COVID-19 has tested many people’s ability to be flexible in terms of how and where they work. The next challenge for employers is to help everyone move forward by designing and implementing flexible working strategies that are inclusive. Such strategies should embrace all employees at all life stages and harness the many different forms flexibility can take.
Many employers say they will provide flexible work arrangements at a grander scale than before the coronavirus pandemic. The hope is that this will deliver real business value, including sustained engagement, productivity increases and greater access to expanded talent pools. Nearly all companies (98%) are taking steps to create a healthy hybrid work culture. This is having a positive effect. Since the pandemic, 83% of energized employees trust their organization to let them work flexibly. However, engaging a blended workforce, in which employees have a range of different work experiences, will be challenging for both managers and teams. It will affect everything from hiring and learning to business development and performance management.
Leading companies are combining the best of the pre-COVID era (personalization, global outreach and outcome-led actions) with the remote, flexible and digital models that are redefining work today. They are rethinking how different jobs can flex and how to offer their people more flexibility, whatever life-stage they’ve reached. They are innovating and creating solutions that recognize people’s financial, health and career aspirations. “Flexibility for all” is the new shape of work. Use our expertise to explore what’s possible, desirable and sustainable.
Where: location and infrastructure
"I collaborate with my team a few days a week at the office, but otherwise I work from home!" - Amir, engineer
When: hours and scheduling
" I work 40 hours a week but vary the days and times I work to meet the needs of my family." -James, technician
How: scaling, technology
"I work 60 hours per week during my busy season, but scale back to 30 hours per week the rest of the year." -Liz, accountant
What: job content and sharing
"I share my case load with another manager and work a reduced schedule to meet my personal needs." -Darnell, nurse manager
Who: alternative workforce and automation
"I work on demand projects that fit my interests across multiple employers. I'm my own boss!" -Hannah, designer
Why: mission and purpose
“I help others in their times of greatest need and I chose to work here because my voluntary hours are matched in charitable donations” - Ava, claims processor
Three ways to get started on flexible working
Use our free tool to assess where your organization currently stands in terms of delivering flexibility for your workforce.
Mercer has proven experience helping organizations create flexible working strategies to transition from fixed to hybrid structures.
Design and implement a strategic approach to flexible working that delivers long-term value for both your employees and your business.