Flexible Working - Not Just a Perk
Flexible working is still considered a perk but it’s starting to shift. Now, many employees are expecting to work with more flexibility as a standard. But when we ask candidates what’s most important for them in their new role, they rarely mention flexible working. Instead, they frequently mention culture, people they work with, location, work/ life balance etc – all which link to, flexible working! So even though flexible working isn’t part of the top five job satisfaction facts, it impacts them.
What can a flexible working scheme look like?
Different companies have different schemes, but many companies prefer to opt for certain core hours (hours employees are expected to work within) with flexibility outside of these. For example, core hours could be between 10 AM to 4 PM. Then some employees would work 7 AM – 4 PM or 10 AM – 6 PM. Some companies don’t offer core hours and allow employees to work around their individual needs. But flexible working isn’t just about the hours, it’s also about the location. Some employees need the flexibility to work from home around their needs, or flexibility to work from different offices and sites. Being able to offer a workday that suits individual needs will help create a much more inclusive and diverse workforce too.
Where are we going with this?
The ultimate goal is to allow people to work whenever from wherever. The UK is further behind Europe in terms of how forward thinking their flexible working schemes are, but for the past 10 years in recruitment, there has been a big shift both in the UK as well as in Europe.
So, why are employers not offering a flexible working scheme already? Well, flexible working schemes comes with challenges, especially with implementation. Having the right technology and processes are essential for enabling a flexible workforce. Supply chain often works in a global environment which means that there will only be certain hours in the day they can communicate with suppliers. This needs to be taken into consideration when creating a flexible working scheme. Have a plan in place before implementing it and think about what could potentially go wrong.
Have you rolled put a flexible working scheme in your supply chain organisation? What challenges and benefits have you had? Share your experience with us on LinkedIn and tag us @Pod-Talent