In the past two years, there has been a change in how employees expect to work. It's time for businesses to fundamentally alter how they think about flexibility. Today's workers need flexibility that is catered to their unique demands, whether it be family responsibilities, work-life balance, or maintaining their physical and mental wellbeing. As they collaborate with HR to create one-of-a-kind, innovative solutions for their employees, managers will play a crucial role in personalizing flexibility for their direct reports.
1. Where work can be done.
This is the aspect of flexibility that businesses consider as most important. No matter whether the position was in-person, remote, or hybrid, nine out of ten workers who left the employment and later returned said that having control over where work can be done was a key component. As a result, managers should think about how to actually provide workers a sense of control over where they work. Hybrid work arrangements that require regular office hours are deceptively flexible because not all aspects of an in-person job must be carried out there.
2. When work can be done.
Employees may choose their own working days and hours, give adequate notice of overtime and schedule adjustments to maintain predictability, and be given the freedom to take time off as needed. The ability to choose when they work was cited by three out of four employees as a major motivator for accepting their present position, regardless of whether they worked in-person, remotely, or in a hybrid setting. Organizations must discover strategies to change employee expectations of 24/7 availability and avoid enforcing strict work schedules on them in order to retain staff. Organizations must have faith that the task will be completed and that workers will have enough time and energy to attend to their personal obligations and well-being.
3. How work can be done.
This third aspect of flexibility entails giving employees control over their everyday job activities, from letting them pace their workload to giving them the freedom to choose how to complete tasks. Four out of five hybrid or remote employees and three out of five in-person employees said that having control over the way work is conducted was a key factor in choosing their present position. One telecom, media, and technology corporation compensates workers for increasing productivity. When a smart employee automated a time-consuming task and saved four hours per week, the company didn't just add more work to fill the "extra" four hours; instead, it encouraged them to use the time to take an extended lunch, work on a personally meaningful project, or forge deeper relationships with coworkers.
It is crucial for the business and management team to understand the flexibility from different angles. Recognizing the where, when, and how of flexibility is necessary to gain the competitive edge in luring fresh talent. The financial case is clear: Give your workers real flexibility to keep them on board and help them grow, or don't and watch them leave.
Other than the flexibilities mentioned above, simplifying the work routine is also another tip that a business owner must take into consideration in order to better retain your talent. For example, reduce the hassle needed by admin to assign leads to your sales representatives.
Salesteddy is your solution to this automated-leads-assignment. Need to know more about how Salesteddy can help you? Schedule a meeting with us now! You can reach to our team via:
☎️ +603 9212 9699