At 1MFWF, we always want to highlight what’s happening around the country and across the globe pertaining to work flexibility. While our own blog features regular contributions from experts on this topic, we also keep an eye out for great articles elsewhere on the web.
Here are some recent news items not to miss, including strategies to sustain successful remote work practices in a post-pandemic landscape.
Harvard Business Review, Erin E. Makarius, Barbara Z. Larson, and Susan R. Vroman
Nearly all projections about the future of the workplace predict that more remote work will be the norm. Companies that are proactive and intentional in setting policies for remote work, rather than “going with the flow,” may have a more positive outcome by setting management practices that work across the infrastructure of the organization. Factors to consider include what mix of working from home is right for your organization (all-remote or a hybrid model), the feasibility of a work-from-anywhere policy, employee training, and how HR policies will be affected in the long run. Managers will also need to factor in employee engagement, trust, and accountability to make long–term remote work a success.
Looking to retain your best employees? Making work flexibility as much (or more) of a priority as pay may make sense as a way to keep your top talent from jumping ship in a competitive job market. New research found that 51% of employees in the United Kingdom said job flexibility trumps pay when they’re making choices about where to work. The finding dovetails with research showing that 55% of U.S. workers would prefer to work from home most of the week. Questionmark, an online assessment advisor, is urging companies to incorporate work flexibility into their post-pandemic hiring policies by asking a few critical questions to figure out what arrangements will work going forward.
Forbes, Ozlem Sarioglu
There’s an argument to be made for using a “robust coaching culture” to strengthen relationships among remote workers and boost employee performance and organizational strength, according to the article’s author, a coaching expert. To back up this assessment: figures from a recent study by the International Coach Federation (ICF) and PwC show that, among teams, coaching boosts communication by 42% and increases productivity by 39%. A coaching culture can be a sound investment for companies that may be moving into a more remote-intensive work environment.
American City and County, Michelle Havich
It’s not just private industry managers who are grappling with a pandemic-transformed workplace. Government agency leaders are also figuring out how or whether to bring employees back into the office and what kind of hybrid work models may be a smart option going forward. Security is a top priority since many government workers handle personal and sensitive data on a routine basis. To complicate matters, many local, state, and federal agencies are under tight budget restraints and are weighing whether customer-facing employees can effectively do their jobs from remote locations.
Independent Women’s Forum, Charlotte Whelan
Two new working papers have found that, when they can, women increasingly seek independent contractor jobs, freelance work, or other options that give them the flexibility to “balance other priorities with their professional lives.” While men continue to make up a larger share of the independent workforce compared to women overall, women dominate gig economy work when professions like delivery work and ride-sharing are removed from the equation. While it’s long been known that women seek job flexibility, the new research confirms the reality that “flexible work keeps women attached to the labor force.”
Stay on Top of Work Flexibility News
Workplace trends affecting remote and flexible work can have a significant impact on your company’s plans for implementing sound guidelines for your employees. Join the efforts of 1 Million for Work Flexibility and stay abreast of best practices for work flexibility that can help you retain workers and attract top-tier job candidates.