“Countless studies have shown shorter working weeks produce better productivity outcomes. Microsoft in Japan tested a four-day workweek, and productivity jumped by 40%.”
This week we chatted to Kit Friend, Atlassian Practice EMEA Lead at Accenture, part-time employee and working dad, about why flexible working benefits everyone, including employers.
Can you talk me through your background?
I joined Accenture as part of their graduate programme in 2010. This route was a fantastic introduction to the firm—we even spent two weeks in Chicago during our induction period.
I was assigned to work as a Management Consultant for clients within the Creative Industries (Media and Entertainment).
These clients suited me. I had studied for an Arts degree at University. Therefore, I could utilise my creative skills in a corporate environment.
I had my first child seven years ago. At that time, I took the standard two weeks of parental leave. When my second child was born five years ago, extended parental leave was better publicised both in and outside Accenture.
I took advantage of Accenture’s generous parental leave policy and took six months off when my second child was born.
I loved my parental leave and the time it afforded me to be with my child. When my parental leave was due to finish, I requested to reduce my hours to spend more time with my child and became a part-time employee.
What is your current working pattern?
I currently have Fridays off work and work flexibly the other four days. I’m pleased that Accenture is so flexible and trusting of its employees that I can do one of the day’s school runs for my children.
How supportive has Accenture been of your change in working pattern?
They’re brilliant. When I discussed my decision to return to work part-time with my manager, she said not to worry and that she would sort it out. She was very supportive and encouraging of my decision.
Although I was the first person in my department to take extended parental leave five years ago, many more fathers have taken it since.
We also have more non-parents working part-time or reduced hours. One colleague has reduced her work week to four days because she is a writer and wants to spend one day a week on her writing.
How does it work in practice?
Even though my children are now both at school, I still take Fridays off work. I use this day for ‘life admin’ or self-care, which for me is long bike rides. This means weekends are family time.
If there is work I enjoy, I don’t mind catching up on it, but I try to set boundaries where possible.
What are the biggest challenges to working part-time?
As a Manager, a personal challenge initially was learning to trust my team and that they could manage without me on their day off.
I have since come to see that it is good for their personal development not to have me always available.
I also find it challenging to maintain self-control when responding to work emails on my day off. As we all know, technology makes it so easy to be contacted.
I am pleased to say that moving to part-time has not affected my career progression opportunities, and I still benefit from promotions and challenging work.
What are the benefits of working part-time?
I have more energy and am more productive when I do work. By working shorter, more focused hours, I tend to get more done rather than just filling the time.
Spending more time with my children and watching them grow up is also amazing.
Why should more companies embrace flexible working?
Countless studies have shown that shorter working weeks produce better productivity outcomes. Microsoft in Japan tested a four-day workweek, and productivity jumped by 40%, for example.
Our clients want to work with humans. Having a life outside of work makes us more relatable.
Traditional ways of working can be very output-inefficient. I would say that due to pro-rated salaries, firms benefit by being able to pay less but achieve more due to their employee’s increased energy and productivity.
Flexible working has also been shown to improve staff well-being and make employees better organisational ambassadors.
How can organisations ensure flexible working is a success in a post-COVID world?
Companies need to build a culture of trust. Micro-managing and flexible working can’t work together. Managers must let go of micro-managing and learn to trust their employees.
Ultimately, firms serious about adopting flexible working and all its benefits will need to undergo a culture change. Cultural change is an investment and can be difficult, but the results will be worth it.
Flexible working often works most successfully when there are some rules in place – core hours for meetings, for example – but the most successful companies have flexible mindsets that they apply across all aspects of their business.
They have to be willing to try some of these rules and new ways of working, and to flex on them in 6 months’ time if they are not working for their employees or their business.
Kit Friend is an Atlassian Practice EMEA Lead at Accenture.
He also runs his own blog, which can be found here.
If you fancy a flexible or part-time consulting job to fit around your family, then check out the latest flexible consulting jobs on the Investing in Women job board today.