Flexible Working - A win-win


Flexible working is described as a variation of your working pattern, such as working from home, part-time working, flexi-time, job sharing and shift working.

With developments in modern technology it is now easier for employers to agree a departure from the standard 9-5 office based routine. Indeed, there has been a big increase in its popularity in recent years, backed up by the fact that it’s been proven that implementing flexible working practices can improve staff engagement and motivation. A more fluid way of working can meet the changing needs of customers and staff.  

There are many benefits to flexible working; greater control over work-life balance and looking after health and wellbeing for employees, along with plenty of research to show that a flexible workforce is a more happy, diverse and productive one, which is clearly a plus for employers.

With the trend to work flexibly and the proven upsides of this clear, it therefore makes little business sense for companies not to offer it. Flexible arrangements can often benefit the company or organisation as much as the employee, by helping to reduce absenteeism, increase productivity and enhance employee engagement and loyalty.

Research has shown that staff can often value flexibility over other more traditional forms like remuneration, so there’s a positive financial implication for organisations to consider too.

Here at MVP Supply Chain Recruitment we recognise and embrace this and our team have staggered start and finish times to suit their personal requirements. This enables us to ensure that we are catering as well as we can to the needs of our team, but also extends our opening hours and service offering to our customers; a simple benefit which helps everyone involved.

If an employer is able to offer some flexible adjustments it can help protect employees and helps ensure they are providing the best duty of care possible to support their teams. The balance between work and home life is something that can easily become difficult to manage, and stresses of long hours or personal responsibilities can negatively impact personal and professional productivity.

Of course, this is not possible in every workplace and for some companies it is simply not viable, but if it’s something that would help you, you can propose it to your employer after 26 weeks of continual service.

By providing a flexible environment, employers may find that they attract many of their best people who work hard and value their job, which of course contributes to overall company growth. It has been shown to greatly increase the pool of applicants for vacant roles, while helping to retain the experienced and skilled staff already there.

Building a culture of trust, hard work and compromise from the employee and the employer can often lead to an outcome that works for everyone. 

Flexible working has its barriers, however for many companies it offers a win-win for both parties!

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