Companies hire human beings, not robots, and with respect to keeping human workers engaged, plenty of employers are now taking a look more flexibility in the ways employees do their jobs.
Job satisfaction is a big factor with respect to employee retention. It ought to be a number one priority for recruiting top talent. Shifting away from a conventional 9-to-5, Monday-to-Friday structure that dictates the schedule and location of an employee is becoming essential. Businesses not wanting to be flexible are at risk of losing top talent to their competitors.
Schedule Flexibility is Being Expected
Workplace flexibility has stopped being something to offer those in high-value positions; it is now being seen as an essential policy that facilitates productivity and employee engagement. It’s also being recognized as an effective way to attract top talent. One international study of job seekers from ManpowerGroup Solutions indicated that almost 40 percent of respondents said flexibility is among their top three factors to consider while making career decisions. The survey also discovered that selecting begin and end times and working remotely are the two policies that job seekers want most.
Flexible scheduling makes it possible for workers to work hours and days that vary from traditional schedules. For people who have been in a job with strict start and stop times, this type of flexibility can seem very attractive. This policy not only has obvious benefits that employees will appreciate, but it also shows a sense of understanding and trust from an organization.
Beyond Schedule Flexibility
It is vital for companies to recognize that workplace flexibility is more than flexible scheduling and remote work. Workplace flexibility can include a broad range of measures, including choice of work shifts, shortened workweeks, extended sabbatical leave, and caregiving leave.
For employers, caregiving leave may feel like a perk, but for plenty of job candidates, it’s fundamental to accepting an offer of employment. There is an enormous pool of very talented people who struggle to locate employment because of the demands of parenting. Acknowledging the complexity of family needs and periodic illnesses supports staff members as people, making them appreciate your company as being thoughtful and compassionate.
Considering the heightened concerns around illness inspired by COVID-19, offering unlimited paid time off is now being seen in a new light. Staff often push themselves to come to work when they feel ill because they prefer to save paid time off for leisure and vacation. This often causes situations where one person who decides to “tough it out” gets the entire workplace sick. Unlimited paid time off addresses this unsafe choice employees often make.
Unlimited paid time off can actually save an employer money when an employee leaves the organization. Rather than paying out accrued time off, an unlimited policy means there aren’t any payouts when someone leaves.
Although it is impossible to accommodate every aspect of employee satisfaction, employers should provide as much flexibility as possible in a way that appeals to a broad range of people.
We Can Help You Keep Your Staff Engaged
At Career Concepts, we work hand-in-glove with our clients to ensure that employees stay engaged and productive. If you would like to learn more about how we partner with our clients to optimize productivity, please contact us today.