Manager toolkit

Assessing the feasibility of FWAs in your unit

If your employees are interested in exploring an FWA, it's important to consider the potential benefits and challenges that may be specific to your particular unit. In order to assess whether a particular FWA will work in your unit, consider the following questions:

• Will this option allow us to maintain operations and/or student service?
• Does this option align with RRU's desired culture?
• How many new resources (technology, process, people) will this option require?
• Are the benefits to RRU and employees higher than the costs?
• How much risk (data, health & safety, legal) will this option create?
• Will this option support employee well-being and work-life balance?
• Will this option support the University's ability to attract and retain talent?
• Will this option enhance work productivity, accessibility, and job satisfaction?

The do's and don'ts for managers

Do's:

1. Establish clear expectations: Ensure that you set clear expectations for employees with flexible work arrangements. This includes setting goals, deadlines, and communication protocols that everyone understands.
2. Communicate regularly: Regular communication with your employees is critical to ensure that everyone is on the same page. Schedule regular check-ins, team meetings, and one-on-ones to stay up to date on progress and address any issues.
3. Encourage discussion about flexible options: Encouraging employees to explore flexible options that may work within the unit, can help them balance their work and personal lives. Not all positions lend themselves to flexible work; however, managers are encouraged to use the supplementary tools to explore how the work can support different options. 

Don'ts:

1. Micromanage: Trust your employees to get their work done and avoid micromanaging their every move. This can undermine morale and productivity.
2. Assume everyone can work from home: Not everyone can work from home, so be sure to consider individual circumstances when offering flexible work arrangements.
3. Ignore potential communication barriers: Remote work can create communication barriers that need to be addressed. Don't assume that everyone is on the same page; take steps to ensure effective communication.
4. Overlook training and development: Flexible work arrangements can make it harder to provide training and development opportunities. Don't overlook this aspect of managing employees.
5. Create a culture of always-on: Flexible work arrangements can make it harder for employees to switch off from work. Don't create a culture of always-on where employees feel pressure to work outside of their normal hours.

Resources for leading in a flexible work environment

• Manager Forum - Q&A
• Manager’s Toolkit – Leading in a Hybrid Work Environment
• Supporting Employees to Disconnect from Work (CCOHS infographic)
• Building Connection and Engagement in Virtual Teams (41m)
• Coaching Virtually (30m)
• Timecard calculator (to support completing averaging agreements)