A return to the office may be the desire of many executives but that is not the wish of many employees. A Deloitte survey found 66% who worked remotely part time said they would likely quit if they were forced to return to the office five days a week. Others say they would leave their current job for a different role that offered more flexibility.
The desire for flexibility is increasingly becoming the norm and for many it’s a form of currency. The ability to have more flexibility has been compared to an 8% pay raise. Those who aren’t finding flexibility in their current work arrangements are looking to take their skills to another job and/or another industry, as many are finding their skills to be highly transferable.
Flexibility is Flexible
The good news for many employers is there are many forms of flexibility that are appealing to current workers and potential job seekers. This could be in an unconventional work schedule that’s outside of the traditional 9 to 5 hours with a staggered start and stop time. Others look for the ability to work only part-time hours or to have the flexibility to accommodate personal and family appointments for medical issues, school, childcare and caregiving duties. Other companies are finding success by implementing a 4-day work week or a 9/80 work schedule where employees work 80 hours over 9 days.
These sorts of accommodations could be a smart way to stem what some are calling the “human energy crisis.” This is a combination of the burnout and disengagement felt by a majority of U.S. workers along with the realities of juggling personal and family health issues, caregiving and fighting the feeling that their employer doesn’t really care about them personally.
Employee Retention
With attracting and retaining employees on the minds of many in HR and in the C-suite it might be time to consider the benefits of a more flexible approach. A 2023 article in Fortune found that flexible workforces are hiring 2x faster than those requiring full-time attendance in the office. This also takes on a generational slant when you consider the Millennials and Gen Z who will soon comprise a workforce majority, prioritize flexibility when looking for and staying in a job. A survey of more than 10,000 knowledge workers found 95% want to set their own hours.
Flexible schedules can help employers concerned with attracting and retaining employees and can lead to increased worker satisfaction, better engagement and company loyalty. A LinkedIn article also found that those who have more control over their work-life balance are happier and more productive. This could make flexibility a win-win for employees and employers alike.
This article is brought to you by Staffing Kansas City, a full-service Kansas City employment agency that provides contract-to-hire, direct hire and temporary employment placement services.
