Today, Flexible work arrangements have become widespread practice post pandemic. The need for workers to have the flexibility to work from home became very apparent following a COVID protocol. Now that we are beyond the isolating period and work has come back to the office across the country, where does it leave flexible work arrangements? What did we learn about our ability to work with that kind of flexibility?
As small business owners, it can be difficult to navigate what would work best in your unique footprint. The team at ClarityHR does not want you to try and fit in a box. As the business owner, you have flexibility while still being able to make sure you are compliant. In this blog we are going to talk about what we learned about allowing a more flexible work force. The good, the bad, and the ugly of flexible work arrangements.
Pros of Flexible Work Arrangements:
Flexibility sounds great on paper. If the team gets what they need done, the idea of having a flexible work arrangement sounds great. In many ways it is for many types of work arrangement. For instance, a parent who gets a call that their child is sick at school and needs to be picked up. A flexible work arrangement is great for that team member to be able to continue work when they get home. Flexibility matters when there is more than one person counting on the employee. Here are some other benefits of this flexible arrangement.
Work-Life Balance:
Flexible work arrangements allow employees to better balance their work and personal life responsibilities. This can lead to reduced stress, increased job satisfaction, and improved overall well-being. Mental health was one of the biggest positive impacts from being able to have a flexible work arrangement. In fact A survey by FlexJobs showed 93% of working professionals said their mental health was positively impacted by working from home.
Increased Productivity:
There have been several studies that suggest that employees who have flexibility in their work arrangements tend to be more productive. This could be due to reduced commute time, fewer distractions, and the ability to work during their most productive hours.
“Several studies over the past few months show productivity while working remotely from home is better than working in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” – Apollo Technical
Cost Savings:
Flexible work arrangements can result in cost savings for both employees and employers. For employees, this may include savings on commuting expenses, work attire, and meals. For employers, it can lead to reduced overhead costs associated with office space and utilities. In addition, with higher gas prices, not commuting also saves employees money.
According to Global Workplace Analytics, “if everyone who wanted to work remotely did so just half of the time, the total money saved would be over $700 billion annually in the USA. This averages out to more than $11,000 per employee per year.”
Attraction and Retention of Talent:
Offering flexible work arrangements can make an organization more attractive to job seekers and help retain existing talent. It demonstrates that the company values work-life balance and trusts its employees to manage their own schedules effectively.
Diverse Workforce:
Flexible work arrangements can help organizations attract and retain a diverse workforce. They can be particularly beneficial for individuals with caregiving responsibilities, disabilities, or other personal circumstances that make traditional work arrangements challenging. When geographical location is not an issue, finding great employees becomes an even bigger pool of qualified candidates.
Cons of a More Flexible Work Arrangement:
The word “flexibility” in and of itself is vague. In fact, the implementation can differ from business to the next. How do different departments work within the same parameters of “flexible.” A construction worker, for example, cannot work from home. Yet, the sales manager at the construction company can often be remote. The situation changes from department to department. That can lead to issues within your team. No wonder that managers struggle with the idea of making “flexibility” work for everyone on their team. Here are other challenges managers face:
Communication Challenges:
Flexible work arrangements can sometimes lead to communication challenges, particularly if employees are working remotely or on different schedules. This can result in misunderstandings, delays, and a lack of cohesion within teams.
Reduced Collaboration and Innovation:
Face-to-face interaction fosters collaboration and innovation, which can be hindered in flexible work environments. Spontaneous brainstorming sessions and impromptu meetings may occur less frequently when employees are not physically present in the same location.
In fact, “40% of employees located in different locations report collaboration becomes more difficult.” According to Gitnux. Collaboration increases productivity and innovation. Thus, remote workers not participating in face-to-face interactions regularly may not be contributing to their fullest potential to the team efforts.
Difficulty in Monitoring Performance:
In many cases managers may find it challenging to monitor the performance of employees who work remotely or have flexible schedules. This can lead to concerns about accountability and trust, especially performance metrics that can be tricky in a remote work environment.
Potential for Feelings of Isolation:
Working remotely or having a non-traditional work schedule can lead to feelings of isolation and loneliness for some employees. This can impact morale, engagement, and productivity. According to USA Today “ The biggest drawback viewed by employees in the U.S. is feeling isolated from their team (34%).”
Inequity or Resentment Among Employees:
Let’s go back to the parent with a sick kid. Another employee in your business may not have children and feel that they are not given the same opportunities to work from home. What works for one, may not work for all. There may be feelings of inequity or resentment among employees. Those who are not granted flexibility may feel unfairly treated, leading to decreased morale and team cohesion.
How Can ClarityHR help you with Flexible Work Arrangements?
While flexible work arrangements can offer benefits, they also present challenges for you as a business owner and your HR team. As a business it is important that the conditions for w by organizations to ensure success for both employees and your business. Remember, HR does not have to fit in a box. As the business owner you can explore different options that will still be compliant with state and federal regulations. Our team is here to help you figure it all out.
Effective communication, clear expectations, and a culture of trust are essential for maximizing the advantages of flexible work arrangements while mitigating potential drawbacks. Our ClarityHR team is here to help. Contact us today to learn more about the HR Services we provide small business.