Flexibility in the workplace
Flexibility in the workplace is one of the most consistent topics we hear about when speaking with both candidates looking for a new job and clients looking to attract staff.
Candidates are always keen to hear about employers who value them having commitments and interests away from the office. Employers are always looking for ways that they can be that flexible, understanding employer.
The long standing perception of a standard working week is still based around 9am – 5pm for the majority of industries. But in a modern, interconnected world, the reality is that this isn’t the case.
Many employees will start work much earlier than their official start times, yes, in order to benefit from an easier commute but also so they can get on top of ever growing workloads. Many will chose to take lunch in the office, very rarely having the full contracted break and many will leave later than contracted.
It’s the norm in the UK for employees to work additional hours/days when pushing to hit deadlines. It’s also the norm that in many industries, If you want to progress within a business then you also need to put in a lot of additional work after hours, networking and winning business for the company.
In the era of the smartphone, it has almost become expected that emails can be reviewed and responded to at all times.
It’s my opinion that employees in the UK, certainly have a very flexible approach to the workplace but is this reciprocated by business and what’s the flexibility that means the most to workers?
We hear a lot about company’s innovative and fun approach to work; slides in reception, computer game break out areas, indoor beer gardens, on site gyms etc. These are all nice to have and will certainly go some way to creating a happy working environment but what value do they hold in terms of flexibility?
Many of the ‘trendy’ perks are designed to make it easier to spend more time in the office but the flexibility that we hear is most craved is linked to companies understanding that life outside of the business exists and is very important too.
Swap slides for ‘emergency days’, swap free breakfasts for flexible start times, swap on site gyms for the flexibility to finish early so people can go and indulge in their own passions away from the office.
The most frequent issue we’re hearing this month is the ‘Half Term Holiday Headache’. A huge number of working adults are affected by this. Every year, it becomes a race to the holiday diary to secure time off during school holidays but there simply isn’t enough leave to cover all school holidays. Many working parents, including myself, rely on support from Grandparents and take holiday independently from their partners.
Many employers almost ignore the issue and expect parents to be able to deal with the logistics of getting children up, dressed, fed and to various childcare solutions, and then get to work for their usual start time. I’m confident to say that flexible start times during such holiday periods would be a big winner for parents. The BBC recently reported that many Fathers are afraid to ask for flexible working.
A one size fits all approach doesn’t appear to work as workforces are diverse so it is a tough balance to find but it can be achieved.
The Millennial Branding report recently detailed that 45% of Millennials will choose workplace flexibility over pay.
The reality is that moving forward, successful companies attracting top talent will have flexibility at their core.
Employees have mastered the art of flexibility over the years – it’s time for employers to catch up!
Is your company promoting the right benefits to attract top talent?
Are you looking to join a business with flexibility at its core?
If flexibility is an issue that you’re assessing at the moment, as either an employee or an employer, don’t hesitate to contact me. I’d be happy to discuss and assist where ever possible.
Chris Tinson
07894 045504