Seven HR

Flexible Working

How to.....

keep employees happy and employers recruiting

Flexible working may help us all cope with higher motoring costs and stagnation in recruitment. But the golden rules can't be ignored.

Current economic uncertainty means we're seeing a reluctance to recruit, plus a reluctance to move on the part of candidates. It is also clear that long commutes are no longer as acceptable as they once were. A huge rise in the cost of motoring, particularly fuel prices, plus a yearning for better work-life balance, are making candidates think twice before making the leap. But flexible working might just offer us a way round this.

The benefits

Flexible working proves an extremely attractive recruitment tool. In a study by Monster in 2007, nearly 90 per cent of people would be more attracted to a role which included flexible and remote working.

Costs are cut for employees too, not least with transport-related savings. With fewer miles in the car or on the train, or even just more economical commuting away from peak times, as well as less spent on lunch, employees stand to keep more of their hard-earned salary.

Flexible working can be highly motivational and boost productivity. Recent studies associate it with quantifiable improvements in absenteeism rates and job commitment making it a key tool in retention and engagement strategies.

There are documented improvements in employee health with flexible working reducing stress levels both at work and at home. Commutes don't have to be in rush hour and employees can get a couple of hours extra me time, or family time, each day.

Yet despite evidence of significant benefits, flexible working is still not being embraced by many businesses. And it seems that those who do take it onboard fail to follow some golden rules.

Get it on paper

Formalising agreements is essential to avoid confusion and ambiguity. Get things written down and don't forget to build in review stages and how you will monitor performance. According to one US study, 60 per cent of organisations lack confidence in the ability of managers to successfully manage flexible workers, further proving the need for clear guidance and company-wide support for the policy.

Make it relevant

Although flexible working yields rewards, remember that it includes a range of options from flexi-time to working from home and condensed weeks. Choose what is right for the business model as well as job roles. Studies show that it works best for professional, managerial roles but that clerical and technical roles were also well-suited.

Shout about it

One of the main problems associated with flexible working is the so-called “trust gap.” In businesses where flexible working already exists, it is often applied patchily and therefore can cause resentment. Studies also suggest that flexible workers can be considered work-shy and lacking in commitment by their colleagues so communicating policies effectively, and on an on-going basis, is key.

Keep in touch

Trust will also be improved simply by keeping in regular touch with flexible workers. Don't let out of sight become out of mind. This is particularly important in relation to promotion opportunities. You may also find that flexible workers offer a new perspective on work with studies indicating the development of more efficient working methods by flexible workers and a rejection of the theory that long hours equals more output.

Spread the word

Finally, don't underestimate flexible working simply as a recruitment tool. Those businesses with consistent and formal policies, strong communication and unambiguous measurement processes stand to attract, retain and more effectively engage their employees. And if recruiters can persuade more clients to embrace flexible working we can reduce the threat of stagnation in the job market by making it easier for candidates to make that a career move.

Top Tips

•  Make it work for the business and employee

•  Be open about your policies

•  Help managers successfully manage flexible workers

Use it to attract, recruit and retain

If this article was of interest, you can read our previous Flexible Working Article Here