The new normal

The 9-5, eight-hour working day, made popular by Henry Ford in the 1920’s, is no longer fit for purpose. Despite the technological and cultural advances over the last 100 years, many employers have failed to modernise their working practices. Inflexible office hours, long commutes, and business trips away from family, have been the norm for many of us. 

 

Fortunately, before COVID-19, things were starting to slowly change and more progressive employers were open to increasingly flexible ways of working. Forward thinking companies were clear about their purpose and had an aspirational vision aligned with their strategy. They were communicating and engaging with their workforce by proactively utilising new technology to pivot to a new reality. 

 

But no matter what the “old” world of work looked like before this unprecedented pandemic, it’s clear it will never be the same again. According to the IWG’s 2019 Global Workplace Survey, 73% of people in the UK consider flexible working the new norm. Employers now have an opportunity to embrace the changes they have already made, to how, when and where their employees work during the pandemic. Companies need to think strategically about their purpose, core values and culture in order to remain relevant and competitive in the future world of work. 

 

So, what is “the new normal” and how do companies transition to a more flexible way of working? We all have a unique perspective on what the future of work should look like but it’s those differences that employers should be focusing on to attract talent in the future. The employee experience has never been more important and, underpinning this, is the way in which organisations connect, engage and communicate with their people. Flexible working plays a significant role in the happiness of employees. Gartner has predicted a 10% boost in employee retention when employers support a “choose-your-own-work-style” culture. 

 

“Companies need to start from a position of trust”[i]. As the world of work changes, so too do the attitudes and expectations of the workforce. The demand for flexibility is greater than ever and, after what is probably the longest flexible working trial period in history, employees are going to start to expect flexible working practices to stick around. If we treat employees as the adults they are and trust them to use their judgement, “they’re more likely to behave responsibly and be more productive, creative and forward thinking”[ii]. 

 

Employers have been forced to make flex happen with nearly 50% of adults in employment working from home as a result of the social distancing measures[iii]. It’s important to note that flexible working is not just about working from home as it incorporates a range of other working practices such as part time hours, job sharing and flexi-hours to name just a few. But, as employees have (in the main) experienced greater autonomy during the pandemic, there really is no going back. 

 

The advantages of flexible working are mutually beneficial for both employers and employees: 

 

– 79% of employees have said they’d be more loyal to a company if they had flexible work options[iv]. 

 

– Flexible workers have a higher level of job satisfaction and commitment, and are more likely to increase discretionary effort compared to those who do not work flexibly[v]. 

 

– Reducing office-based roles releases costs and companies can save an average of nearly £7000 per year for every employee who spends half of their time working remotely[vi]. 

 

Along with a wider and more diverse talent pool, increased staff retention and improved health benefits, the advantages of flexible working far outweigh the challenges of implementing it. 

 

So how do we continue to embrace flex in the future? What should companies be focusing on to embed flexible working for good? Below, are some suggestions; 

 

 

Increased flexible working is going to change work culture as we know it. We are living through a new era of work as employers and employees alike are embracing the benefits that flexibility can bring us. Flex is not going away – it’s here to stay! 

 

After becoming disillusioned with corporate life and seeing countless friends and colleagues struggling to juggle their work and family commitments, Sarah decided enough was enough. Sarah founded SenHR in 2017 to change the world of work. SenHR helps clients embrace the positive impact great people practices and flexible working can have on culture, team productivity and the bottom line. 

 

 

[i] HR Disrupted, Lucy Adams 

 

[ii] HR Disrupted, Lucy Adams 

 

[iii] ONS, April 2020 

 

[iv] Dizzion 

 

[v] CIPD 

 

[vi] Global Workplace Analytics