A poll by Working Families - UK’s work-life balance charity - found that 86 per cent of employers feel that line managers are focusing more on outputs instead of the number of hours worked. This has come about due to changing patterns of work since the pandemic and has been welcomed by experts.

The findings are part of the charity’s Benchmark Report 2021, where HR teams from 84 different businesses commented on their activities and processes relating to family friendly and flexible working.

Jane van Zyl - CEO of Working Families - said the figure was “particularly encouraging” and added:

“Rather than focus on where work is done, or what time of the day it’s done at, employers should instead agree clear deliverables with their employee and focus on those.”

Daisy Hooper - Head of Policy at the Chartered Management Institute - commented:

“Boosting management capability is essential if organisations are to successfully navigate the challenges of the post-lockdown workplace. If implemented well, it can improve wellbeing, help with attracting and retaining employees and promote inclusion.”

Claire McCartney - Senior Policy Adviser for resourcing and inclusion at the CIPD - agreed that focus on output rather than hours was preferable.

She said:

“Flexible working arrangements can empower people to have greater control over their work-life balance. It is good for inclusion and fostering a diverse workforce and can have benefits for wellbeing and performance.”

In addition, Claire McCartney advised that appropriate training and support be provided for managers to give them the right knowledge and skills to support their teams with flexible working. 

Astrid Beekhuis - Director of HR at Momentive - said:

“While the number of hours worked used to be the holy grail of tracking success, outputs are much stronger indicators of a job well done.”

She added that while an “A for effort” motto was good for morale, such metrics are not always best for business.