Seven HR

Flexible Working

Flexible Working

Flexible Working

Flexible working is becoming more commonplace; with the CIPD claiming the number of organisations allowing this has doubled in the last six years. But why has this become so widespread?

Research carried out by The Employer Branding Consultancy looked at factors which were seen as important to an organisations' employer brand; particularly within attraction, engagement and retention. It was found that one of the key drivers for keeping employees engaged was the availability of flexible working within the business. Indeed, the CIPD support this, claiming that retaining staff is a key reason flexibility has increased within the workplace. Coupled with the advances in technology, this is seen as a relatively easy way to retain employees. With the ongoing war for talent, organisations are working hard to retain strong employees.

Improving Employer Branding and Retention are not the only benefits to be gained from introducing flexible working into an organisation. In addition, it can lead to cost reductions for the business as employees are more productive and, when out of the office the overheads are much lower. There are fewer costs for employees associated with travelling – and it's also good for the carbon footprint of the company, which as we all know is big news at the moment! And, by allowing people to cut down their commutes to and from the office, it seems absence rates are improving. With shorter working days, employees are finding they have a better work life balance, a real motivator in today's fight for candidates.

Flexible working can take many forms; job share, part time, home working and compressed hours. With the numerous options open to individuals it seems there is a work style to suit everybody, leading to a happier and arguably more motivated workforce.

However, it is important to ensure there are standard guidelines for flexible working in order to avoid problems which may arise; including discrimination cases. An article in Personnel Today highlighted the potential pitfalls of informal agreements, and championed the need for greater clarity in flexibility terms.

There are also additional downsides to the idea. Some employees thrive in an environment where there are people around them. The lack of social interaction can be detrimental to some employees, not only from a social side but from a developmental perspective. Promotional opportunities could be missed and there may be the possibility of bad feelings and a lack of motivation if the individual does not feel their efforts are being recognised or they are unaware of the direction of the business.

As with most issues within HR, there are both benefits and drawbacks to flexibility within the workplace. The CIPD summarise the advantages of the concept in three expressions: energy, enthusiasm and long term loyalty. Pretty good returns on very little investment!