We caught up with Simon Kirkland, Founder and Director of Sport Structures, to talk about flexible working in the workplace and to understand his perspective.
Having run businesses and an NGB for a couple of decades, "Flexible working shouldn't be a privilege or something to negotiate; it should be the norm," Simon noted, further adding that "It's not something to dive into to see if you have a policy that covers it". It's easy in concept and management consultants are great at talking people through the talk, but the reality of putting a flexible working culture in place constantly needs work to make sure it's relevant to the current nature of your staff.
"It comes down to trust," he emphasises. "If you trust your people to do a great job, and they know you trust them, they will consistently deliver high-quality work. That's the foundation of everything we do, trust." This philosophy translates into tangible practices across the company. However, with life comes the need for flexibility. "So, when I saw the new government proposals on flexible working, I thought we do that!"
When we asked Simon for some examples of flexible working at Sport Structures, he said, "We trust people to fill out their annual leave requests/online records, and line managers check these are up-to-date every three months. If you trust people, why do you need to authorise the leave?" He added, "We do, however, operate on the principle of a minimum of two weeks' notice to be given to meet the business need."
Parental Leave
Simon then discussed parental leave, prioritising the well-being of his employees: "We encourage our new parents to focus on their families during this crucial period. I'm often questioned about the need to be flexible for maternity and paternity leave. We offer flexible return-to-work options and actively encourage fathers to take advantage of parental leave as well." Sport Structures holds a strong female leadership presence. We believe that maternity leave should never be a barrier to career progression. Simon noted, "we are proud to have so many talented female staff members and empower them to pursue their family goals while continuing to thrive in their career. We support their return to work to ensure it is a smooth and supportive transition."
International Employees
Recognising the increasing global nature of the workforce, Simon has implemented a "2+2 weeks" policy for international team members. This policy allows employees the flexibility to work remotely from their home countries for two weeks during a four-week leave period, to create a healthy work-life balance while maintaining productivity. "we don't believe in micromanaging our employees," Simon explains. "Of course, there are boundaries. We don't allow extended periods of remote work from holiday destinations! It's about finding a balance that works for both the employee and the company."
The benefit of Flexibility
This focus on flexibility has not only improved employee satisfaction (with over 96% of employees reporting high levels of job satisfaction) but has also contributed to a more productive and engaged workforce.
"Flexible working is more than just a benefit; it's a strategic imperative for businesses looking to thrive in today's competitive landscape," concludes Simon. "By creating a culture of trust and empowering our employees, we've created a workplace where people can thrive both personally and professionally."
What are your thoughts on flexible working?
