Do you promote flexible working arrangements? LinkedIn recently released their 2019 report, Global Talent Trends: The 4 trends transforming your workplace. In this four-part Recruitment Marketing series, we will explore the four industry trends you need to know to future-proof your workplace. Part 2 of this series focuses on workplace flexibility.
Traditionally, employers decided where people worked, at what cost, and how much information they were willing to share. Many of us can appreciate that power dynamic has changed. Technology has empowered employees to access more information and hold employers to a higher standard. Today, candidates expect transparency, flexibility and accountability. At the same time, organisations have greater requirements for their people too, not only in their technical capabilities, but also through important skills such as creativity, collaboration and adaptability.
“Both are embracing a more equal employer-employee relationship—not just because it looks good, but because it’s good for business.”
LinkedIn surveyed more than 5000 talent professionals and hiring managers to collate their 2019 Global Talent Trends report. After speaking with these experts and using behavioural data from the platform, LinkedIn has identified four trends impacting our workplaces: soft skills, work flexibility, anti-harassment, and pay transparency.
Work flexibility
Work flexibility is becoming the norm. The challenge is…. how fast can organisations provide it? Those that can are going to be in a far better position to retain top talent over the next three to five years.
“Today, it’s perfectly normal to instant message a coworker on another continent, answer a work email while waiting in the grocery line, or finish up a presentation at home after dinner. Technology has taken work beyond the traditional workplace and office hours—for better, and for worse. In response, employees expect to reclaim their work-life balance through flexibility: the freedom to work where and when they want, within reason. It’s now often a top priority for candidates when choosing a job, and employers increasingly promote their flex policies in job posts. Flexibility can improve productivity and retention, but brings a new set of challenges—like difficulties in collaboration and bonding.”
Flexibility by industry
Flexibility offerings tend to vary between industries. Currently, tech and finance are leading the way.
“Greater flexibility can lead to greater diversity Different lifestyles require different degrees of flexibility. If you aren’t offering flexibility, you’re missing out on a diverse range of candidates.”
Challenges
Notably, there have been a few organisations, such as IBM and Yahoo, that have publicly moved away from flexibility, citing challenges in collaboration as the cause.
Some talent leaders may agree with this, and others believe these challenges can be overcome through technology.
“Companies are rapidly adopting instant messaging platforms like Slack and Microsoft Teams,9 and video conferencing platforms like GoToMeeting, Webex, and Skype are already in wide use.”
5 tips to build a flexible work culture
Know what type of flexibility your people want
Workplace flexibility doesn’t just mean working remotely! Although this type of flexibility is the most in-demand. Employees want to work remotely at times, while keeping an assigned desk, and maintain autonomy and freedom to shift hours, for example, to avoid peak-hour traffic.
Use the right tech
“Equipping flex workers with the right technology can make them more productive, and optimising your office space for a semi-remote workforce can help you save money on real estate. Work with your IT and facilities teams from the beginning to ensure you’re supporting employees and efficiently using your space. Partner with teams outside of HR.”
Remote workers can often feel isolated or excluded. Incorporate video conferencing and instant messaging tools into your workplace to recreate the real-time availability of walking up to someone’s desk.
“These tools aren’t just useful for collaborating—they’re helpful for team building, too. Help employees connect through technology.”
Establish fair policies
Often, you may find employees don’t understand organisational policies. Promote and educate your people about these policies, including a clear outline of your flexible work policy in position descriptions, during interviews, and in meetings.
Set expectations, answer questions, and clear up common misconceptions.
Train your leadership team to manage flexible workers
“It’s not just a matter of changing policies or technology: your work culture needs to adjust, too. Organise training sessions to help managers lead flexible teams. Training should focus on technical aspects as well as cultural ones, like keeping remote workers engaged.”
Stay flexible with flexibility
Tailor your flexibility policies to suit local cultural contexts, needs, and goals.
“As technology progresses and makes flexibility more feasible for more employees, re-evaluate your policies to see how you can make them more inclusive.”
“Candidates are asking about flexibility in the interview process, and that was not happening a few years ago. If your answer is, ‘Let me check with HR,’ you’ve already lost the candidate.”
Source
LinkedIn’s 2019 Global Talent Trends: 4 trends transforming your workplace