This issue brings you a round-up from our UK Conference in Manchester last month with articles fr
A tipping point where flexible working will become more common than working from an office will be reached next year, according to a report.
But for companies to reap the benefits flexible working practices must be developed with staff and designed to encourage working smarter rather than longer, as well as measuring output rather than visibility, reports the CIPD.
Lancaster University’s Work Foundation, which produced the report, argued that flexible working can result in increased productivity, improved employee wellbeing, talent attraction and retention, and reduction in accommodation costs.
The report Working anywhere: A winning formula for good work? also predicted that flexible working will be the main way of working for 70 per cent of organisations by 2020, according to the research with 500 managerial level employees within medium to large businesses.
Dr Cathy Garner, director of the Work Foundation and report author, said: “The evidence is showing a clear trend towards a more flexible way of working in the UK as the hurdles are overcome by fresh innovations in technology and people management.”
Organisations that have introduced successful flexible working – such as BT, Stanford University and the Children and Family Court and Advisory and Support Service – resulting in improved productivity, happier workforces and reduced staff turnover, were highlighted in the report.
However, the report also highlighted barriers to change. More than a third (37 per cent) of managers believed mobile working would result in longer hours and becoming disconnected from their team, while 28 per cent felt it could block them from overseeing others’ work. Some 24 per cent said all work in their organisation is carried out on company premises suggesting a cultural barrier to working ‘on-the-go’.
There were also concerns about pressures on HR. Three quarters said it would be a challenge for their organisation, 84 per cent said it would require changes to performance management and 82 per cent said it would require changes to employment terms and conditions.