Flexible Working Week: Jemma’s story

By Jemma Pritchard-Smith, Client Services Director

I’ve worked within the wider Guidant Global family group for over 11 years now.
I started out as a Client Services Manager (CSM) and was promoted three times before I transitioned to Guidant in March 2018 where I took on the role of Client Services Director (CSD).

When I returned from maternity leave in February 2019, I was on a four-day work week (with Wednesdays being my day off) so I could spend a day that isn’t a Saturday or Sunday with my son and be able to pick my older daughter up from school.

My entire team works flexibly too.
In my team, I have three CSMs reporting into me, all of whom have the ability to work from home and the flexibility to coordinate their diaries accordingly. They, too, offer flexible working for their direct reports to work around theirs and the clients’ needs.

One of my team members, Alexis, has also opted for a four-day week to work around the needs of her sons. My boss, Lucy Caruso, Head of Client Services, works a three-and-a-half-day week. While it might sound confusing, we’ve all managed to coordinate our schedules to work around each other to ensure business continuity.

Work smarter not harder.
As a result of working a smaller number of hours, I’ve had to adjust to work smart instead of hard – there is no time to procrastinate. Everyone on my team has also been understanding of my schedule and has been great at being flexible. This includes respecting when I have days off and not booking key meetings during those days.

When you work remote, it doesn’t only take yourself, but the rest of your team to understand and adjust accordingly with you.

There have been times where we’ve had to switch our non-working days.
The spread of our client portfolio across the globe and the extent of our client sponsor list has meant we’ve occasionally had to take a call on our days off. While we always try to work around everyone’s availability, it’s not always possible. However, we always ensure this time is offered back to them.

Considerations when designing flexible work solutions.
It’s typical for a CSD to virtually manage their team so our flexible working arrangements don’t really impact the work we do. But my advice to any manager considering a flexible agreement is to consider two things: what your report needs and how this can work around their current daily working commitments.

What’s also important to consider is whether cover is required and communicate this new agreement with all key parties. And of course, allow time for the arrangement to be tested out – what’s agreed may not be right off the bat and may need to change in the future to remain agile.

There is no one rule on how flexible working should be done, but rather, making it work well for the individual and their team.

Flexible working has mitigated so many pain points.
It’s definitely made a positive impact on my wellbeing. Knowing I’m able to spend a bit more time with my children is wonderful – not to mention that it’s also alleviated some pressures on childcare costs.

Support your people through flexible working.
I believe that by offering some form of flexibility to your staff, it really demonstrates consideration for their individual needs. You are supporting their wellbeing, and by doing so, they feel incentivised and energised to deliver their best for their business.

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Jemma is one of the 80% of our people that work flexibly within our business. Join a company that wants its people to be their best in and out of the office today >