The modern workplace has become truly connected. In fact, research shows that the number of European workers who can now utilise mobile technologies at work has gone up from some 186 million to more than 244 million in the last five years[i]. This rapid increase in mobile working illustrates employees’ desire to work when, where and how they like. This can also offer great advantages when it comes to employee satisfaction, engagement and overall productivity.
As the demands of the modern workplace continue to change, are HR professionals fully aware of how mobilisation will impact the world of work?
Flexed workforces
Our research found that the ability to work flexibly is the most important factor influencing employee engagement[ii]. Many European employers are aware of this and have now armed a staggering two thirds (66%) of employees with a mobile phone, smartphone, tablet or laptop that allow their employees to work where they want[iii]. Such tools enable employees to tailor their working day based on their lifestyles and preferences. Presenting employees with this freedom will also demonstrate that their input is truly valued, enhancing their level of engaged in their role.
When implementing flexible working strategies, organisations should consider how the reasons for flexible working vary from one age group to another. Whilst generation X may need this to accommodate family commitments, millennials may embrace the freedom to sustain a fulfilling life that isn’t simply revolving around work[iv]. By understanding employees’ motivations, HR professionals will be better positioned to implement tailored flexible working strategies that meet the real requirements of their workforce.
The future office
Although mobility outside the office is important, it is important to consider the millions of employees who still work in a traditional, static office environment. Interestingly, our research shows that 40% of employees would welcome more office quiet zones so they can focus on important tasks without distractions[v]. Furthermore, a recent CBRE report found that, in an increasingly virtual world, employees also value the time they do have in the office to connect face to face[vi].
It is important to recognise how the internal and external work environment is changing and how organisations can create a versatile workplace that fits around various working styles. There is also a strong business case for the change. It is estimated that by building a flexible office environment, employees will gain a 15% productivity increase[vii], which will ultimately contribute to the bottom line.
Teams that don’t bond
While workplace mobility definitely has many benefits, it is important to be mindful of the potential negative consequences attached. For example, working in a mobile environment may sometimes harm communication among colleagues. Remote employees don’t always have the opportunity to ‘check in’ with their colleagues between meetings, or join in on catching up on weekend escapades on a Monday morning. In such instances, employees may not be able to build strong relationships with their colleagues, negatively impacting on work that demands seamless teamwork.
Switching off
As the workforce is becoming more connected than ever, 65% of employees say their manager expects them to be reachable outside the office[viii]. Having the ability to communicate anytime in the day and from anywhere in the world, it is of little surprise that managers expect employees to continue conversations during downtime. In the long run, this will have a profound impact on employees’ inability to switch off, as it is all too easy to check work emails before bed or take a client call during days off. Being connected 24/7 could cause employees to feel disgruntled with their lack of work-life balance and potentially lead to them leaving the organisation.
Start today
In an ever-adapting working world, it is essential that HR professionals look to innovate and enhance their HR strategies, creating a workplace that offers a level of mobility that suits the individual needs of employees, while in the office or elsewhere. In doing so, organisations will benefit from a highly engaged and productive workplace and employees will feel contented and valued by their employer.
[i] IDC. World Workforce 2015. http://cdn.idc.asia/files/5a8911ab-4c6d-47b3-8a04-01147c3ce06d.pdf
[ii] ADP UK. The Workforce View 2014/15. http://www.adp.co.uk/assets/vfs/Account-102441/WFV14-15/ADP-Workforce-View-2014-2015-Whitepaper.pdf
[iii] ADP UK. Workplace Technology Insight 2015. http://www.adp.co.uk/tools-technology/whitepaper
[iv] PwC. PWc’S Next Gen: A global generational study. http://www.pwc.com/gx/en/services/people-organisation/publications/nextgen-study.html
[v] Tools and Tech
[vi] World Property Journal. Office Space Configurations Impact Employee Productivity. http://www.worldpropertyjournal.com/north-america-commercial-news/office-workflow-designs-office-layouts-cbre-gary-baragona-lenny-beaudoin-workspace-strategies-8363.php#sthash.O2iWfGAl.dpuf
[vii] The Journal of Facilities Management. The impact of office environments on employee performance: The design of the workplace as a strategy for productivity enhancement.
[viii] Career Arc. The 2015 Workplace Flexibility Study. http://web.careerarc.com/2015-workplace-flexibility-study.html
