How to build a flexible working proposition that works for your staff
by Heat Recruitment
Flexible working is gaining traction as the perk of choice amongst millennials, baby boomers and, unsurprisingly, employees of all generations. It comes as no surprise as workplaces are developing to become more inclusive and conscious of lifestyles. The traditional career of staying in the office until 9pm and working for the same company for over 10 years may seem far-fetched to newer members of the employment market now.
Whilst not all companies are onboard with it, many are changing their attitudes to embrace the freedom it brings for their employees. Trust levels have risen and the 70 per cent of workers who have expressed they’d prefer flexible working to a pay rise, are well on their way to perk fulfilment!
However, flexible working doesn’t just apply to one type of working, in fact there are a couple of methods to implement. Take a look and find what works for you and your business:
Perhaps one of the more popular perks. Flexi hours allow your employees to work their set contracted hours, typically anytime between the hours of 6am to 8pm – although this can vary even further. Employees find this incentive useful in order to fit their commitments around their work schedule, whilst still having the necessary time to get the work done. If your staff want to fit in the gym, childcare or more time in for a longer commute, it will alleviate pressures and allow them to build work around their life rather than the other way around.
Benefits to employers include a wider talent pool, a more well-rested workforce, higher levels of productivity and the ability to hire candidates that may work slightly further away. Flexi hours are something that Heat Recruitment is committed to trialling currently – we believe work-life balance is key to success and we are highly committed to making our office the place to work!
This is a form of working that certainly broadens the pool of talent. Remote working allows your employees to work from home or from a location of their choice. The hours vary from company to company; however, some corporations are choosing to have a fully remote team. Web design and consulting company 10up, for example, pride themselves in their global and connected team that work remotely.
Remote working is a good style for candidates that are returning to their career after a break, perhaps after motherhood, allowing them to take care of their child also. It’s a positive way to hire global talent as well, removing walls and borders to create a fully interconnected business. It’s also perfect for the everyday individual who perhaps focuses well at home – there’s a benefit for everyone.
Following the increasing and positive emphasis on employee wellbeing and mental health, flexible working has increased its scope to include wellness initiatives and incentives also. Here at Heat Recruitment, we offer ‘duvet days’ to people who feel like they just need a break. No questions asked they are there ‘just in case’.
Short-term days off can work wonders for members of staff who perhaps have children, are carers or struggle slightly with routine and increasing pressures at work. Having the trust and care for your employees is important here – the last thing you want is staff running themselves into the ground. Allowing this unique incentive can work wonders for your attraction and definitely retention of staff.
Shared maternity and paternity leave
With many companies trying to improve representation at senior level, it can be suggested that the leading reason for lack of female representation comes down to them taking more time out of their careers to become a mother. However, times are changing. Taking lead from Scandinavian countries, who offer shared maternity and paternity leave, there are a number of forward-thinking companies changing this stereotype and lightening the load for new parents.
Government body Companies House, American Express and Deloitte are just a couple of high-profile examples of corporations leading the way in equal parental leave. Benefits are abundant: Financial pressures due to childcare can be reduced, female representation in the workplace will improve and both mother and father are offered the chance to bond with their new-born – maybe the most important factor.
Outcome based hours
More popular in SMEs and tech companies, outcome-based hours are what it says on the tin. If you finish your work, you can go home. Perhaps one to be regulated, but this perk actually can indirectly improve productivity and absenteeism. After all, if you can leave your desk when you’re through, there is no reason to be distracted or slow.
SMEs will likely to continue to pioneer this form of working until regulatory systems and progress checking can be put in place to benchmark the larger companies’ involvement.
As a business owner, it’s important to listen to your employees and find out what it is they really want from their careers. If it is flexible working, there are more options to choose from and you can work on a case-by-case basis to ensure that, whatever you decide, is mutually beneficial.
Here at Heat, we want our staff to enjoy your work. We offer a range of flexible working initiatives and pride ourselves for putting our employees first.
by Alex Russon