Best Practices for Flexible Working: The Danger of “Face Time” as a Performance Metric

Flexible working is transforming modern workplaces, offering opportunities to foster diversity and inclusion (D&I) while addressing the varied needs of today’s workforce. However, its success depends on addressing challenges like outdated performance metrics, including the reliance on "face time."This article outlines the benefits, challenges, and best practices for flexible working, helping organisations create equitable and effective work environments.

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Benefits of Flexible Working for Diversity and Inclusion

1. Enhances Accessibility for Diverse Talent

Flexible working arrangements, such as remote roles and adjustable hours, broaden talent pools. They provide opportunities for individuals with disabilities, carers, and those in remote locations.

2. Supports Gender Equality

Flexibility helps women, who often manage caregiving duties, to stay in the workforce and aim for leadership positions.

3. Encourages Multi-Generational Inclusion

Employees at different life stages benefit. Younger employees gain better work-life balance, while older workers can phase into retirement or manage caregiving responsibilities.

4. Promotes Fair Recruitment and Retention

Flexible roles reduce barriers that exist in rigid, on-site workplaces, creating equity in hiring and retention processes.

5. Improves Mental Health and Wellbeing

Granting employees control over their schedules reduces stress and fosters a culture of trust and inclusion.

Challenges in Flexible Working

1. Proximity Bias

Employees on flexible schedules may be judged unfairly compared to their in-office colleagues, reducing their chances for promotions or recognition.

2. Uneven Resource Access

Not all employees have reliable internet, technology, or suitable home workspaces, which can create inequities.

3. Risk of Isolation

Remote workers may feel disconnected from their teams, which can harm collaboration and inclusion, especially for underrepresented groups.

4. Managerial Difficulties

Without proper training, managers may struggle to implement flexible policies fairly, leading to perceptions of bias or favoritism.

5. Difficulty Measuring Impact

Evaluating whether flexible work supports D&I goals requires robust metrics and frequent reviews.

Best Practices for Flexible Working

To overcome challenges and maximise benefits, organisations must implement best practices for flexible working. Here are key strategies:

1. Set Clear KPIs

Develop Key Performance Indicators (KPIs) tailored to individual roles. Focus on measurable outcomes rather than hours worked or physical presence.

2. Foster Open Communication

Communicate expectations clearly. Ensure employees know how their performance is measured to build trust and clarity.

3. Use Technology for Visibility

Leverage tools that track progress and provide feedback without micromanaging. These systems help managers stay informed while respecting flexibility.

4. Train Managers for Remote Leadership

Equip managers with skills to lead distributed teams, focusing on accountability and results.

5. Schedule Regular Check-Ins

Hold consistent one-on-one and team meetings. These structured conversations help maintain connection and alignment.

6. Reward Achievements, Not Attendance

Shift the focus to outcomes. Celebrate results, contributions, and impact instead of physical presence or logged hours.

Avoiding "Face Time" Culture

One common pitfall in flexible working is the reliance on "face time" to gauge performance. This outdated practice assumes that physical presence equals productivity.

Why It Fails:

Employees feel pressured to "appear busy" instead of focusing on results.
Remote workers are often overlooked for promotions despite strong contributions.
Managers resort to micromanagement, which harms trust and morale.

Flexible Working and Organisational Success

Implementing best practices for flexible working can transform workplaces. By addressing challenges like proximity bias and training managers to lead flexibly, organisations can create inclusive, productive environments.

Flexible working isn’t about where employees work—it’s about empowering them to deliver their best. When organisations design flexible policies intentionally, they unlock the potential of a diverse workforce while fostering trust, inclusion, and innovation.

Originally published on LinkedIn