As we emerge from globally enforced working from home (AKA the pandemic), flexibility in the workplace is no longer considered a perk but a necessity. It’s the ‘new normal.’ It’s time to rewrite the script when it comes to conceptualising work; no longer is ‘working 9 to 5’ the only ‘way to make a living,’ to borrow Dolly Parton’s iconic bygone anthem. Employees are no longer willing to accept inflexible work schedules that leave no time for a life outside the office, where they are ‘barely getting by…[and] it’s all taking and no giving.’
Although a minority of companies are demanding a ‘snap back’ to the office, a la 2019 (looking at you, Elon Musk), it might not be that simple. According to research by Gartner, three-quarters of the workforce in the knowledge economy now expect increased flexibility in their roles, and the mandating of a return to full-time in-office hours would be a dealbreaker for 40% of employees.
If retention, diversity, staff wellbeing, and productivity matter to your organisation, ‘giving back’ to employees in the form of flexibility is an investment worth making.
Musk’s rationale for his moratorium on remote work is that ‘phoning it in’ equates to slacking on the job. Contrary to that, research demonstrates that employees in flexible roles actually gain an extra 1.4 days in productivity every month. In fact, in recognition that better work-life balance equates to higher productivity, businesses across the globe have commenced a four-day week pilot study conducted by Cambridge University, Oxford University and Boston College.
A flexible workplace, however, is not a one-size-fits-all solution. While employees value having the autonomy to negotiate their location between on-site working days, the home office, coffee shop, or on the road, differentiation is required for individuals and various teams. Ultimately, flexible roles offer the freedom of choice (within reasonable parameters) not only in terms of hours and workplace location but also in career development opportunities, civic endeavours such as corporate volunteering, and provisions for extended family and personal leave.
Here are our top five takeaways for a creating a successful flexible work culture:
1. Differentiate flexible arrangements
Avoid the cookie-cutter approach to implementing flexible work options across an organisation. Be wary of uniform flexible guidelines across diverse teams and individuals, which can negate the benefits of implementing such arrangements in the first place.
2. Provide equitable measurements of performance
Avoid ‘proximity bias’ by putting in place criteria to ensure performance is measured on outcomes rather than physical attendance in the office.
3. Invest in virtual learning and development
Implement an on-demand mobile learning strategy that delivers relevant and engaging content to employees on their own time, no matter where they are located.
4. Facilitate asynchronous work
Invest in tech platforms and communication tools that support collaboration between team members working on variant schedules.
5. Support in-person collaboration
Don’t throw the baby out with the bathwater when implementing flexible arrangements in your workplace; it’s important to maintain a balance between a hybrid working environment and in-person interactions for creative innovation. Provide ease of access to co-working spaces and facilitate on-site hotdesking as needed.
Connect with us to discover how partnering with Salexo can help build a successful flexible work culture within your organisation.
