Employees Look for Employers Who are “Flexible”
In fact, when it comes to recruiting, your FLEXIBILITY as an Employer or Hiring Manager, can provide a competitive advantage!
Flexibility in the relationship between employees and their managers can go a long way in terms of recruiting, morale, and your bottom line. But despite evidence supporting the positive influence of flexibility, many managers still see this as counter-intuitive and are reluctant to increase wiggle room in scheduling, time management, and company policy. But these managers do so at their peril.
If you find yourself having a hard time releasing your grip on rigidity and corporate tradition, here are a few things to consider.
Reasons to Implement Flexibility
- Allowing proven and trustworthy employees to work remotely, even just once a week or a few times per month, can help these employees attend to other obligations and then move work to the top of their priority list. A strong work life balance means grounded, well-adjusted and focused employees, which provides a cascade of positive benefits for the company.
- Working outside the office actually appears to increase, rather than decrease employee work hours and overall productivity. The reasons behind this aren’t clear, but they may have something to do with the overcompensation employees often display when they aren’t used to working with low supervision.
- Allowing an employee to leave the office on a Wednesday and make up the hours on Thursday or Saturday can have a surprising impact on appreciation and company loyalty. This shift takes nothing away from you, or your business, but it brings disproportionate reward since it often means so much to the employee.
- Flexibility with company rules, rather than by-the-book rigidity, may seem to open the door to all kinds of grey areas and weaken the entire concept of “company policy”. But if you demonstrate a case-by-case attitude toward dress code enforcement, for example, it shows that the company culture is humane and reasonable. Just know where to draw the line; dress codes are one thing, but hard hat zones and safety violations are another. It’s also important to make sure flexibility is distributed fairly.
- A flexible approach to onsite versus offsite project completion also demonstrates that your organization is tech savvy and unafraid to rely on wireless connectivity. An increasing number of offices are not only allowing their employees to work occasionally offsite, but are in fact hiring full time remote employees who live in other states. This flexibility may be the key to attracting and retaining the best talent in the business, regardless of location.
For more information on the benefits of flexibility, or how to hire, manage, and retain offsite employees, reach out to the Seattle staffing experts at Pace. We can connect you to the best candidates available and help you hold onto them once they’re onboard.