For the last two decades I have been following workplace trends toward flexible working arrangements offered by employers and the resulting pros and cons. Now, the issue has once again raised its head as a result of discussions around post-pandemic alternative working conditions, including remote work or various hybrid arrangements. The Great Recession of 2008 caused a lot of employers to consider alternate and more flexible working arrangements for their employees so as to better retain the most critical members of their workforce. Struggling to survive the economic downturn, the need for increased productivity became greater than ever, which made it the perfect time for companies to introduce smarter working practices. In a 2009 survey of 400 employers by the Families and Work Institute in New York found that 81 percent had maintained flexible work arrangements such as telecommuting, compressed workweeks, phased retirement and voluntary reduced hours. Among companies with 1,000 or more workers, 37 percent used flexible work arrangements to minimize layoffs.
As one can see, the idea of flexible working arrangements is not a new concept. If anything, interest in promoting work-life balance has increased as a result of the pandemic’s impact on work and the labour force. A recent report by the International Labour Organization (ILO) concludes that giving workers flexibility in terms of where and when they work can be win-win for both employees and businesses. The ILO report further concludes that flexible work schedules can improve workers’ job satisfaction, performance and commitment to an organization — thereby reducing recruitment costs and increasing productivity.
“Flexibility” is now the new magic word for recruiters, and for good rationale as flexibility (or lack thereof) is consistently one of the biggest reasons employees cite for staying or leaving a job. While pay continues to be paramount for most people, in the current environment companies need to find new ways to distinguish themselves as an employer of choice. Unfortunately, there are still some employers who fail to see the benefits of offering flexible work arrangements in an era when new technologies better facilitate such opportunities, including remote or hybrid forms of work. For example, the Canadian federal government recently mandated a policy requiring workers this coming spring to work at least two to three days a week in person, or between 40 to 60 percent of their regular schedule. This employer is saying that in-person work better supports collaboration, team spirit, innovation and a culture of belonging. While the federal Treasury Board is arguing that the employer has the right to determine where employees work, several federal unions are going to the courts to argue against the policy. This has angered thousands of employees who currently have flexible working arrangements, especially as they are currently in contract negotiations. However, I believe that the primary drive behind this employer’s decision has more to do with management’s continuing distrust in not having in-person accountability and supervision, believing other arrangements negatively affect productivity.
However, most experts agree that, in what continues to be a tough economic climate, empowering employees with the right tools and working environment will have numerous flow-on benefits; including improved customer service, retaining talent, ultimately giving the business a significant competitive advantage. Most experts would agree that giving workers flexibility in terms of where and when they work can be win-win for both employees and businesses. The above noted ILO report echoes the findings of many other recent studies and surveys. While salary, benefits and work security have historically topped the list of sought-after incentives, multiple post-pandemic polls have found workers, especially women, increasingly prioritizing work-life balance. The main question now is whether or not employers can really afford to not seriously consider promoting work-life balance through greater flexible working conditions?
FROLITICKS 