Remote and hybrid work, the two forms of work most commonly associated with flexibility, can often feel like they’re flexible in name but not in actuality for staff and job candidates, according to RemoteWorker, an online jobs board that specialises in helping hiring managers and businesses connect with job-seeking professionals for remote work positions. It’s why Joseph Boll, RemoteWorker CEO, is urging HR and management to be more open to discussing ways they can be sure flexibility is working for both them and their teams.
“Right now, most jobs are at least partially remote, where staff work from home at least a few days out of every month,” said Boll. “Something we’re seeing often is that a job will offer flexible work, or remote work, but have then enforce schedules without any input from employees. They may establish something like a shift for remote, where certain employees work in-office on days they dictate, and then rotate it based on a schedule they set.”
This kind of structure is usually well-meaning, but can be frustrating or even stifling for employees, who can feel their work isn’t delivering the promise of flexibility and work-life balance that it appears to. Instead, it can put strain on employees in an unexpected way and cause a position to lose appeal for prospective new hires.
“A business can unintentionally take the flexibility out of flex work by insisting on the schedules employees have without their input, whether hybrid or remote,” Boll said. “The way we work is still changing, and many businesses are still trying to adjust and evolve until they land on the perfect way of working. Trial-and-error is expected, and it’s understandable to want employees working similar hours to maximise collaboration. But it’s important to involve your team in these decisions.”
Boll noted that each staff member knows the conditions they work best under, and how they can be most productive in their roles. As such, allowing employees to better curate the way they work will help businesses achieve maximum efficiency and help employees to be more satisfied and willing to stay.
“Giving some flexibility in work hours, even for hybrid or remote, and letting employees have a say in which days they work remotely can go a long way in helping your team to be its most productive and motivated,” said Boll. “It works out well for everyone — employer and employee — when flexible work is actually flexible, and not just working a standard, strict 9-to-5 except some days it’s from home.”
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About Remote Worker (UK)
Remote Worker helps to connect the UK workforce with remote or work-from-home jobs in their chosen line of work. We are affiliated with Remote Worker (US), ClickJobs, EcoCareers and Caribbean Employment Services Inc.
