We had a fantastic response to our blog competition and we do aim to answer all of your brilliant questions!
The team decided that ‘Flexible working: Does it work for employee and employer?’ should be the first question we address as it’s very much a hot topic and the question of flexible working is often raised by our candidates when considering a role.
We have researched this topic by asking our clients their company’s stance on flexible working, what policies they have or what is in their pipeline for the future.
Types of flexible working you might consider:
- Compressed hours
- Working from home on a regular basis
Our clients have noticed a shift from flexible working being more focused on hours e.g. flexible starts and finishes to now moving onto location.
Does it work for employee?
We all dread that rush hour commute and we all wish we could have been home for that boiler repair, right? The opportunity to avoid commuting (even once a month!) and make that all important appointment is a huge stress reliever.
Flexible working and the trust that comes with it from our employers gives employees a positive feeling and a sense of autonomy, encouraging a positive attitude towards their work.
An office atmosphere is great! However, if a member of staff has a lot on and needs to focus, this atmosphere can sometimes be a distraction. Allowing an employee the option of working from home can be beneficial as they can work without distractions.
Some employees don’t enjoy working from home, instead they miss that social interaction and that is fair enough!
It goes without saying that for employees with children or family commitments, flexible working is extremely beneficial.
Does it work for employer?
Our clients recognise that allowing employees to work from home, is a trust exercise and employees have reacted positively to this. In particular millennials are expecting a more flexible work environment and companies need to respond to a changing workforce.
For expanding or small companies, flexible working is also a positive because it allows for a better working environment in terms of space. Small offices can be quite cramped and stuffy, by employees taking it in turn with their flexible working allows for a much more comfortable working environment in the office.
A concern our clients acknowledged was centred on creativity. People often work best when they can bounce off each other and discuss ideas and their concerns in person. So there is a need for people to be present for meetings and to maintain communication between teams.
However, with most people having access to good wifi, it’s possible to have meetings from remote locations using Skype / Google hangout etc – once everyone gets the hang of it this works fine!
Does it work for employee and employer? YES!
The response from our clients was overall positive and flexible working has become part of company consciousness and improving working standards.
For some clients their flexible working policies are already in place with employees working one day a week from home (with successful completion of probation period in mind) for others the policies have started with some improvements to go.
If flexible working does not have a negative effect on the working standards then why not!
https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working/factsheet (You can register and get full details)