Why more businesses should consider a flexible approach to work

Times have changed. Where employees, once all travelled to an office in which they would stay from a pre-determined time in the morning to one in the evening, now a more flexible approach to work, has been adopted by many businesses across the North East and beyond. 

Particularly with the advent of the COVID-19 pandemic and the resultant litany of lockdowns, traditional office hours were challenged on a large scale for the first time. The answer still appears to be that the days of the traditional approach are behind us as we work towards a working culture that benefits everyone. 

In this blog post, we will explore the many benefits of a flexible approach to work, both for employers and employees, as well as some of the different flexible working options that are becoming increasingly commonplace. We will also touch on how the Sapphire HR team can help your business implement flexible working practices successfully. 

What are the benefits of a flexible approach to work? 

Driven to distraction: cutting out the commute

The daily commute is a thing of dread for some and a source of inconvenience for many others. Whether you drive to work, car share, or take public transport, there are no shortage of possible roadblocks which can make this a stressful part of your daily routine. 

Working from home or a more easily accessible location like a nearby coffee shop or co-working space limits the abundant potential setbacks associated with commuting.  

For example, those who rely on taking the bus, metro, or train to the office are spared from the potential panic of waiting around for transport that never comes or is delayed to the extent that they will inevitably arrive late to work. The same is true of those who drive, as the morning ‘rush hour’ is named as such with good reason. 

Furthermore, reducing your reliance on commuting as a business has a significant positive effect on your carbon footprint. With employees able to work from home or within walking distance, you are actively reducing the number of cars on the road, thus reducing emissions. 

In a world that places such significant value on sustainability, this is a great knock-on effect of the flexible approach to work. 

 A healthy and happy workplace culture

Also becoming more prominent in business discourse in recent years is the emphasis on staff well-being. There are many ways in which a flexible approach to work supports the mental health of employees and increases staff retention as a result. Here we will explore this in greater detail. 

Firstly, flexible working enables a healthier work-life balance. This is achieved through a greater degree of autonomy over working hours, as the rigidity of a traditional working setup places limitations on members of staff with other commitments such as childcare or looking after an older member of the family. 

Working flexible hours or simply working traditional hours from home instead of the office gives employees the chance to fulfil their other responsibilities without the need to rely on external help like babysitters or carers. This is all done without compromising their performance at work, as they’re able to work when they are at their most focused. 

A flexible approach to work also gives employees more adequate time to rest and recuperate. Particularly in smaller businesses, members of staff sometimes work overtime to ensure deadlines are met and this can cause symptoms of burnout. 

Adopting a more flexible approach to work allows for more rest time for staff and ensures that their working hours are more suited to when they are at their most productive. Some people may find that working later in the day gives them a chance to wake up, whereas others may have the most energy first thing in the morning. 

For business owners, this translates to a team that is more effective, engaged and productive, as staff are less likely to experience burnout. This in turn helps with retention and staff taking time off, as research suggests that burnout is a significant contributor to staff absence.

Breaking down barriers: diversifying the talent pool

In a business world that places such value on diversity and inclusion, why would you deliberately limit the pool of talent from which you can draw? Insisting on rigid office hours and rejecting hybrid or remote working means that the only people who can work with your business are those who live nearby and are able to consistently commute. 

Whether it’s for geographical reasons or limited mobility, many people who may be a great fit for your team would be unable to get a foot in the door. However, taking a more flexible approach to work opens up a world of possibilities for hiring new talent, as people can apply from all over the country and beyond. 

Embracing this approach shifts your business’s priority from hiring candidates located nearby to hiring candidates who are the best fit for the position. Regardless of whether someone lives in Newcastle, New York, or New Zealand, what truly counts is experience, passion, and commitment to making your business a success. 

Ultimately, a flexible approach to work gives your business a distinct advantage over competitors who stick to a more traditional approach, as candidates are attracted to the freedom that comes with flexible working arrangements. 

What are the different kinds of flexible working? 

Every business is different and, as such, different kinds of flexible working should be considered to ensure that the arrangement is of mutual benefit to both the employer and employee. Here we will explore some of the most common types of flexible working and how they work: 

Remote working 

Gaining significant traction during the Covid-19 lockdowns of 2020, this is perhaps the most straightforward form of flexible working. Essentially, if you have a computer or laptop and a reliable internet connection at your disposal, you can enjoy the benefits of remote working.  

This can be done from the comfort of your home, a coffee shop, or a dedicated co-working space, the latter of which has become an increasingly popular option in the past few years. 

Theoretically, one could work from anywhere in the world, which has given rise to the ‘digital nomad’, someone who travels freely whilst working remotely. This setup is suitable for businesses across a range of sectors, from IT support to media to sales and recruitment. 

Flexitime

As the name suggests, flexitime gives staff flexibility over their starting and finishing times within a pre-determined period. For example, an employer may choose to set working hours between 8 am and 6 pm, with employees able to choose whether they want to work the traditional 9-5 or shift this an hour on either side to suit their needs. 

This system is particularly beneficial for parents who must drop their children off at school in the morning or pick them up in the afternoon.

Condensed/ compressed hours 

Condensed hours allow employees to work a full-time job over fewer days. This is done by extending shifts to account for the hours that would otherwise be lost. For example, instead of working the traditional 9 am to 5 pm, Monday to Friday, a member of staff may work from 8 am to 6 pm Monday to Thursday, giving them Friday off. 

This affords employees an extra day a week to fulfil their responsibilities such as caring for an older family member, spending time with their spouse and children, or simply enjoying some time to relax and engage in their hobbies. The positive effect this has on work-life balance is substantial, leading to many businesses adopting this policy recently. 

Job sharing 

One of the more unique approaches, job sharing involves a single full-time role shared between two or more people. While this may initially sound unusual, the practice yields several benefits. Chief among these is flexibility, as it enables members of staff to reduce their hours while still contributing to a business’s success. 

Another notable benefit of job sharing is gaining the insights and ideas of two or more people without having to shell out for multiple full-time contracts. This dynamic collaboration may allow projects to be delivered more quickly, as different team members can be made accountable for different stages or areas of a project. 

Annualised hours

Whereas the typical working arrangement sees a member of staff complete their contractual hours over the course of a week, annualised hours are spread over the course of the year instead. 

While this is not the best fit for every business, those with fluctuating workloads such as those in the manufacturing or agricultural sectors can more effectively manage labour costs and adjust schedules according to busier and quieter periods. 

Employers must also ensure that they adhere to regulatory requirements such as breaks and overtime, despite the unconventional approach. 

How can Sapphire HR help?

While the benefits of implementing a more flexible approach are plentiful for both the employer and employee, making things work can be tricky. Especially for businesses with fewer than 50 members of staff, these kinds of arrangements must be set out clearly and work to everyone’s benefit. 

With support from our friendly team, you can make your business more agile and modern in its operations whilst ensuring that performance doesn’t slip. For more information on how we can help you integrate flexible working hours, contact us today.