The Future Of Work: Five Considerations For Flexibility

Flexibility is the new currency for employees

The future of work continues to shift. Before 2020, flexible work arrangements were rare, primarily reserved for high-performing working parents. Think back just a few years ago most of us could never imagine an entry-level employee working from home. They would need to prove their worth first and then have a valid reason (in the eyes of their manager) for why they needed the flexibility. Fast forward to today and working from home has quickly become the norm for many companies.
 

McKinsey’s American Opportunity Survey found that 58% of employees can work from home at least one day a week, and 35% have the option to work from home five days a week. In the current challenging job market with nearly double the number of jobs than available workers, most employers are struggling to find and keep high-quality talent. Providing a unique sense of flexibility is no question a fundamental benefit in winning the war for talent.

Flexibility Is the New Currency for Employees

Employers who have embraced a flexible workplace approach are seeing significant advantages compared to employers who are requiring a fully in-person environment. In fact, 70% of job seekers find flexible workplaces attractive. With 3.5% unemployment and 4 million quits in July, employees are effectively voting with their feet. Simply put, rethinking the nature of work is a requirement for today’s workforce, and if your company is not keeping up with this workforce need, you’ll likely be one of the employers witnessing mass exits.

Regarding flexibility, there is no “one size fits all” model. Flexibility should, and will, look differently for every employer. What is clear is that regardless of industry and function, employers must rethink what flexibility means to them and their unique workforce. Gone are the days of writing off flexibility simply because it’s not the norm. Employers must take a thorough look at their workplace and think creatively about flexible solutions.

There is no right, wrong or perfect way to address flexibility in the workplace. If the pandemic taught us anything, it’s that business can function in varying and unconventional ways. As you look to implement flexibility, think about these five considerations:

1. What are you trying to solve? From retention and employee satisfaction, to attracting new talent and various other business issues facing employers, it’s important to clarify what you are hoping to achieve through a more flexible workplace. Without identifying an end goal, your efforts for flexibility will likely miss the mark.

2. Know your audience. Look at the demographics of your workforce and understand what your employees want from flexibility. If you’re not sure, ask them! With a multigenerational workforce, one flexible plan may not be the right fit for all your employees. For example, working parents or those caring for aging parents may have different needs than younger generations who have grown up with technology and are used to working remotely. What’s important, however, is to avoid making assumptions, and rather ask your employees directly what they value.

3. Mind the gap. Being equitable is the cornerstone of any employment practice, and flexibility is no different. Depending on the job function, this can be challenging and work against the very goals you are looking to achieve. For example, a flexible work program may widen the divide between exempt and nonexempt employees because some jobs may not lend themselves to the same flexibility, leading to low morale within the team that may not be able to take advantage of the same opportunities.

4. Test it out. Have a trial period to evaluate what is working and what isn’t. Setting up regular intervals to survey employees and managers about the success of the program can help provide real time feedback that allows you to make changes to the program during a pilot time. Additionally, set metrics to evaluate success and utilize this testing period to see how you track toward your goals and whether the current state of flexibility is providing the needed output.

5. Set clear expectations. When it comes to flexibility, it’s important to make sure that employees and managers understand that there may be a business reason to change the program, and nothing is set in stone. This transparency allows for less confusion and negativity in the future if policies change.

As the future of work continues to evolve, opportunities for flexibility sit squarely at the center of any successful business. Employers that adapt and think creatively about flexible options will be better equipped to succeed in the future.

Author Bio

Keith Falk is a member of OneDigital West Region as Regional Managing Director of HR Consulting. Prior to joining OneDigital, Keith led human capital and operations for Fortune 500 and technology start-ups for both regional and global environments. Visit www.onedigital.com Connect Keith Falk