Why aren’t more people adopting flexible working since 2014 legislation came in to help them do just that? Well, this is a no brainer for us. Employers simply aren’t making it easy for employees to work in the way they want to.
There could be many reasons for this. But generally, we’ve found that employees certainly WANT flexible working. They just can’t always get it.
Our 2017 research showed us that companies might talk about offering flexibility, but the reality wasn’t always the case.
Myth 1 – flexible working is hard to implement
It takes time to consider how a full-time role might be worked more flexibly – say by turning it into a job share for example. A good manager needs to work out how the job description might alter and how it could affect their other employees.
But it doesn’t take forever.
Granted, time and thought is required. But what’s a little time now that could pay dividends for the overall company or organisation later? And the trade-off is well worth it in terms of boosting workplace happiness, improving diversity and talent retention as well as reducing staff turnover and absenteeism. The benefits go on…
Myth 2 – flexibility impacts the wider business
Here at Ten2Two, we offer employers advice on how to plan job shares or to help employees work flexibly so it doesn’t impact the wider business.
There’s little research to suggest it will be detrimental to business. If anything, employees tend to be more productive and put in discretionary effort on a far greater scale.
We also offer consulting on helping employees to work remotely. Plus we can help you implement a returnship programme that attracts top talent but also, crucially, retains this talent for the long-term.
With technology making flexible working easier than ever before, it’s curious to hear that more businesses haven’t implemented flexible working policies for their staff.
Are UK businesses doing enough?
Luckily, we work with forward-thinking employers who recognise the many benefits of offering flexible working that really works. It helps working parents to keep their careers on track when they need additional time to balance their child caring commitments. And this will help to ultimately close the gender pay gap.
Single parents, carers, divorced parents, people with side hustles; they all need flexibility to make their careers work.
Isn’t it time we got real and asked UK businesses to examine why this legislation isn’t being more readily adopted? We think so.