探索灵活的工作选择
灵活的工作挑战
- 灵活的工作 is not offered to all employees, creating perceptions of unfairness across the organisation.
- We’re finding it hard to attract and retain talent.
- We have mixed views on hybrid working.
- Managers don’t have the “will or skill” to manage flexibility in the workplace.
- Women are poorly represented in senior positions.
- We’re looking to reduce office costs.
- Absenteeism is higher than expected.
- We are uncertain what skills are needed to redesign jobs for success in a new hybrid environment.
Sixty percent of employees say they will only join or stay with an organisation if they can work remotely or in a hybrid work environment.
Inclusive flexibility in the workplace is imperative
所有工作都可以伸缩, which means organisations can adopt a broader view of flexibility to offer a strategy that benefits everyone, not just those who work remotely.
Maximising productivity in a flexible work environment requires examining work and considering employee choice. Organisations need to ensure their approach is sustainable, which requires examining people programmes and infrastructure.
的公司 have redesigned work to be more flexible so they can add or deploy resources as needed.
充满活力的员工 work for organisations where they perceive that working remotely enables them to feel a stronger sense of belonging.
蓬勃发展的员工 believe that working remotely has a positive impact on their well-being versus 42% of non-thriving employees.
Three critical questions to drive flexible working at scale:
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什么样的灵活性是可能的?
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什么样的灵活性是可取的?
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什么样的灵活性是可持续的??
Creating a flexible working strategy
There are three critical questions to address:
- 什么是可能的? Evaluate the capacity for jobs to flex across multiple dimensions.
- 什么是理想的? Collect leader and employee insights on flexible working.
- 什么是可持续发展? Assess people programmes for readiness to support flexible working at scale.
