It is expected that 2016 will bring a larger focus on flexible working arrangements, discrimination / bullying and performance management.
More and more employers are realizing that a flexible work arrangement ensures that they get the best person for the job. Some positions don’t require the employee to be present for the traditional work hours whilst other businesses could not run if the employee is not present during certain hours. The important issue to note here is that each organization should have a policy regarding how to deal with a request for flexible working hours, and that each request needs to be looked at on its own merits. The question to ask is: Can the work be performed within the flexible arrangement, meeting demands of suppliers / customers / clients and the rest of the business?
A trend towards an increase in performance management seems set to continue well into 2016. Whilst performance management has been on the agenda for many years, more rigorous methods of measurement are being constantly sought in order to create a more competitive workforce in a tighter market.
With this increase in performance management, we need to be mindful of not creating an increase in bullying complaints. Whilst performance management is a very normal and lawful part of the workplace, if it is not handled correctly, employees can feel victimized and bullied.
How do we avoid this? Through adequate training to ensure that the managers conducting the performance management do so within the lines of the law. Performance management, if handled correctly will be beneficial for both the organization and the employee, but if handled incorrectly, can lead to the courts.