Millions of people have recently left their jobs in \u201cThe Great Resignation,\u201d as employees are questioning the meaning of their work and rethinking what they want from their lives.<\/p>\n
What workers want is more flexibility in the workplace \u2014 and not a return to the pre-COVID definition of flexibility. They want an overhaul in their organizations\u2019 expectations for when and where they\u2019ll work.<\/p>\n
Why Do Organizations Need to Be Flexible?<\/h2>\n
Why? While employees were working from home, they made some important realizations. First, they liked not having a commute. Second, they saved a lot of money \u2014 some reported an average savings of $5,000 or more a year. Finally, they felt more productive.<\/p>\n
According to Envoy<\/a>\u2019s recent Return to the Workplace Report<\/em>, nearly half of the employees surveyed said they\u2019d leave their jobs after the pandemic if their employers didn\u2019t offer flexibility in the workplace going forward: a hybrid model that combines work-from-home and in-office work.<\/p>\n In fact, the majority of employees say they want flexible and remote work options to remain \u2014\u00a0one study<\/a> even found that 64% would prefer a permanent work-from-home situation over a $30K pay raise.<\/p>\n If organizations want to succeed in the future, it\u2019s not a question of if<\/em> they should be flexible, but how <\/em>they will be flexible.<\/p>\n Your organization\u2019s version of flexibility will depend on the type of work you do and the feedback you get from your employees. Some organizations are implementing a hybrid workforce model<\/a>, whereas others are inviting employees to set their own schedule within a defined framework.<\/p>\n Going forward, the burden of success will fall to individual managers and leaders. Flexibility in the workplace will mean that individuals have the opportunity to work with their managers to determine a schedule that makes the most sense for their position and their responsibilities.<\/p>\n Because employees are the driving force behind this new, flexible work model, HR executives should involve their employees from the early stages of the process. Some organizations are conducting surveys to find out how the majority of their people feel about working from home or in the office. Others are holding roundtable discussions, and still others are scheduling meetings between supervisors and their teams. The goal is to determine how organizations can create a workplace that leads to enhanced productivity and engagement.<\/p>\n As the transition to a hybrid workplace<\/a> model or other flexible work arrangements ensue, equity may be a concern. There will be questions surrounding fairness, as people struggle to understand why some of their colleagues get to work from home, while others don\u2019t. There will be concerns about a bias favoring those who work more often in person rather than virtually.<\/p>\n Your organization\u2019s policies should address these concerns and include these role-specific expectations. Be transparent about the criteria you\u2019re using to determine which jobs require people to be in the office, versus those that can more easily be accomplished remotely.<\/p>\n And regardless of where and when people are working, career advancement opportunities, resources, and investments in leadership development should be applied equitably. You can foster a culture of trust<\/a> by keeping in close touch with your employees and addressing any questions they might have.<\/p>\n Offering greater flexibility in workplace arrangements doesn\u2019t just benefit individual employees. The businesses and organizations they work for benefit, too \u2014 primarily in the areas of increased productivity and attracting, retaining, and engaging top talent.<\/p>\n Traditionally, most organizations believed their employees needed to be on-site to maximize their productivity.\u00a0 But according to an April 2021 survey<\/a> by The Conference Board, 60% of HR leaders reported that productivity actually increased <\/em>in their organizations during the pandemic. Organizations now know they needn’t fear that productivity will slip when giving employees flexibility in the workplace; the pandemic has proven that work can happen virtually anywhere.<\/p>\n In addition to enhanced productivity, offering flexibility in the workplace helps organizations retain their existing talent, boost morale, and attract new talent. If employees can work from anywhere, then senior HR leaders and recruiters can cast a wide net to find the best talent available.<\/p>\n Flexibility also becomes a part of your culture, which helps with recruiting and retaining top talent. In the past, organizations leaned heavily on their physical space and amenities to define their culture. Many touted nice offices, great coffee and snacks, comfortable collaborative workspaces, and interesting furniture. But all that matters less when teams are not co-located.<\/p>\n Within a new virtual construct, HR leaders are rethinking how to build and maintain a remote work culture<\/a> to keep employees engaged and productive. In a new hybrid environment where teamwork, communication, and engagement are more important than in-office perks like walking trails and expansive cafeterias, offering flexibility in the workplace is an important cultural differentiator that can help you increase employee motivation and engagement<\/a>.<\/p>\nHow to Offer Flexibility in the Workplace<\/h2>\n
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<\/a><\/p>\nHow Do Organizations Benefit From Increasing Workplace Flexibility?<\/h2>\n
3 Key Ways Increased Flexibility in the Workplace Benefits Organizations<\/h3>\n
1. Increased productivity.<\/h4>\n
2. Enhanced recruiting and retention of talent.<\/h4>\n
3. Improved employee engagement levels.<\/h4>\n