Flexibility
/ˌflek.səˈbɪl.ə.ti/
The ability to easily modify or bend without breaking.
Flexible working has changed the landscape of how we work. Prior to COVID-19, if an organisation offered a day working from home it would have been seen as radical. Today, many employees consider a flexible working benefit as a must-have or necessity in the workplace. 47% of workers rate working hours and flexible forms of working. And who could blame them? Aside from being able to do the laundry while working or accept a package from Amazon, flexible working has far more important benefits.
But even the definition of ‘flexible working’ has evolved as we know it. Initially flexible working was more of a hybrid working role. Employees could work at home remotely 1, 2 or 3 days a week and reap the benefits of working in an office the other days. This offered many a better balance and variety to their working that helped avoid burnout and improve mental wellbeing. A win-win for both the employers and employees. However, for some this is not the most appealing part of flexible working and can even lead to a lack of employee engagement.
A majority of workers would actually prefer to work in the office with flexible hours. This means employees can pick and choose their working hours: work earlier – finish earlier or work later – finish later, etc. Why would this be? Many consider this shift better for getting work completed as you have more collaboration times with employees. This also helps combat loneliness with more frequent social activities. As the definition at the very top still articulates; as long as it easily bends and benefits both employers and employees without breaking, what’s the harm? As previously alluded to, working flexible hours also has a much deeper benefit. Caregiving.
If you have an elderly loved one: parent, grandparent or relative, that requires care, then the opportunity to work flexible hours has been revolutionary. Eldercare can be incredibly costly and not everyone can afford it even with their full-time salary. This means unpaid carers are left with an uncomfortable reality of juggling their work and care. However, an introduction of flexible hours has led to many dedicating time in the morning or the afternoon to take care of a loved one. This gives a far greater work-life balance for the employees who can continue to work and care simultaneously.
This isn’t just good news for the employee either. The benefits for organisations to implement this kind of flexible hours are also massive. It cuts sudden absenteeism, improves mental wellbeing and encourages women to remain in the workplace. Diversity and inclusion is a massive issue when it comes to balancing work and care. According to a recent BBC article, Among 25 to 49-year-olds, 1.1 million people don’t work because of caring responsibilities (about a million of whom are women). This is a staggering statistic that simply highlights the effects that caregiving responsibilities can have on the workforce and how flexible working hours can be a salve to it.
If you would like to learn more about how flexible working can assist your employees, or discover the incredible advantages an eldercare employee benefit can have on your workplace, then check out Seniorcare by Lottie today. The definition of what flexibility may stay the same, but the way we utilise it for work will continue to be moulded and dictated by us.