According to a news report, the ability to work flexibly is the number one priority for job seekers across the globe. Nearly 40 per cent global candidates rate ‘schedule flexibility’ as one of the top three factors in making career decisions, as per the findings.
With the workforce comprising all age groups, time has come to think deeply about giving flexibility to employees. Such plans are usually created for senior level in certain organizations, but companies need to evaluate to extend the benefits of flexibility at all levels. Today, employees want to know the companies they work for are being valued upon. They don’t want to work chained to their desks or forced to do work extra hours. And, they expect more trust and workplace security and flexibility in return.
Yet packed to-do lists and arduous commutes make few employees believe that their organization is not concerned with their social, physical, personal and emotional welfare. This is a significant issue that is prevailing and should be addressed soon.
Offering more flexibility is one of the best ways to help employees reach work-life balance. However, some may believe that flexible working is akin to allowing employees to do their job from home, it’s really about trusting employees and empowering them to do, how, when and where they work.
If you’re planning to offer flexible working options to your employees, here are a few tips which you can keep on handy:
Flexibility on the basis of work style and preferences
Flexible work arrangements may vary and come in various forms. For example, companies can set different work-from-home arrangements and guidelines. Or, they can develop and create more flexible work arrangements as per the individual work styles and preferences. Flexible work can also scale in a multiple ways. Like, you can test your initiative in one department, then switch to others if it’s successful; or you can do a company-wide rollout from the beginning.
Get your leaders on board
The most important step to instill a flexible work environment is to get leaders and managers on the same page. To foster a great working environment, both leaders and managers should trust their employees and maintain open and frequent communication, irrespective of their location and how their employees work.
Communicating clear goals and requirements
There must be a clear communication of goals and requirements. By keeping a track of goals and requirements, leaders can rest assured that all critical tasks are completed, no matter where employees are working. By this, leaders can also measure productivity, track day-to-day tasks and requirements, and rate employees’ overall performance, once these flexible options are rolled out.
Give employees the right platform
Give employees access to the right tools and platform such as self service HRMS. The module that indicates your personal stats like leave balance, attendance, performance, attendance correction, expense claims, investment declaration and more. Within this platform, employees should be able to access everything they need to know and avoid any hassle of communicating and approaching the concerned team frequently.
Instilling a culture where managers and employees are equally flexible across the board can help us move forward towards a future of work . And, as employees feel the autonomy, trust and care shown by their managers, employees will feel they are integral to the organization and they have the freedom to give their best to organization growth and success.