Myths about flexibility at work

Busted in a speech bubble

Myths and wrong information can help to fuel prejudice and fear.They are often based on preconceived ideas, judgmental opinions and misinformation.

Here we correct some misinformation about flexibility at work.

Download the Myths about flexibility at work in a print friendly format (PDF File, 3.1 MB)

Myth: Flexible workplace initiatives are just to support women.

Fact: Flexible workplace initiatives can assist all employees to manage a healthy work/life balance and aren't just confined to mothers returning to the workforce. Workplaces that promote flexible work practices may find that they retain valuable staff, reduce hiring and training costs, reduce absenteeism, are more attractive to prospective employees, and have higher rates of job satisfaction.

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Myth: Flexible work practices are costly.

Fact: Saying yes to flexible work arrangements doesn't have to be costly to your organisation. Flexibility can take the form of having your staff telecommute, working part-time hours, job sharing, working a compressed week, and varying start and finishing times. Many of these arrangements can be made with minimal costs to your organisation while providing ongoing financial benefits with more satisfied and engaged employees.

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Myth: Productivity and work performance will suffer.

Fact: Good communication and trust are central to cultivating positive work relationships. This is no different when flexible work arrangements are part of the mix. Clear expectations of how and when work is to be completed should be conveyed between managers and their staff. Most research indicates that part-time and satisfied employees tend to be productive ones. However, if there are any concerns with work performance, these concerns should be managed just like any other performance issues in the workplace.

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Myth: No-one will be available to fill rosters.

Fact: Flexibility requires a reciprocal arrangement between mangers and their staff. When planning flexible work arrangements, the potential impact on the business and other staff is an important consideration. Business needs, such as rostering, client service, and staffing levels should be taken into account when negotiating flexible work arrangements.

The Queensland Government has also compiled a comprehensive list of myths about flexibility at work. Read the myths and realities about flexibility at work here.

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