Explore flexible work options
Flexible working challenges
- Flexible working is not offered to all employees, creating perceptions of unfairness across the organisation.
- We’re finding it hard to attract and retain talent.
- We have mixed views on hybrid working.
- Managers don’t have the “will or skill” to manage flexibility in the workplace.
- Women are poorly represented in senior positions.
- We’re looking to reduce office costs.
- Absenteeism is higher than expected.
- We are uncertain what skills are needed to redesign jobs for success in a new hybrid environment.
Sixty percent of employees say they will only join or stay with an organisation if they can work remotely or in a hybrid work environment.
Inclusive flexibility in the workplace is imperative
All jobs can flex, which means organisations can adopt a broader view of flexibility to offer a strategy that benefits everyone, not just those who work remotely.
Maximising productivity in a flexible work environment requires examining work and considering employee choice. Organisations need to ensure their approach is sustainable, which requires examining people programmes and infrastructure.
of companies have redesigned work to be more flexible so they can add or deploy resources as needed.
of energised employees work for organisations where they perceive that working remotely enables them to feel a stronger sense of belonging.
of thriving employees believe that working remotely has a positive impact on their well-being versus 42% of non-thriving employees.
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What flexibility is possible?
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What flexibility is desirable?
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What flexibility is sustainable?
Creating a flexible working strategy
There are three critical questions to address:
- What’s possible? Evaluate the capacity for jobs to flex across multiple dimensions.
- What’s desirable? Collect leader and employee insights on flexible working.
- What’s sustainable? Assess people programmes for readiness to support flexible working at scale.
