Does your organisation offer flexible working to employees? Could you enhance your employee experience through flexible strategies?
Flexible working practices are a vital strategy for employee engagement and support a huge range of employee needs. Offering flexible working practices can help to boost engagement with your organisation and also opens your applicant pools to a wider array of candidates whilst positioning your organisation as a fairer and more inclusive employer.
Arrangements such as remote or hybrid working, flexible hours and compressed workweeks, enable employees to have greater control over their work schedules and locations. The rigid structure of conventional work schedules may not suit everyone, and accommodating individual needs and preferences can lead to better outcomes for not just the individual, but the organisation as a whole. As a result, flexible working can boost productivity, enhance job satisfaction and support a healthier work/life balance for employees.
According to the Chartered Institute of Personnel and Development’s (CIPD) most recent research on flexible working practices (2023), employees with flexible working arrangements reported higher job satisfaction and a healthier work/life balance. They also found a myriad of positive impacts for organisations who offer hybrid working arrangements, including increased applications, improved retention of talent and a more diverse workforce. Not only this, but they found that there is an unmet demand for all types of flexible working, and the number of employees who left employment due to a lack of flexible working has increased (CIPD, 2023).
With all of this in mind, let’s delve into the concept of flexible working and explore its numerous benefits for both employees and employers.
Benefits for Employees
Improved Work-Life Balance: One of the most significant advantages of flexible working is the ability to better balance professional and personal responsibilities. Employees can adjust their work schedules to accommodate family commitments, personal interests and whatever other hobbies or responsibilities they have, leading to a reduction in stress and enhanced job satisfaction and wellbeing.
Increased Engagement: Flexible working arrangements can lead to higher levels of job satisfaction and engagement. When employees feel trusted to manage their own schedules and have the freedom to work in environments that suit them best, they’re more likely to be motivated and committed to their roles. This is especially important for neurodivergent candidates, who may be sensitive to environmental and sensory stimulation and therefore would work more productively from home.
Enhanced Productivity: Many employees find that they are more productive when they have the flexibility to work during their most effective hours or in environments that minimise distractions. If employees are allowed to work in environments that support their productivity, they can achieve better performance and efficiency.
Reduced Commuting Stress: Flexible working can significantly reduce the time and stress associated with commuting, as well as widening your organisation’s talent pool to more diverse geographical locations when hiring. Remote work or flexible start and finish times can help employees avoid long commutes, contributing to better wellbeing and preventing them wasting time and money on travel. There’s also a positive environmental impact!
Benefits for Employers
Attracting and Retaining Talent: Offering flexible working options can make an organisation more attractive to potential candidates. This is particularly important as over 71% of jobseekers highly value a flexible working pattern when thinking about a new role (CIPD, 2023). It can also enhance retention in existing staff by meeting their evolving needs and preferences, reducing turnover and all of the associated recruitment costs.
Boosting Employee Wellbeing: Flexible working arrangements demonstrate an organisation’s commitment to employee wellbeing. By prioritising work-life balance, companies can foster a positive workplace culture where employees feel valued and supported, leading to higher morale and reduced absenteeism.
Promoting Diversity and Inclusion: Flexible working can promote diversity and inclusion by accommodating the needs of a broader range of employees, supporting individuals with disabilities, caregivers and those with other personal commitments. This is very important considering the burden of care disproportionately falls on women (Health Matters, 2024), so flexible arrangements will support your gender equality efforts.
Cost Savings: Flexible working can lead to cost savings. Remote work can reduce the need for office space and associated costs, whilst flexible hours can optimise the use of existing facilities and resources. Moreover, since those with flexible working arrangements are more likely to be happier, more engaged employees, this increases retention and therefore prevents unnecessary spending on recruitment efforts.
Effectively communicating your flexible benefits and working patterns is one of the first steps in engaging a more diverse and engaged range of candidates. Webrecruit can support you in delivering a more engaged recruitment process through our recruitment advertising expertise and solutions.
Get in touch with one of our associates today to discuss how you can communicate your flexible working arrangements as part of your recruitment offering.
