My Celebrity Life

Nine in ten workers want more flexibility in their jobs

My Celebrity Life –
Photo by SCREEN POST on Unsplash

The Covid pandemic has made a lot of us think about what we want from our lives.

Considering a large portion of our waking hours are spent working, it makes sense that the desire for change is focused on our careers.

We’ve had to adapt to home-working, to being furloughed, to learning that our jobs aren’t defined as ‘essential’.

As we return to ‘normal’, we’re questioning what we want to be different after all this.

Top of the list for many people is increased flexibility at work.

A survey of UK workers by Instant Offices found that 90% want more flexibility in terms of where and when they do their jobs.

That might mean the option to work remotely some days of the week, or shifting around start times to suit your lifestyle.

This isn’t just a passing whim, to be clear. More than half (54%) of those surveyed said they’re prepared to leave a job that’s lacking in flexibility and remote work options, and 44% of people looking for jobs said they’d turn one down if it didn’t have any flexibility.

A significant portion of workers said they’re more productive when working remotely, and on average, employees want to be allowed to work from home for two or three days a week (so a hybrid model, rather than all-office or all-home).

All in all, this highlights just how important it is for managers to listen to employees and be willing to come together to find the best approach to working.

Some people will be keen to return to the office, while others will notice the noise of being back causes a dip in productivity, or that their commute makes them miserable.

Workplaces will need to adapt to these changed needs and priorities.

The team at Instant Offices offered a few tips for businesses to help create a more flexible workplace. Feel free to subtly send this around your office.

  • Research a variety of flexible work plans from other companies and think about what would work best for your teams. An official flex-working policy is more likely to work than an informal ad-hoc system.
  • Start with a trial period – a pilot program to see what works and what doesn’t. After the trial run, gather feedback and see what needs to be changed or refined.
  • Put training in place to get everyone up to speed on the new flex policy and how you plan to implement it.
  • Make sure that all employees are using the correct tools to promote productivity when working remotely.
  • Emphasise the importance of communication. Ensure that all employees are able to communicate effectively from their remote or home office locations. Keep communication channels open, so you can catch any potential issues before they become a problem.

 


Credit: Original article published here.

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