Today’s working expectations centre largely around creating a better work:life balance or perhaps more accurately, addressing a perceived work:life imbalance. Although this is a cultural challenge, technology has a major part to play in identifying a solution – of course with technology being so integral to influencing everyday culture including how we communicate, buy goods, and learn.
Flexible remote working is now the third most important factor to happiness at work, with pay and holiday remaining the top 2 according to UK workers. Considering that the majority of workplaces offer similar holiday entitlements; and with pay being the standard bargaining chip for workers; it is no surprise that an ever-increasing number of workers are now challenging businesses on their flexible remote working benefits.
With IT being integral to a user’s experience and ability to work flexibly, it is understandable that 76% of workers feel IT user experience plays a vital role when deciding on their career path.
Organisations that are differentiating themselves by offering better cultural and technology benefits are better positioned to attract top talent. Evidence from our survey however suggests there is a still a way to go before organisations can apply this as standard practice. Only 16% of workers surveyed felt their current IT experience makes them feel valued, while a third of those surveyed reported being able to work remotely whenever they want. Of course, despite these quite damming statistics, not everyone wants to work remotely; 29% in fact according to the survey and of those, 12% see no benefit to it.
An acknowledgement of differing individual needs is critical to meeting the needs of the UK workforce. Flexible working policies need to be truly flexible in allowing individuals to work how and where they want. This will also help alleviate issues that arise from those in roles that simply can’t work remotely or who don’t want to, while not hindering those who can and do want to.
It’s not a case of whether flexible working should be offered or not, but more to the point; how do you offer a technology experience that will allow people to express their individual ways of working. By designing a solution that appeals to the majority, those that demand a remote, flexible workspace, businesses will quickly start to see increased productivity* benefits and a more empowered workforce. And let’s not forget those that simply don’t want to work remotely, well this is a strategy that offers choice, a personalised way of working and sparks the beginning of a more motivated, productive and progressive organisation.
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