While flexible work is becoming more prevalent across Australian workplaces, employers are divided as to the impact of flexibility on productivity. As high as one third (32%) of employers surveyed in our latest whitepaper, Talent Management: The next wave, agree that there is an inverse relationship between flexible work arrangements and productivity, whereas 39% disagree with this. Despite the divided perception of the impact flexible work arrangements has on productivity, our research found that three in four (76%) employers agree that flexible working arrangements provide a positive return on investment.  

Employees agree, with individuals from all generations (Millennial, Gen X, Baby Boomers and Traditionalists) rating flexible work conditions as one of the most important work factors.  

Regardless of the disconnect between employer perceptions of productivity and ROI it's apparent that flexible, mobile and remote working options are more prevalent than ever. In an increasingly connected, global workplace, flexibility will continue to be in demand, not just from employees, but also from employers who want their people where their customers are.

With decreased absenteeism, higher employee engagement, retaining highly skilled employees and overcoming location challenges when sourcing talent among the potential advantages to offering flexible work arrangements it's easy to see why organisations are offering increased flexibility to their employees. The challenge for leaders is how to effectively manage flexible and remote working employees to create high performing teams and a consistent organisational culture.

With four generations now working side by side in the workplace, employers need to understand the motivations and engagement of each generation, and re-evaluate the availability of flexible work arrangements as part of their talent management strategy for all generations.

When considering your organisation's offering of flexible working arrangements it's important to ask the following questions:

  • Do you use psychometric assessments to measure employee motivation, productivity and work style before placing them in flexible or offsite roles? And do you provide ongoing support based on the assessment results? Read more about employee assessments here.
  • Does your organisational culture support onsite and offsite employees? Read more about developing your organisational culture here.
  • Does your organisation have access to real time HR technology that provides global access for all your employees regardless of location? Read more about the benefits of a fully integrated HRIS here.
  • Does your Occupational Health & Safety policies and practices assess the safety of offsite employee working environments? And do you assess employees' 'safety attitude' for their particular role? Read more about safety assessments here.
  • Has your organisation considered the benefits of engaging a flexible outsourced workforce to respond to peaks and troughs in demand? Read more about the benefits of outsourcing in our recent blog article Outsourcing and Offshoring: The differences and the benefits.

distributed by