Flexible working best practices
posted 09 Apr 25
Flexible working isn’t just a trend – it’s a new way of operating. As professionals across sectors seek greater autonomy and balance, organisations are learning how to adapt policies, structures, and cultures to support it.
When implemented well, flexible working boosts productivity, employee satisfaction, and talent retention. But achieving those outcomes requires more than offering remote options – it takes intentional design and continuous improvement.
Flexibility only works if it’s supported by structure and trust. Businesses need to be clear about expectations while giving people the freedom to deliver in a way that works for them.
1. Designing a hybrid work model that delivers
Hybrid working is the most common flexible setup, but there’s no one-size-fits-all solution.
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Define your model: Clarify the number of office days expected, the purpose of in-person collaboration, and what’s flexible versus fixed.
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Prioritise outcomes, not hours: Set clear performance goals. Judge success based on results, not visibility.
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Support different work styles: Some employees thrive in a busy office, others in focused solitude. Allow for individual preferences where business needs allow.
2. Managing remote teams effectively
Remote and hybrid teams can thrive with the right tools, routines, and communication strategies.
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Use consistent systems: Ensure everyone uses the same platforms for messaging, project management, and documentation to avoid confusion.
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Create structured touchpoints: Blend asynchronous work with regular check-ins. Weekly team huddles and monthly one-to-ones maintain alignment.
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Avoid presenteeism: Trust teams to manage their time. Focus on accountability and delivery, not screen time.
3. Building a culture of trust and accountability
Flexible working is built on mutual trust. It requires transparency, empowerment, and clear communication from all sides.
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Set clear expectations: Define working hours, communication norms, and deliverables. Remove ambiguity to reduce friction.
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Encourage ownership: Give teams the autonomy to plan their time and take responsibility for their output.
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Model the behaviour: Leaders should demonstrate flexibility, show empathy, and share how they manage their own work-life balance.
4. Reviewing and evolving your policy
The best flexible working strategies are iterative. What works now might need adjusting in six months.
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Gather feedback regularly: Pulse surveys, employee interviews and exit data can highlight what’s working and what’s not.
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Analyse outcomes: Track performance, engagement and attrition trends to understand the impact of your policy.
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Be willing to adapt: Use data to inform changes. Be transparent when updating policies and include employees in the conversation.
Flexible working isn’t just about location – it’s about mindset. It empowers professionals to work smarter, not longer, and enables businesses to respond more effectively to change.
"When flexibility is designed with people and performance in mind, everyone benefits. The key is building a culture where flexibility isn’t the exception – it’s simply how great work gets done."
By embracing best practices and staying responsive to employee needs, businesses can unlock the full potential of flexible working and build stronger, more agile teams for the future. If you are looking to find the right recruitment solutions for your business get in touch today.
