Work-Life Flexibility that Makes Business Sense

Much has been said in the papers recently about work-life flexibility and the need to support working mothers. This discussion is an important one, but to truly grasp the real issues, we need to go beyond working mothers and assess the business case for work-life flexibility.

First-hand Experience: Birthing something new at KK Hospital

I know this first-hand. As the former HR Director of KK Women's and Children's Hospital, I was privileged to be part of the team that implemented ground-breaking work-life initiatives in the 800-bed hospital. Our efforts won the HRM Award for Best Work-Life Balance Practices, and our success was documented in a book aptly entitled Working Together – The Story of KK Hospital.

We had a 2000-strong workforce in the 24/7 healthcare industry with little margin for error in service execution and delivery. Yet we implemented work-life strategies that broke out of the conventions of the day and the industry. We introduced the 12-hour shift and the four-day work week for nurses, as well as flexi-work options for staff who needed it – not only to working mothers.

And the award goes to...
The results spoke for themselves:

• The staff attrition rate was almost halved, plunging from 17.1% to 9.9% in three years.
• Savings on overtime were seen across units.
• The number of days taken for medical leave dropped significantly.
• There was improved productivity, workflow, procedures and systems.
• Many valued staff with skills and experience were retained.
• 85% of the staff who participated in the employee opinion survey indicated that the company's work-life initiatives were an important factor affecting their decision to continue working in the hospital.
• The organization gained a reputation as an enlightened and caring employer even as it maintained its reputation for its clinical expertise and high quality of healthcare.

Maximum benefits at no extra cost

Most significantly, all these were achieved without increasing human resource costs, and without any dip in customer satisfaction. Throughout the process of implementation, no additions were made to the headcount, and customer satisfaction surveys consistently showed that there was no decrease in service quality.

All this goes to show that work-life flexibility works – not only as a talent attraction and retention strategy, but as a sound business strategy, and an opportunity to streamline operations, reduce low-value work, and maximise investments where it counts the most.

How to make it work...

• First, a mindset change is required: Companies and organisations need to transit from being rigid and face time-driven to being flexible enough to meet the needs of an increasingly diverse workforce. In saying this, no way do I underestimate the mindset change needed.

As former Director of Employer Alliance, I worked with employers and government agencies, demonstrating the business case for work-life integration. This experience underscored to me the need to make the business case for work-life flexibility crystal-clear.

• Secondly, managers need to be equipped to manage flexibility, while meeting work targets and output goals. In fact, moving forward, the ability to implement and manage work-life flexibility in a diverse workforce will be an increasingly critical management skill.

These are mindsets and skills that our upcoming course, Work-Life Strategies that Make Business Sense, will address. Because LifeWorkz works with government agencies, companies and multi-national corporations to champion and implement Work-life Flexibility, you will benefit from our wealth of experience with various clients across industries.

Will you be a Gainer or Loser?

Yes, there is no denying that implementing work-life flexibility is hard work. However, the cost of not embracing work-life flexibility is probably higher.

More and more companies will lose their talented staff to more enlightened employers who are willing to trade flexibility for increased engagement.

Will you be among the gainers or the losers?

Can you afford to lose the war for talent?

As someone so succinctly put it, "Your people are your organisation."

Makes sense?
Cheryl

Invite Cheryl Liew-Chng to speak at your organization!

Need a speaker for your company event? Need cutting-edge training for your staff? With the LifeWorkz team, there is never a dull moment! Contact LifeWorkz today!

All our programmes can be conducted in-house and customized for your organization.

Or you can send your staff for an open or 'public' programme when it is available.

Either way, email us today at Solutions@LifeWorkz.org to indicate your interest!