How Timewise supported a social impact investment organisation to create a framework and principles for flexible working conversations.
Big Society Capital exists to improve the lives of people in the UK through social impact investing. They unite ideas, expertise and capital to create investment solutions for the UK’s social challenges, supporting organisations that deliver both positive social impact and sustainable financial returns. The company has around 75 employees, with an office in central London.
Leaders at Big Society Capital have long been keen to ensure that their staff work in a way that fits with the rest of their lives, and helps them do their best work. 25% of employees work part-time, and the company is currently working to a hybrid model, with employees spending between 20% and 40% of their time in the office.
The HR team at Big Society Capital wanted to find a middle way between employees putting in formal requests for flexible working and having an informal chat. They were also determined to build on the positive learnings from the Covid-19 pandemic, and make sure they were firmly embedded.
Big Society Capital were aware of our long-held expertise in this are and sought our advice on the best approach.
Our team worked closely with the HR lead to explore the different options available. This included discussing a range of ideas and sharing examples of good practice from our other clients. We concluded that the best approach would be to create a framework and principles for discussion.
We collaborated with the team to create these, and received positive feedback and approval from the Executive Committee. Additionally, we sought feedback from managers, to check that they would work in practice, and delivered training on how best to implement them.
At the time of writing, the framework and principles are still relatively new. The HR team are committed to evaluating them on a regular basis and making any tweaks that are necessary. Plans include a formal evaluation through their next employee engagement survey, and a review of the number of formal and informal requests taking place following the change.
Anecdotally, the framework and principles have been well received. The team have put in place regular surgeries for staff to come and ask any questions they may have about how to use them.
The client’s view
“If you have a small HR team, having external expertise and support is incredibly helpful when you’re creating a new set of working practices. Amy was brilliant; she gave a huge amount of coaching, advice and feedback, and her depth of knowledge and insights from other organisations on what works meant we developed a really robust framework and principles which I’m confident will succeed.” Julia Boddy, Head of HR, Big Society Capital.
