โ ๏ธ ๐๐น๐ฒ๐
๐ถ๐ฏ๐น๐ฒ ๐๐ผ๐ฟ๐ธ๐ถ๐ป๐ด ๐ถ๐๐ป'๐ ๐๐ผ๐ฟ๐ธ๐ถ๐ป๐ด (๐ณ๐ผ๐ฟ ๐๐ผ๐บ๐ฒ๐ป).
And your most loyal employees are slipping through the cracks because of it.
I joined a new gym this week.
It was โflexible.โ
No structure. No support. Just me, figuring it out.
And I nearly didnโt go.
Because freedom without guidance doesnโt feel supportive - it feels isolating.
And thatโs exactly how flexible working plays out for many women in your business.
Hereโs what the data says:โณ Women are 2x more likely to request flexible working but far more likely to report burnout
โณ Most flexible working policies still ignore menstruation, menopause, miscarriage and maternal health
โณ 1 in 4 women consider leaving their role after baby loss, mainly due to poor leadership, not poor pay
You think flexibility solves the problem.
But without structure, it creates new ones.
One of my clients faced this first-hand.
A returning employee (after baby loss) wasnโt engaging.
Work was slipping. The manager was walking on eggshells.
They didnโt want to lose her.
But they didnโt know how to support her or the team around her.
I stepped in and rebuilt the framework.
Hereโs what we implemented:โณ A tailored flexible working agreement balancing wellbeing and business needs
โณ A phased plan with agreed outputs, communication rules, and wellbeing support
โณ Manager training on emotional leadership, accountability, and lawful flexibility
โณ A strategy to set clear team boundaries and expectations - without over-policing
And everyone won because I looked at the issues BEFORE instructing policy.
โ๏ธ Output increased by 36% within the first 30 days
โ๏ธ The employee met every milestone without relapse or absence
โ๏ธ Manager confidence in handling future cases increased from 4/10 to 9/10 (measured via survey)
โ๏ธ The business saved ยฃ14K in projected attrition, replacement, and lost productivity
โ๏ธ And they retained one of their top performers - who felt seen and respected
Why do I care so much about this?
Some of you will know it took me a decade to talk about my unfortunate miscarriage. When I miscarried, I never returned to work.
Not because I didnโt want to
But because there was no structure while I was off.
No plan. No check-in.
Just silence, assumptions, and pressure from a manager who didnโt know what to do.
That wasnโt a performance issue.
That was a leadership failure.
And now I help you prevent the same.
I build people strategies that support women (and all ๐ฏ๐ฒ๐ฐ๐ฎ๐๐๐ฒ ๐๐ผ๐บ๐ฒ๐ป'๐ ๐ฟ๐ถ๐ด๐ต๐๐ ๐ฎ๐ป๐ฑ ๐ถ๐๐๐๐ฒ๐ ๐ถ๐ ๐ฒ๐๐ฒ๐ฟ๐๐ผ๐ป๐ฒ'๐ ๐ฏ๐๐๐ถ๐ป๐ฒ๐๐) and protect the business.
Are you leading flexible working with intention, or hoping your team can lead themselves?
I would love to have a chat, here's my diary
https://lnkd.in/eSXgRSX5โป๏ธ REPOST to help your network build structure that works
โถ๏ธ Follow Tina S. Rahman for trauma-informed, women-aware HR and leadership
