How to Lead When Your Team’s Working Patterns are Flexible
Whether it’s flexible hours, hybrid schedules, summer holidays, or school break chaos – today’s managers are navigating more moving parts than ever before. But how do you lead effectively when no two weeks look the same?
To successfully lead a flexible working team, there are lots of elements you need to consider.
We sat down with leadership and performance facilitator Andrew Kitton to explore how managers can stay grounded, lead a flexible working team with clarity, and still support the need for flexibility.
Q1. What’s the biggest mindset shift managers need to make when leading flexible teams?
“Trying to control the uncontrollable adds pressure. Instead, shift your focus from controlling time to setting clear outcomes. Flexibility works best when trust and communication are high.”
Q2. How can managers stay visible and supportive without micromanaging?
“It’s all about rhythm. Weekly check-ins, clear priorities, and being consistent in your communication style build that visibility and support—without hovering.”
Q3. What do you say to managers who feel like flexible working means less productivity?
“It’s rarely about hours—it’s about energy and focus. When people have the freedom to manage their time, they’re often more energised and effective. The key is agreeing upfront on what success looks like.”
Q4. How can leaders role model balance over the summer when their own diaries are full?
“You don’t need to be perfect. But small things—like blocking time out for family, taking real lunch breaks, or setting clear boundaries—show others it’s okay to do the same.”
Q5. How do you make sure the whole team feels included—not just those with children or caring responsibilities?
“That’s such an important question. Flexibility shouldn’t feel like a reward—it should be a way of working that supports everyone. It starts by listening to what people need—whether that’s study time, wellness breaks, or focus hours—and creating a culture where everyone’s time is respected equally.”
Q6. What’s a practical tip for managing performance when everyone’s in and out?
“Use project-based goals and milestones, rather than relying on time-based accountability. It keeps people focused on delivery, regardless of when or where they’re working. Talk regularly about performance and give effective, timely feedback – both positive and corrective, where needed.”
Q7. What advice would you give to new managers navigating flexibility for the first time?
“Start by listening. Understand what flexibility means to each person on your team. Then co-create ways of working that support both business needs and personal balance. Be clear on you want from your people, for example the standards, behaviours and boundaries that you expect. And communicate these clearly and regularly – so everyone knows where they stand. ”
Looking for more practical tips?
If you’re juggling time-off requests, shifting team schedules, or just trying to keep things running smoothly over the holidays, don’t miss our article: Can you Handle a Flexible Work Request?. It’s packed with simple, actionable advice to help you navigate the summer months with confidence and clarity.