In the US we already enjoy a high level of flexibility; it is believed that nearly a third of full-time workers successfully take advantage of an elastic work schedule.
At SilkRoad, the company ethos is to treat employees with respect: they’re adults and deserve to be treated as such. This means trusting them to handle their workload responsibly. By doing this, it has been found that employees repay that trust with good sense and maturity, and, most importantly, with a realistic approach to flexible working which allows everyone to achieve their goals.
It’s not just SilkRoad that has experienced the benefits of a positive workforce. We’ve all heard about Google’s working culture: one day each week, it lets its creatives work on whatever they want. When Google reviewed this system, it realised that the best work had been done during this ‘free’ portion of the working week.
By maintaining a policy of adaptability and flexibility, businesses are able to attract and retain the best staff. Many global companies are based in the US but work around the globe with people from all walks of life. Therefore they cannot discount potential staff because of travel, family or other personal commitments.
Once the policy for flexible working in the UK is extended, no doubt a number of companies will jump on board and welcome the opportunity to loosen the leash on their employees. And yet there seems to be a general feeling of cynicism. According to survey results released in December, just four out of ten British companies currently allow eligible staff to work remotely. Who’s to say that this number will rise with the extension of the scheme?
Speaking as someone with experience of employees working flexibly, the message must be that companies should embrace flexible working, because – like it or not – it is the future.
And if, as a HR manager, you are worried that such a system would be open to exploitation, or that Boris’ assertions will prove true, think again. A good employee is a good employee, whether they’re working in the office, at home or abroad. Conversely, if they’re lazy workers, it doesn’t matter where they are – the issue is greater than their working conditions. Give an employee the opportunity to work flexibly and they will soon prove they can handle these benefits by delivering results.
Once a staff member has a taste for flexible working, they rarely want to go back to their old 9-5 office routine. Those UK companies not offering a flexible option will soon miss out as the best employees turn to those that do.
