now are less afraid to say that we like having a good work life balance.

Over the last decade, in particular, there has been considerable study on flexible work and you would probably have read that it is well proven that providing flexible work produces the same or higher productivity for the employer and increases job satisfaction for the employee. I will not spend any more time arguing this point. Let us just accept that this is a fact and start focusing on what we can do about it through a logical and simple approach.

So, I can absolutely provide you with a logical process, but I must admit it is not entirely simple. For instance, most organisations (86%) already offer flexible work options and almost all employees (96%) want them but only a few employees (19%) say that the flexible work option is applicable to them personally.² We must accept that people are different these days so no one single recipe works for all, but our partners, Info-Tech Research Group, have an effective approach.

First you will need to understand that this is an Organisational Change problem which will need a foundation, a plan and support. By the way, for those of you who are self-employed, stop reading this now, there is too much wok involved here to help you decide whether it is OK to take Friday off to go skiing! For the rest of you, please consider the following and if it all looks too hard, then please contact me at Effectus where I can help you through the process, including providing policy templates.


² Info-Tech Research Group – Flexible Work Program



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