In April, the Chartered Institute for Personnel and Development (CIPD) released an Employee Outlook report which highlights the fact that 65% of flexible workers say they are satisfied or very satisfied with their work-life balance, compared with a mere 47% of employees who don’t have flexible working. There is a positive effect for employers in recruiting, engaging and retaining happier employees.
Timewise’s latest Flexible Jobs Index 2016, released in the same month, shows signs of cautious optimism of an increase in the proportion of quality jobs being advertised with flexible options, up 2.5% on last year. But supply still lags far behind an increasing demand for new ways to bridge the flexibility gap: 79% of people searching for part time or flexible roles remain unable to find options that would work for them.
Start to bridge the flexible working gap
A large proportion of people seeking flexible working have extensive previous experience and valuable transferable skills that can be used in a variety of situations.
With the rise of remote working technology, the emergence of cloud-based software and demands for a better work-life balance, there are many opportunities for employers to recognise the value of a flexible working arrangement that will support their business, and that will avoid them missing out on the best available talent.
By acknowledging the available pool of talent out there, employers can get ahead of the competition and make some key hires that will help them to achieve their business goals.
How do you make a flexible working arrangement work best?
- Negotiate an arrangement that works for employers and employees, based on a model that will support that specific business.
- Focus on delivering improved results and successful business outcomes, rather than time spent in the office or visibility.
- Ensure that there is a shift in managers' skills in managing performance effectively for flexible workers.
In larger companies, for flexible working to have a positive impact, everyone in the company needs to support the initiative from the top down, and to be shown the clear benefits of any flexible arrangements. More experience for less time and cost can work especially well for start-ups or smaller businesses, but benefits also stand true for larger, more established organisations. Employers can make a pragmatic decision to make use of experienced workers, who may be available for less time in a week but who are capable of adding more value.
For employees, alongside increased job satisfaction and more targeted productivity, a flexible working arrangement means no longer being excluded from decently paid roles and from enjoying fulfilling careers
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If you are an employer wishing to access our talent pool of highly experienced and motivated women wanting to work flexibly, find out more on our employers page.
If you are a mother looking for flexible working options, register with us today and become part of our growing community at 2to3days.com.