The role of the internal communicator in flexible working

With data suggesting teams are likely to resist reverting back to work styles of the pre-Covid days, what is the role of the internal communicator and how can we play a part?

THE AUTHOR

Lisa Pantelli, head of content & community

Lisa is simply’s head of content and community. She is an award-winning employee engagement and internal communications specialist.

Earlier this year, figures released by Family Friendly Working Scotland highlighted the positive impact flexible working has had on businesses across the country. The survey of 257 business leaders found that out of the 200 who offer flexible work options, 87% claim it has been a positive move resulting in increased productivity, better staff retention and increased profits.

This all sounds good.

In the same week, a leaked email from media agency Starcom’s parent agency, Publicis Media UK appeared to backpedal on its approach to flexible working following the discovery that Starcom employees were disappearing on a Friday leaving an empty office floor. Not such a great advertisement for flexible working.

Often attributed to those who have dependents, it’s important to recognise the fact that the debate doesn’t just sit with those who have childcare needs – nor specifically during times of crisis.

Across the European Union, intra-EU mobility is increasing. In 2017, 8% of the EU workforce commuted to work in a different region. In Belgium, one in five (21.9%) of people commute to a different region and in France, there were 438,000 cross-border outbound commuters. London recorded the highest share of commuter outflows where almost half (48.6%) commute to work in another region. These figures suggest there’s a lot of time being spent commuting to work, which could arguably be spent more efficiently by opening up flexible working practices…

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