Are you missing out on talent by being inflexible in your employment practice?

“The future of leadership will see employees being given far more freedom and opportunity. The days of successful leaders being overly controlling are numbered – new ways of working mean flexibility and empowerment will become central to businesses large and small.”

Richard Branson


There are many articles written that suggest that the 9-5 model is now dead, maybe something of an over dramatisation! However, the way we work is undoubtedly changing. According to an Office of National Statistics report from 2004 68% of families with dependent children have both parents working, and it may be reasonable to assume that figure has risen in the last 12 years. That statistic alone requires a re-think in the meaning of working hours.

Changes in technology mean that the way we work is significantly different, most professionals are constantly connected, meaning working can be from anywhere. This was illustrated when a survey by Premier Inn cited the most important factor in deciding a hotel for business was a fast internet connection. The same survey suggested 40% of business was conducted outside ‘normal’ working hours.

Despite this it took a change in the law to mean that employees now have the right to ask for flexible working, but why are employers not proactively seeking these solutions? Possibly the fear of the unknown, or of a loss of control may be a driving factor. But why would you not seek the most efficient way to engage the best talent?

Consider the possibility of a successful and talented individual who has taken a career break to have and raise a family, that person remains as skilled and valuable, but now may have different priorities. The ability to do the school run once a week becomes more important to them than negotiating a big salary. In fact, for many candidates, workplace flexibility has a direct cash value.

Some concerns from employers include how the rest of the team will react to such a flexible contract, and how to find that unique individual. The former will require planning and conversations, and possibly more flexible working with your current team; the latter is simply resolved by contacting 9-2-3 Jobs. The benefit of embracing flexible working (especially if your competition isn’t) is a huge advantage when employing and retaining staff. Increased loyalty and possibly even productivity is a hugely valuable outcome.

If you would like to know how to embrace flexible working and find some extraordinary talent and help grow your business to new heights why not get in touch? Email