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Business case – Implementation

Tips on implementing your work-life strategy

Use this checklist to make sure that the whole organisation is aware of your new or revised strategy

1. Core strategy and objectives:

  • Make sure that work-life balance is addressed as a core strategic issue within the enterprise as a whole, and by individual teams or departments

  • Make sure the benefits to the business (such as lower staff turnover) are clearly understood by everyone

2. Organisational culture and attitudes:

  • Encourage a culture that respects the need for work-life balance for people at all lifecycle stages

  • Remember that long working hours may still be needed occasionally to meet business demand, but should not become a way of life required to succeed in your organisation

  • Individuals should still be required to take into account business needs and the needs of colleagues when making personal arrangements, such as holiday leave

3. Policies and resources:

  • Create a set of simple guidelines or policies to include in employee contracts; these should cover flexible working, leave and carer support

  • These should be tailored to the size and make up of your business

  • In these changing times, it is reasonable to state that policies over and above statutory legal requirements may have to alter – with notice where possible – to meet changing business needs

4. Employee communication

  • Good communication helps to highlight company benefits to new and existing staff, and helps to reinforce the type of environment and attitude you want to create

  • Use the standard means of communication to ensure everyone is aware of the new or changing policies

  • Share success stories and tackle problems promptly

5. Management support and buy-in

  • Make sure that managers receive clear guidance about company work-life strategy as well as the benefits of adopting it, such as time savings

  • Make sure that managers are supported in implementing the new way of working and have somewhere to go with queries, concerns and difficulties.

  • Lessons learned should be shared amongst managers.

6. Work re-organisation

  • Set up a ‘work design team’ to look at new ways of organising work that will help meet business objectives while creating the flexibility that employees need

  • Agree a trial period and regular reviews to make sure new ways of working are meeting both business and personal needs – adjustments can always be made

Where to next?
Trouble-shooting – implementation Q&A
Introducing change – your action plan


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