Iress has long supported flexibility in the way people work and have invested heavily in tools and processes to support this. We also believe in the power of teams and the magic that happens when we work together in the right way.
From January 2022, we're further strengthening our approach to how we work together with up to six additional long weekends for all permanent and fixed-term employees - on Iress. Changing the way we work to include regular extended weekends provides us with the ability to stop, take a breather, clear our minds and come back to work with renewed energy and perspective.
We won’t be going back to the way things were before the pandemic. We are not going to expect you to come into the office five days a week. Nor do we believe the right outcome is everyone working remotely by default. Just as five days in the office each week will be unusual in the future, five days working remotely will also be unusual.
Framing the future as a question of whether either the home or the office is better is the wrong approach. A simplistic and binary approach to where work is performed isn’t appropriate for Iress: for how we achieve our goals, for where teams are distributed, and for how we deliver to clients by location and timezone.
We want ‘where’ you work to be determined by where is the best place to achieve the outcome needed. This will be a balance of your needs, your role, your team’s needs, other teams’ needs and client needs. It will include consideration of what equipment is needed and what environment is best for the work to be done.
Depending on what you’re working on, it may be more appropriate to work from home, at a client’s office or some other location. It’s about choosing the best location to get work done individually and as teams for Iress and for clients. The best location to achieve the best outcome.
We are not going to mandate the minimum number of days you need to be in the office. We expect teams to discuss and self-organise and apply principles to their own situations. Self-organising does not mean that people leaders will make decisions - it means that teams will discuss and self-organise.
We see the role of the office evolving to being a place for teams to meet and see colleagues including new ones, to have human interactions, to spend longer periods of time together, to discuss and debate and agree challenging topics, to meet with clients, and to accelerate decision-making.
Iress has invested heavily in our workplaces over the past few years, centred around the principle of creating the right environment for teams to connect, collaborate and work together to solve problems for our clients. We plan to make further investment.
So while Slack, Zoom and Google have helped make our global company feel a little smaller - and this is essential when we can’t all be in the same location - nothing replaces the magic that happens when you get the right group of people together in the same location for certain tasks.
There may be a natural tension between those of us who want to come into the office and those who don’t - and we need to ensure we’re not coming from our own preferences. This is not about personal preferences - this is about what’s in the best interests of Iress, our clients, and the work we need to do.
Understanding each other will require constant conversation within and between teams as we navigate a new way of working.
Iress is a friendly and collaborative workplace that focuses on personal growth. We foster innovation by continually exploring new ideas, embracing change and striving to always do things the right way.
Life is never straightforward. And no two days, or two people, are the same. This is why we’ve long recognised the need for flexibility in some circumstances.
Whether you’re experiencing a plumbing emergency in your apartment or a family situation - Iress has a range of formal and informal policies supporting your ability to make the work/life juggle easier.
That said - flexibility is a two-way street. Which is why it’s critical your desire for flexibility doesn’t impact on your team or our ability to deliver an exceptional experience for our clients and users.
Advising your people leader and team in advance of when you will be offline or out of the office, ensuring you meet your agreed responsibilities and deliverables and taking every effort to be easily contactable and accessible are just a few of the ways you can support your team while enjoying the benefits of flexibility
Meeting overload? Zoom fatigue? Us too. So we decided to do something about it.
We understand that our people are our greatest asset and acknowledge that diversity makes Iress stronger.
The Iress Foundation supports charities and organisations chosen by our people.