Barriers

How to overcome them

1. I'm too busy with core business - meeting targets, dealing with funding and just trying to keep people in work.

Realise the long-term benefits: studies show family friendly workplaces report improvements in service delivery and in attracting and retaining staff. Share the load - try recruiting a 'reference group', even if this is just one supportive staff member. Keep it on the agenda, perhaps as a standing item at your team meeting.

The Balancing Work and Family Responsibilities Report (PDF) 746.94 kB  from RMIT's Centre for Applied Social Research is an excellent example of current studies on work family balance.

2. We're already doing it anyway. Why waste time formalising it - won't that just limit what we can do?

Formal arrangements ensure fairness, transparency and consistency. Even the most informal arrangement should be recorded to protect managers and employees, and to meet legal requirements.

3. We don't have an HR position and I don't have the time or expertise to plan and document family friendly policies.

Many resources, such as sample clauses , already exist and can make this task a lot easier. Chances are it might be a simple 'cut and paste job' from existing documents.

4. We never know what we'll need until it happens - we worry about it then.

Having documented policies in place gives you a well thought out framework for decision-making when issues arise. It also helps you not to lose sight of organisational requirements when trying to accommodate individual needs.

5. We don't have enough staff to cover for people who are away. Everyone wants leave at the same time - school holidays - and that's when we're busiest.

Teamwork and flexibility are the answer. Involve everyone in a more structured and transparent approach. Try holding a meeting to plan for the whole year in advance to accommodate leave requirements. Think about creative ways to cover the service - are there external resources you can draw on?

6. Client service will suffer if we allow more flexibility.

Multi-skilled employees who are prepared to share the workload and be flexible will ensure continued service to clients. Studies show that workers with access to flexible options are more motivated and provide a higher quality of service.

7. We'd like to give more leave - we just can't afford to.

Can you afford not to? Work out the cost of leave (PDF) 99.58 kB  versus the cost of rehiring.

8. Our staff are 'too dedicated', they get caught up in their work and work long hours. They find it hard to leave on time when clients are in crisis or the pile of work is high.

Staff who don't place their own needs first risk burn out, and your clients and organisation will eventually suffer as a result. Help them to set good boundaries and reassure them that it's okay to say 'no'. Act as good role models for each other by arriving and leaving on time.  Find out the signs and effects of burn out in the workplace.