Flexible work has become big news over the last few years and the pandemic has shown employees and employers alike how possible flexible working can be. Whether it involves flexibility over location, flexibility over hours, or both, flexible working has been shown to have many benefits for both businesses and staff.
When staff are given the freedom to choose, research has shown that they have a higher level of job satisfaction and commitment, and put more effort into their roles than those who are not.
Many companies reported lower levels of staff absence from illness when they were working remotely throughout the pandemic. Research backs this up – staff who work remotely tend to have lower absence rates.
Disabled employees massively benefit from flexible working plans. Flexible working removes employment barriers and is far more inclusive, with outcomes for those who are disabled including less difficulty travelling, better health and increased productivity.
Businesses can benefit by decreasing the office space that they need to have available and using policies such as hot desking to manage the space. This reduces costs (both for rent and management).
When you offer flexible working opportunities, you widen the net and people who live further away from your physical office are able to apply. This increases the quantity and quality of talent available to you.
The first step for implementing flexible work arrangements is communication. Have open conversations about what your employees want and what their concerns are. There may well be worries about how flexible working could negatively affect others, or how the customer experience will be affected. It is vital to allay these concerns and discuss them openly to ensure that everyone understands the benefits and is onboard with the new policy.
Here are some things to consider before you put your new arrangements into place:
A flexible working policy, when implemented properly, can have a huge positive impact on your business and employees.
