Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Communicating about workplace flexibility isn't something that only happens at rollout
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Like any worthwhile corporate initiative, workflex isn’t a “set it and forget it” kind of program. You need to build support and foster culture change by keeping flex top of mind. Communication should reinforce the message that your company is committed to flex and provide practical tips to help team members adapt to this new way of working.
Organizations make the mistake of thinking that communicating about workplace flexibility is something that only happens at rollout. Instead, the goal should be to feed your employees a steady diet of flex information.
Top Down and Bottom Up
Leadership buy-in is essential to moving forward a culture changing initiative like workplace flexibility. Once you have their support, make it public.
At McGladrey, a financial services company, executives signed a flex proclamation. A photo of that signing event and a copy of the proclamation were posted to the company intranet as a strong reminder that top leadership supported flex.
Decide who will be the face of flex in your organization. In one award-winning company, flex messages always come from the CEO. For other organizations it might be the VP of HR, or the head of each division—figure out what’s right for your culture and designate a visible leader.
Steps to consider taking include:
Highlight best practices through manager forums. Encourage great flex managers to tell their stories and coach other managers (especially resistant ones) through the transition.That’s what project manager Erika Wendt did at SoCal Gas. “With managers that were the underlying supporters, we started
making them champions,” she said. “We got them to stand up at manager forums and say, ‘Yes, this is the way it’s been working for my group. As your peer, I understand the concerns you’re having and this is the way I think it can start working for your group.’”
Share employee success stories to inspire others and spread the message. Seeing the story of someone who flexes to train for a marathon, or avoid a long commute, may be the encouragement another employee needs to ask for flex. Try to incorporate commentary about how they made flex work in their job or how it made them more productive.
WellStar Health System recently developed a brand identity for their flexible work program including new logo design and guiding principles. The FlexWorks brand launch helped solidify that workplace flexibility was an organizational commitment. Plus, the new logo is a quick, visual shortcut that helps employees “see” the flex message quickly, even if they don’t stop to read the whole communication.
Target your message. There’s no such thing as over-communicating your flex options, but you do need to make sure your communication is targeted. Cara Williams, administrative director for HR at Scripps Health, recommends a great strategy for
encouraging employees to learn more about flexible work options. She holds special seminars targeted to employees at certain life stages, including expectant parents, those nearing retirement, and those caring for aging parents.“We’ve found it’s a great mechanism for people to hear the message aloud,” Williams said. “If you’re not necessarily looking [for flex], you might not go into the newsletter and read about it. But if you see that there’s an expectant parent workshop and you’re expecting, you’ll go hear about it.”
When thinking about communicating flex, the company newsletter and intranet site are top of mind. But there's much more companies can do to get the flex message across.
“Think about hitting people from all sides,” said Wendt. “Whether that’s creating videos, or getting managers to talk to new hires about flex, or from the executive level, or a ground up approach…it’s about getting people to understand this is going to be embedded in the culture, not just an HR initiative or flavor of the month.”
At the General Mills headquarters in Minneapolis, they hold an
annual Flex Fair to showcase the company’s flexible work options.
“We talk about flexible work throughout the year, but the Flex Fair is our big annual push that really gets it on everyone’s radar screen,” said Denise Silva,
former manager of inclusion and flexibility. “It’s big and it’s visible because we want to make sure everyone knows that flexibility is a corporate priority.”
And at companies like Scripps Health, leaders start communicating flex right away during the interview process and at new employee orientation.
Creating new communication vehicles is great, but look around for the tools already used in your organization and carve out space to get your flex message out. You might add a “tip of the week” or a “flex Q&A corner” in your newsletter, for example.
Think about leveraging your existing employee resource groups, too. If you have a working parents group or a veterans group, use some meeting time to talk about flexibility.
Resources and Planning
Work with your communications team to find out what resources they have available for you and what sort of content and materials you’ll have to generate yourself. Then determine what materials you’ll need to develop from scratch and which you may be able to purchase from other flex sources.
If you can, build out a month-by-month communication plan for the year. Decide what aspect of flex you’re going to communicate, how you’re going to reach your core employee group, and how it aligns with the timing of other HR, diversity, or company goals.
Finally, the best way to know if your communication efforts are working is to ask in your employee engagement survey. Do employees feel like they have access to flexible work? How would they rate your flexible work options?
“In follow-up surveys we’ve done, when we ask people if they’ve heard about ‘Smart Work,’ we’re still not at 100 percent. And I’m thinking, ‘Everyone should know about this,’” shared Wendt. Even though she was concerned about over-communicating, the message still hadn’t reached everyone.
The possibilities for creatively communicating a positive flex message are endless. And that can be overwhelming. Start small and strategic, and build a solid communications strategy over time. A little creativity, advance planning, and a multi-dimensional approach will go a long way toward influencing your culture to embrace flex.
Tips for Communicating Flex
Kyra Cavanaugh is president and
Teresa Hopke is vice president of
Life Meets Work, an Illinois-based
workforce innovation firm that specializes in helping clients discover new ways of working to improve employee and organizational performance. Republished with permission. © 2012 Life Meets Work
Inc. All rights reserved.
SHRM Online Workplace Flexibility Resource Page
Keep up with the latest news. Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 10,000 companies