Flexibility gets my vote. Don’t get me wrong, everyone has bills to pay, but the days where people accepted being clock-watched are gone.
Pre COVID, it was safe to say that flexibility wasn’t a term widely used to describe job satisfaction because we didn’t really know what it meant.
Fast forward to COVID times and now most employees have proven that they can get their work done while still managing the school run or putting on a load of washing. I, for one work more efficiently at home than at the office, there are fewer distractions. It’s a win-win in my view. Employers get happier more productive staff and staff get the work-life balance that’s an integral part of their lives.
On the flip side, those who have proven themselves to be the “slackers” have to be dealt, so they don’t ruin “flexibility” for everyone. Let’s be real, who hasn’t worked for a company where a policy was randomly introduced because of the poor behaviour of one rogue staff member? I know I have. In those instances, it’s easier to introduce new rules than it is to deal directly with the person causing the issue. Don’t be afraid to take action against that person though. Safeguard what is actually working well and creating a positive work experience for others.
Flexibility is important and that isn’t going to change. The employers who cannot answer the simple question from a perspective employee of “what flexibility do you offer” will lose fantastic candidates. It is a given that there are companies who cannot offer it but those who can, should. I for one recently turned down a role because there was no flexibility on offer. It was an office role (no ifs or butts) and that was enough for me to walk away. No thank you!
Flexibility can come in many different forms, even for those who don’t have a standard working-from-home model. These include staggered start and finish times, condensed work weeks and hybrid working. Wellness days and job shares for staff wanting part-time hours should also be considered.
The point is, there is no rule book on flexibility. But, what is clear is that it’s becoming increasingly common and one that will play an important part in recruitment going forward.
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Know the law on Flexible Working Arrangement – Fair Work Ombudsman