Ep. 78 – Why Flexi Working Matters

Introduction To Flexible Working

[00:07:38] Mich Bondesio:

The theme for this season of the podcast is Sustainable Business and Flexible Working Practices, and this intro episode is about why flexible working is the future of sustainable business. I’m going to touch on why flex matters and what it might look like for a company before I introduce you to my guests for season 13.

This episode is a follow on from previous conversations around flexible working and sustainable business, and in particular, in season 11 of the Creating Cadence Podcast, I set the scene for how flexible working fits into our future of work scenario. So if this is of interest for more context and more examples, once you’re done here, be sure to also listen to episode 70, the Future of Work – Adapting to Change, and I’ll share the link to that in the show notes.

Part 1 – Why Flex Matters

[00:08:23] Mich Bondesio:

So why does flex working matter?

Let’s start with the big picture.

Flexible working is no longer a nice to have. It’s a critical lever for building resilient adaptive businesses that can thrive amidst rapid and startling change. The pandemic fast tracked this conversation, but the need for flexibility in how, where and when we work is not just a temporary fix.

It’s a fundamental shift.

And this shift isn’t just about location or remote work. It’s about rethinking the entire system of work to better support people, protect the planet, and boost our performance. In other words, it’s about creating business practices that are regenerative, not extractive.

When we support flexibility, we reduce burnout, we improve focus and creativity, and we enable people to show up more fully in their roles. But regenerative practices also have a positive direct knock on effect on the bottom line through things like retention, productivity, innovation, and improving our reputation.

So if you’re thinking about the long-term health of your business, in our fractious competitive marketplaces, embracing flexible work is not optional. It’s essential.

Part 2 – Flexible Working Options

[00:09:29] Mich Bondesio:

So what does flex actually look like in practice?

Well, let’s unpack this, because there’s no one-size-fits-all model.

Flexibility can take many forms depending on your industry, your offering, your people, and your purpose.

Here are a few ways that companies are implementing flex principles into their business models, workflows, and work environments. Maybe one or two of these would be of interest to you.

The first one is one that we know, hybrid or remote models, allowing people to work from different locations where they’re fully remote, or with in-person touchpoints.

It’s all about autonomy, not isolation.

The second is flexible hours. This gives team members control over when they work as long as the outcomes are delivered. Think about core hours with flexibility on either side.

The third is asynchronous work. This is especially powerful in global teams or with creative roles. When people aren’t tied to the same clock, they can work when they are most focused or most inspired.

The fourth is four day work weeks or compressed hours, which are actually two different things. This gives people more time to rest, reset, and manage life outside of work. This often leads to more productivity and not less.

Fifth is regenerative rhythms. This is where we purposefully build breaks, deep work time, and recharge points into the day or the week. This might mean ‘no meeting mornings’ or maybe ‘focus Fridays’, or even sabbatical policies around when you are able to check emails.

Sixth is flexi workflows. This is about structural roles and responsibilities so people can work in ways that suit their energy, their strengths, and their season of life.

And the seventh is intentional environments. where we help our teams to set up their home or office space in ways that support better focus, wellbeing, and flow. So it’s not just about where you work, it’s about how you work in that space.

Now, each of these examples contributes to a work culture that prioritises intentional productivity, which is essentially about doing better work, not just more work.

It involves changing the system of expectations that we have around how we do and deliver our work. It’s not just a policy change, it’s a mindset shift and a cultural shift.

Part 3 – The Human Benefits of Flex

[00:11:44] Mich Bondesio:

So let’s take a moment to focus on the human side of this conversation, because what’s so powerful about this shift is that it puts people at the centre of the equation and we often forget that people sit at the heart of our businesses.

At its core, this is about recognizing that humans are not machines.

We all operate with different rhythms, responsibilities, energy levels, and life circumstances. And when we create space for these realities, when we allow people to bring their whole selves to work, not just their job titles, it changes everything.

So let’s explore the benefits of flexi working for the people in a business.

When businesses offer genuine flexibility, they open their door to improved mental and physical wellbeing. Flexibility allows people to work in ways that reduce stress, improve sleep, and support healthier daily routines. Whether that’s a lunchtime walk, time for therapy, or the ability to care for a child or a parent. These small freedoms have a big impact.

The second benefit is increased autonomy and trust. When people feel trusted to manage their own time, their motivation and sense of ownership over their work rises. That sense of control over one’s schedule also leads to greater job satisfaction and loyalty.

The third benefit is better focus and productivity. When we’re not locked into rigid hours or distracted by back-to-back meetings, we can structure our time around what helps us do our best work, and that’s better for people and better for business.

Fourth is diversity and inclusion. Flexible working opens up opportunities for those who’ve often been excluded from traditional nine to five environments, such as parents and carers, disabled workers, neurodivergent individuals, and people living in rural or lower income areas. Bottom line, flexi working helps level the playing field.

The fifth benefit of flexi working is that it helps to create more energy and develop our lust for work and life. And let’s be honest, we are more than our jobs. When work supports life, not competes with it, people are healthier, more creative, more engaged, and far less likely to burn out.

All of these benefits contribute to KPIs such as improved performance, productivity, efficiencies, retention and talent attraction, which in turn improve your business bottom line.

So the business case and the human case are completely interconnected. And supporting your people is not just the right thing to do ethically, it makes strategic sense too.

Part 4 – The Challenges

[00:14:10] Mich Bondesio:

But we also have to acknowledge that it’s not always simple. I know this isn’t always an easy shift for businesses to make. So what is holding people back?

Well, there may be a fear of losing control.

For many business leaders, especially those used to traditional models, flexibility can feel like chaos. If they can’t see people working, how do they know that work is getting done?

It takes a mindset shift from ‘input focused’ to ‘outcome focused’ management.

The second challenge is a lack of trust or training. Many managers have never been trained to lead remote or asynchronous teams, and so they default to micromanagement or overscheduling meetings, so that they can create a sense of control, which ironically creates the very burnout that they’re trying to avoid.

People may also be hobbled by outdated systems and policies. Legacy processes and obsolete tech stacks or HR frameworks may not support flexible arrangements and updating these can seem daunting.

Organisations may also be affected by productivity myths. We’ve been conditioned to equate hours with output, but just because someone is at their desk from nine to five doesn’t mean that they’re working well, or at all. And the research supports this. Breaking that busyness equals value mindset takes time and intentional effort.

As business owners and people in leadership positions, we can also be susceptible to short term thinking – in other words, what’s best right now – without thinking about the longer term effects. Flexibility can feel like a risk. Leaders may fall back on old ways of working out of fear, cutting benefits, increasing pressure, defaulting to presenteeism, instead of investing in long-term resilience through people-centred practices.

And yet the businesses that do embrace flexibility, even in tough times, are the ones that retain their talent.

They’re the ones that foster innovation and weather disruption more successfully. They are the ones that future proof their businesses.

So yes, it’s complex, culture change always is, but it’s also possible and deeply worthwhile.

What’s so powerful about this shift is that it puts people at the centre of the equation, and when we support people properly, when we give them space to work well, think clearly and live more fully. They bring their best selves to the business.

I’ve seen this in my own work with clients and in the stories shared through this podcast over the last few years.

Leaders who invest in flex and sustainability, don’t just create better outcomes for their teams. They create a ripple effect that shapes healthier, more human-centred workplaces, which then ripples out to influence the wider communities that organisation engages with, such as their clients and suppliers, and the communities that your employees engage with outside of work too.

By that correlation, you would actually be contributing to changing the whole world for the better by adopting flexible working practices.

But I know that change takes courage and it helps to hear from others who are walking the walk too. And that’s why this season I’m excited to share conversations with five lovely guests who are each bringing their unique lens to flexible working and sustainable business practices.

Part 5 – Season 13 Guests

[00:17:23] Mich Bondesio:

We will be hearing from the founder of an ethical design and UX company about the fair and flexi working principles embedded in their sustainable business practices. We’ll hear from the director of a professional services company about their experience implementing four-day working, and the co-founder of a travel PR company about the connected benefits of being both a B Corp and a certified four-day work employer.

We’ll also hear from the managing director of a virtual assistant services company whose business model is predicated on flexibility. And finally, the co-founder of a green claims advisory service about remote working and sustainable business marketing. Each episode is packed with practical insights and honest reflections, and I can’t wait for you to learn from them.

So that’s what’s ahead on Creating Cadence this season. I’ll be back in a few weeks with the next episode, which is an interview with Larry Brangwyn, the owner of Ethical Pixels.

So thanks for listening. Keep moving forwards with courage, curiosity, and cadence.