By Helen Wright
“If we let one person work flexibly, then everyone will want to!” is often the argument we hear when speaking to companies who are resistant to introducing flexible working arrangements.
And at 9-2-3, our response is: “That’s a good thing!” The business benefits of flexible working are vast, with a growing body of statistics to back this up: increased productivity, fewer sick days, greater staff retention, opening up a greater, more varied pool of talent, higher profits…
On the face of it, introducing flex should be a no-brainer, but with a 9-5 culture so ingrained in many areas of business life, it’s not surprising that some employers are apprehensive when it comes to change. Plus, many aren’t always entirely sure what flexible working means.
So, what exactly does flexible working look like? In practice, it takes many different forms: part-time hours, full-time but with remote working, compressed hours, annualised hours, core hours… In my opinion flex can mean anything that’s not 9-5 in an office - get creative to maximise productivity! Some businesses are even starting to offer a four-day week on full-time pay. For example, Radioactive PR, a dynamic agency based in Gloucestershire. They surveyed staff and clients before trialing a four-day week aimed at improving staff work-life balance and mental well- being. After surveying staff and clients again at the end of the trial, they decided to make the change permanent. A year on they’re reporting some tangible changes: strong business performance (turnover is up by 70%), improved levels of staff happiness, fewer sick days (they more than halved) and a spike in recruitment.
Trialing changes is often a good place to start, so you can ensure that what you’re proposing will fit with your business needs, without committing long term. After all, not all types of flex will work for all roles. Many companies are keen to explore the benefits of flex and find that a small initial step is the best way for them to start their journey. For example, introducing ‘core office hours’ (eg. 10am - 3pm) is a great way to start getting the whole organisation engaging in the benefits of flex – and not keeping it as something ‘just for mums’.
Core hours enable employees to flex at the start and end of their day, but won’t affect the number of hours they’re working – whilst at the same time maintaining team contact in an office environment. At 9-2-3, we speak to candidates who are really attracted by this type of set-up; in some cases it means parents can fit in the school run, dog owners can get out and walk in the day light, keep-fit enthusiasts can squeeze a trip to the gym in before work, or those who struggle (mentally or physically) with rush hour traffic can plan their day to avoid it. In fact, a recent survey found that 66% of commuters felt stressed or flustered at least once a week. The same survey saw that 70% of employees said being offered a flexible working structure made a job more attractive to them; with nearly a third saying they would rather have flexible working than a pay rise.
Another flexible working option could be offering an element of remote working to employees. This is workable for both senior management and support staff roles, and can be accommodated across many industries. Given that as much as 90% of the UK workforce want this in their working pattern – it can lead to a big boost in staff morale (not to mention the possibility of cutting office costs).
Any change can seem daunting, especially when so much of it relies on trust - so if you do have concerns or questions, please do get in touch with us at 9-2-3 Jobs. As well as offering recruitment solutions, we also offer bespoke consultancy services – and having spoken to businesses of all sizes across a wide range of sectors, we’re sure we’ll have some valuable insights to share.
With demand for flexible working never having been higher – be bold, give it a go and watch your business thrive as a result!