When it comes to flexible working, there are an array of arrangements to choose from that can cater for the diverse needs and preferences of your employees and your company. These flexible arrangements can allow you to create the perfect balance between work and personal life for you and your employees.
Remote First: Unshackling from the Office
This operating model describes businesses where the primary mode of operation is remote work. In a remote-first approach, the organization's processes, tools, and culture are designed to prioritize and facilitate remote work as the default mode of operation, rather than being an exception or secondary option. Although remote first companies still have an office, employees have the flexibility to work from other locations by default, and the company's infrastructure is set up to support collaboration, communication, and productivity among remote team members.
Flexible Hybrid: Blending the Best of Both Worlds
The rise of flexible hybrid models combines the advantages of remote work and in-person collaboration. Employees have the freedom to split their time between the office and remote locations, striking a balance between face-to-face interactions and the flexibility to work from environments that enhance focus and comfort.
Office Mandates: Employer Led Hybrid Work
Although many don't believe office mandates offer true flexibility, they have risen in popularity in the last few years to address some of the drawbacks of hybrid work. This involves senior management enforcing set office days on their employees, for example everyone in the office on Tuesdays and Thursdays, to ensure employees are meeting regularly and building relationships. However, this model is associated with higher employee churn as staff leave to find more flexible employers.
Flextime: Time Bending to Your Rhythm
Flextime allows employees to adjust their start and end times, accommodating personal preferences and peak productivity periods. This arrangement promotes a healthier work-life balance, acknowledging that not everyone's creative energy aligns with the standard 9-to-5 routine. This model is particularly beneficial to parents who need to drop off and collect kids from school or day care.
Compressed Workweeks: Trading Days for Longer Weekends
Compressed workweeks compress the standard five-day workweek into fewer days, often resulting in three-day weekends. This arrangement offers employees more consecutive days off, which can lead to reduced stress, increased job satisfaction, and the ability to engage in personal pursuits without compromising work commitments. A recent trial of the Four Day Workweek in the UK has been an overwhelming success in companies that have trial it.
Part-Time and Reduced Hours: Tailored Commitments
Part-time and reduced-hour arrangements allow individuals to work fewer hours than traditional full-time positions. This flexibility can accommodate caregivers, students, and those pursuing personal projects. By offering more balanced workloads, these arrangements contribute to improved well-being and work-life integration.
Next: Chapter 3: Benefits of Flexible Working for Employees and Employers