Teams across the University have implemented the Flexible Work Framework in their own way, and one team has turned to basic economic principles to find the best way to Flex and optimise their work.  

Guided by their Flex Champion, Associate Professor Jordi McKenzie, the team in the Department of Economics has found that flexible work is not a one-size-fits-all prospect.  

McKenzie explains: “We know each individual looks at the costs and benefits of their own working arrangement to arrive at their optimal choice. And we also know that there are externalities to consider when working as part of a team. Externalities are the spillover benefits or costs that extend to a third party not directly involved in a transaction or decision. In the workplace, this could be the impromptu ‘water cooler’ conversations that result in a research collaboration or innovative teaching idea.”  

Pictured: Members of the Department of Economics meeting in person for a Christmas lunch late last year 

By using the University’s ‘Flex in Five Steps’ guidelines, the team “shifted to a new steady equilibrium” of flexible work. They started with steps 1 and 2, finding time in their department meetings to establish a shared understanding of flexibility concepts and discuss the needs of the team. Moving to step 3 (agree new ways of working ) the team decided that in order to enhance externalities, it was beneficial to designate preferred days on campus and they agreed the best days for them were Tuesday, Wednesday and Thursday, with Thursdays being their seminar day and the one day that most of the team will likely be working on campus. In line with step 4 (use enabling tools) and step 5 (review and adapt) the team is evolving with new technologies, but McKenzie admits they are “still not at the point where all Zoom meetings run smoothly without someone being told, ‘You’re on mute!’”. 

Pictured: Members of the Macquarie Business School’s Department of Economics flexing their Flex muscles over Zoom

The Flexible Work Framework has allowed team members to enjoy the things that matter most while still performing at work. Economics lecturer Dr Danielle Kent said: “My little girl started school this week and being flexible at work has really allowed me to be present for key milestones and enjoy this precious time.”  

Flexible work has also improved productivity within the team, as Dr Rohan Best, Senior Lecturer, explained: “Flexible working opens opportunities for overcoming logistical challenges. One example is the opportunity to attend overseas conferences while still joining Macquarie meetings via Zoom. Flex work styles fit well with the academic context of looking for new ways to get the most productive outcomes”.  

Share your Team’s flexible working story in the comments below.  

The first Flex Work pulse survey was held in October with 1393 staff participating across a broad range of faculty and portfolio areas. Sixty-nine per cent of responses were submitted by professional staff.

The survey results show that staff generally feel positive about the implementation of the Flexible Work Framework across the University:

• 41.7 per cent of staff were highly satisfied with how their faculty or portfolio had approached the implementation of the FWF, with a further 31.8 per cent saying they were somewhat satisfied.
• 55.2 per cent of staff strongly agreed that their manager understood the FWF and its guiding principles, with 23.1 per cent agreeing somewhat.
• 57.9 per cent were highly satisfied with their current flexible work arrangements, with a further 23.2 per cent being somewhat satisfied.
• 59.6 per cent strongly agreed that flexible work allowed teams to balance productive work with staff wellbeing.
• Only 1.4 per cent of staff were very concerned about a potential decline in their team’s productivity due to the implementation of flexible work.

Co-executive sponsors of the Our People program board Nicole Gower, Vice President Professional Services, and Professor Patrick McNeil, Executive Dean of the Faculty of Medicine, Health and Human Sciences, thanked staff for their participation, noting that regular pulse surveys were vital to the long-term success of the framework.

“From the outset, we have known that flexible work is not a one-size-fits-all approach, especially in an organisation like Macquarie where teaching and research activities require very specific modes of work,” says Professor McNeil. “These surveys help ensure Flex is working for everyone and identify any areas of the organisation that might require additional support to embed it successfully.

“I would encourage staff to continue sharing their experiences in future surveys, so we can refine flexible work solutions within our faculties and portfolios.”

One strong theme of staff feedback was the need for information and training on the effective use of digital tools when working flexibly.

“In response to this feedback, our digital experts within the Flexible Work team are continually adding helpful resources to the Flex Work Digital Resources section of the Macquarie Flexible Work SharePoint, where staff can learn about the collaboration features in Teams and Zoom, and get advice on online meeting etiquette,” says Ms Gower.

MQ Health has established a working group to adapt the framework to suit the nature of clinical services work, while a working group will be established in HR in the early new year to focus on further implementing the framework across our people practices.

Executive Group members will communicate survey results for their faculties and portfolios in the coming weeks. Staff will be invited to participate in the next Flex Pulse survey in the second quarter of 2023.

Learn more about how to make Flex work for your team on the Macquarie Flexible Work SharePoint

We are the first Australian University to achieve FlexReady Certification at any level.  The FlexReady Certification is the only one of its kind, it focuses exclusively on the maturity of an organisation’s Flexible Work policies and practices.

It is led by FlexCareers, Australia’s leading job platform, talent network and employer consultancy.

“We’re proud to be the first university to achieve accreditation from FlexCareers and to achieve the Extended level of FlexReady certification. This is a strong endorsement of our new Flexible Work Framework. Special thanks and recognition go to the Flex Working Group and the Flex Champions for making this a success, and to all staff for engaging in this work” says Nicole Gower Co-Executive Sponsor along with Professor Patrick McNeil.

Flex Work Digital Resources Available Now

A set of digital tips and tricks has been developed to support the implementation of Flexible Work across the University. Advice is available on how to make the most of video conferencing on teams, setting up a breakout room on zoom and getting the most from an online meeting. There are tips on email etiquette, including updating your email signature to show the days that you are in the office and best contact methods. You can find out more here.

“This framework gives us permission to acknowledge that different accountabilities and outcomes will require different modes of work and we can intentionally design our work day to best achieve those outcomes,” says Dr Louise Dwyer, Operations Director, Graduate Research, and Flex Champion.

In addition to having in-depth knowledge, your nominated Flex Champion is trained to facilitate conversations about the guiding principles of the framework and to assist teams in creating a solution that balances the needs of the individual, team, and stakeholders. Everyone is encouraged to actively contribute to co-designing their team’s work practices but ultimately the responsibility for implementing the framework lies with the Manager.

“Successful implementation of the framework depends on trust, which in turn relies on clear and respectful communication. I hope we can bring clarity in helping define and facilitate discussions around the parts of the framework that might revolve around new concepts and ways of thinking about work, and in doing so have a positive impact on the process,” says Phillip Nakad, Head of Faculty Operations, Faculty of Medicine, Health and Human Sciences, and Flex Champion.

The Flexible Work Companion is now available to support staff. It is a ‘one stop’ guide to implementation of the Flexible Work Framework, containing key concepts, guiding principles, and examples of flexible work practices.

“I think the Flexible Work Framework is crucial in the way that we work moving forward, as it will support family life patterns, distance that people need to travel to work and will create an opportunity for a good work life balance,” says Elton Button, School Technical Manager, Faculty of Science and Engineering, and Flex Champion.

A list of all the Flex Champions can be found here.

If you haven’t seen the Flexible Work launch video from Nicole Gower and Professor Patrick McNeil, Executive Sponsors, Our People Program Board, you can watch it below.

Nicole Gower and Patrick McNeil, Executive Sponsors, Our People Program Board, shared the results at an All Staff Town Hall on Thursday 12 May. The Survey was part of Phase 1 of the Flexible Work Project previously shared in This Week.

The results revealed a desire among staff to move to a ‘flexibility by design’ approach, reflecting the diverse needs of the University, and 86% of respondents agreed the proposed framework satisfactorily captured the work we do at Macquarie.

“It is not as simple as implementing a one size fits all approach because we know people do many different types of work here at Macquarie. Teams will need to work together to co-design the right solution and to balance different interests and needs,” says Nicole Gower.

Feedback received through the survey has led to a number of important amendments to the draft framework which will be finalised and incorporated into a Flexible Work Companion, scheduled for release in July. Much like the proposed framework, the Flexible Work Companion will provide principles-based guidance and practical information to help guide teams in considering, discussing and implementing flexible work practices that work well in their context.

The Flexible Work Companion and various enabling tools are currently being developed to further support implementation. A group of Flex Champions will also provide practical assistance for teams in their portfolio to work through the development of flexible work plans.

Flex Champions

The Flex Champions will be nominated by members of the Executive Group of the University, representing faculties and portfolios. They will work with teams across the University to support the implementation of the new framework. This ‘go-to person’ will be trained to provide practical support and guidance to teams. The role will include facilitation of team-based discussions and identifying where some additional support may be helpful.

For more details about the survey results watch the Town Hall recording.