It goes without saying that flexible working is a key selling point for a large percentage of the workforce, with 92% of young workers in the UK wanting to work flexibly. From fully remote working through to hybrid working models, times have changed significantly post pandemic, with 62% of UK employees now having some form of autonomy to work from home regularly.
At Baltimore Consulting, for example, we offer a multitude of benefits alongside flexible working opportunities. We know how important work-life balance is in promoting a healthy work environment, so we provide employees with several initiatives to promote a healthy balance, from our hybrid working approach, to remote working opportunities and the opportunity to work a 4-day week, and corporate gym and wellbeing memberships. Maintaining work-life balance helps reduce stress and helps prevent burnout in the workplace.
Louise Foster, our award-winning Director of People, is passionate about ensuring that all employees have the tools and adjustments they need to thrive and be the best version of themselves – take a look at what she has to say…
How can employers address the growing demand for flexible working arrangements as a key factor in improving employee retention?
“I think businesses need to distinguish their “middle ground” in order to compromise, and determine what are the implications to the business?
For example, if someone submits a flexible working request, you need to understand what the risk to that individual is, but also what the risk to the business is – once you accept that request, you set a precedent and you must stay consistent for all staff.
That said, according to a study by Microsoft, UK workers reported being more productive while working from home, and a Digital SEO Agency study found that employees working remotely were 15% more productive than their in-office counterparts.
It may not work for everyone, but having flexibility gives businesses access to a wider talent pool; so I think that it is about understanding differences in circumstance and reacting accordingly.”
Whilst many employers see flexible working as essential in promoting a healthy work-life balance, others remain on the fence. Flexible working opportunities will ultimately differ from business to business; frontline workers, for example, may not see the same benefits as those working in an office. Find out more here.
