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In this episode, we're thrilled to have Wendy Isaacs from Outside In Garden Rooms join us. Wendy shares her insights and experiences with transitioning to a four-day work week. We discuss the challenges and benefits of this modern work structure, the concept of "Soft Fridays," and how these changes have impacted productivity and workplace culture.

Tune in as we explore how Outside In Garden Rooms successfully implemented a four-day week, the importance of trust in the workplace, and the surprising reactions from clients and employees alike. Whether you're an employer considering flexible work schedules or an employee curious about new work trends, this episode is packed with valuable insights and practical advice.

Join us for a conversation that goes beyond recruitment and delves into the heart of modern work culture. Don't miss it!

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In this episode of "Recruitment and Beyond," host Ewan delves into the critical topic of flexible working with special guest Lynn Houmdi. Lynn is the Senior Manager for Learning Leadership at the Challenges Group and the founder of the Flexible Working Scotland community on Facebook, which boasts a membership of over 15,000 people. The discussion centres around the ongoing challenges and opportunities in the realm of flexible working.

Key Points Discussed:

1. Introduction to Flexible Working Scotland:
   • Lynn shares the origins and purpose of Flexible Working Scotland, a community she started in April 2021 to support and advocate for flexible working across Scotland. The community aims to normalize flexible work, support those looking for such opportunities, and challenge systemic barriers that prevent people from finding suitable work arrangements.
2. The Need for Flexible Work:
   • Despite the push towards flexible working during the pandemic, many organizations still struggle to implement it effectively. Lynn emphasizes that change is not linear and highlights how the lack of flexible work can trap people either out of the workforce or in roles without progression opportunities.
3. Barriers to Flexible Working:
   • Ewan and Lynn discuss various barriers to flexible working, including outdated perceptions of productivity, lack of managerial trust, and inadequate job design. Lynn introduces the concept of "flex washing," where employers falsely advertise flexible roles to attract candidates.
4. Employer and Employee Perspectives:
   • The conversation touches on the feedback from employees who feel misled about flexible working options and the importance of trust and output-focused work culture. Lynn argues that flexible working is not about working from exotic locations but about managing personal commitments like childcare and medical appointments while being productive.
5. Making Work Work Programs:
   • Lynn introduces the Making Work Work programs, designed to support women returners facing challenges in re-entering the workforce after a career break. These programs focus on building confidence, networks, and peer support among participants, many of whom switch careers post-program.
6. Employer Challenges and Solutions:
   • Ewan and Lynn explore the difficulties employers face in offering flexible work, such as job design and accommodating part-time roles. They stress the need for imaginative solutions and better communication about available flexible opportunities.
7. Cultural Shifts and Managerial Training:
   • The discussion highlights the shift in workplace culture due to the pandemic and the importance of managerial training in fostering a supportive environment for flexible work. Lynn points out that promoting flexible work can drive diversity and improve business outcomes.
8. Future Vision for Flexible Working:
   • Lynn envisions a future where flexible working is mainstream, job ads clearly state flexible options, and managers are equipped to handle diverse working arrangements. She emphasises that flexibility benefits both employees and employers, leading to a more committed and productive workforce.

Employers should be more transparent and proactive in offering flexible work arrangements, and employees sho

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This episode of the Recruitment and Beyond Podcast discusses onboarding and workaholics.

The hosts, Ewan and Natalie, explore the importance of a well-defined onboarding process for new hires. They discuss how a good onboarding process can help to reduce turnover and improve employee engagement.

They also discuss the challenges of workaholic tendencies and how organisations can create a culture that supports a healthy work-life balance.

Here are some key takeaways from the episode:

• Onboarding is a crucial process for new hires.
• A well-defined onboarding process can help to reduce turnover and improve employee engagement.
• Organisations should create a culture that supports a healthy work-life balance.

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