Flexibility in the workplace key to retaining top talent
In fact, a recent survey found that 56 per cent of workers striving for better work-life balance are even declining promotions in favour of greater flexibility.
Global boutique recruitment agency Ambition surveyed more than 900 Australian IT professionals in a bid to understand their attitude to flexible working arrangements.
It found that employees want benefits that go beyond flexible hours. Workers also want to be able to work from home, bring their own devices, purchase additional annual leave and get discounts on gym membership and insurance.
Ambition Technology managing director Andrew Cross says the research also found that Australian businesses continue to struggle to effectively implement policies that create a more flexible working environment. He recommends that organisations implement policies that set the parameters of employee flexibility.
Additional benefits and more flexibility are great bargaining tools for businesses with limited promotion opportunities or an inability to offer salary increases, Mr Cross says.
"Typically the conversation about flexible options stops after the hiring process. However, once an employee passes their probationary period within the organisation, the flexible working arrangement should fall into place contractually and remain an ongoing discussion point in their annual salary review," he says.
"It is no secret that happy workers are more productive, and that the cost of replacing staff can be a significant financial loss for the company. With this in mind, many organisations can't afford not to invest in employee welfare." Peter Acheson from IT recruitment specialist Peoplebank wholeheartedly supports staff working from home.
More than 270 staff now work from home across a range of roles including HR, managers, accounts payable and account management.
Mr Acheson says those working from home tend to be very loyal employees.
"One of my senior staffers was approached for another role that offered more money, a bigger budget and more status, but turned it down because she appreciated that we have a flexible workplace that allows her to work from home."
The 35 staff working for a Sydney online retail store can bring kids or even pets to work.
Co-founder of Shoes of Prey, Jodie Fox, says the challenge as business founders is to make the office so great to be in culturally, that people want to turn up every day. If that means allowing staff to bring their cat or dog into the office, so be it, she says.
"We're all adults and we all inevitably have things to do that will happen during traditional working hours. Rather than try and hide that and hold up a facade of long hours worked, it contributes to making us more goals than hours-focused. Smashing goals are infinitely more important to my business than the number of hours you sit in a chair," Ms Fox says.
But many in business fear that loosening the reins will result in a reduction in productivity.
However, those to have gone down this path insist that a combination of remote access technology and trust can make it work.
Frequently Asked Questions about this Article…
Flexibility in the workplace helps retain top talent because work–life balance is increasingly important to Australian workers. The article notes that 56% of workers prioritising better balance are even declining promotions for more flexibility, and recruiters say happy, flexible employees are more productive while the cost of replacing staff can be a significant financial loss for companies.
Ambition surveyed more than 900 Australian IT professionals and found employees want more than flexible hours — including the option to work from home, bring their own devices, purchase extra annual leave, and receive discounts on gym membership and insurance. The research also found many businesses struggle to effectively implement flexible policies.
According to the article, workers want benefits such as the ability to work from home, bring your own device (BYOD) options, the ability to purchase additional annual leave, and discounts on gym memberships and insurance as part of flexible working packages.
The article recommends setting clear policies that define the parameters of employee flexibility. Ambition Technology’s managing director Andrew Cross suggests making flexible arrangements contractual once an employee passes probation and keeping flexibility as an ongoing discussion point during annual salary reviews.
Yes — the article explains that additional benefits and increased flexibility can be effective bargaining tools for businesses that have limited promotion opportunities or can’t offer salary increases, helping them attract and retain staff without necessarily raising pay.
Recruitment specialist Peoplebank reports wholehearted support for working from home: more than 270 staff work remotely across roles such as HR, managers and accounts, and those working from home tend to be very loyal. The article also highlights the link between worker happiness, productivity and lower turnover costs.
Shoes of Prey co‑founder Jodie Fox says founders should make the office culturally great so people want to come in — including flexible touches like allowing pets — and focus on achieving goals rather than counting hours, which supports flexibility while keeping staff engaged.
While many businesses fear a drop in productivity, the article says organisations that have adopted flexible working report that a combination of remote access technology and trust can make it work, suggesting technology plus clear expectations helps manage productivity risks.
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