Spoiler Alert: How we work will never be the same.
The pathway of change we travelled over the last two years was one with twists, turns, and the occasional pothole. And that road has led us to, among other things, an increased demand for flexibility.
Where. We know that many jobs can be done remotely. We had no choice but to figure that one out in the spring of 2020. Hybrid arrangements, full remote schedules, and working locations far from the office have been a focus for many organizations. Employee expectations to work remotely, at least part of the time, is not likely to change anytime soon.
When. Employees also want to customize their schedule to fit their specific needs. This could mean shifting start and end times earlier or later or working on different days of the week. Employers are more apt now to work with employees to find a schedule that is beneficial to the employee that also meet the needs of the cooperative.
Today’s typical work schedule has been in place since the early 1900’s when the Monday thru Friday, eight-hour shift was created (thanks, Henry Ford). The traditional 9 to 5 working pattern has been ingrained in our country’s culture for over a century.
Flexible work requests represent a big changefor many cooperatives and managers.
When we addressed work location in 2020, we didn’t have a choice. Most Americans had to adjust their work style in some manner, whether they wanted to or not. For office workers, the reality that a lot of work can be effectively done outside of the office was apparent.
Now, employees are asking for more flexibility in their schedules – not just where they work, but when they get the work done. And in a staffing landscape where the employees hold the reins, organizations are being pushed to provide flexible scheduling.
True flexible work extends beyond remote work. A calendar of meetings from 9:00 am to 5:00 pm, even when done via Zoom from a home office, is not real flexibility, and it’s not what workers want. They also don’t want rigid shift times.
Employees want the ability to coordinate schedules with their families. They want to be able to take time out of their day to workout, watch a kid’s game or go to an appointment. They want the freedom and autonomy to make their lives work and do good work all at the same time.
Consider workers in a retail setting where remote work isn’t possible. How could your cooperative still offer flexible work options to meet their needs? Providing split shifts, alternative start/stop times, or extending breaks are some different approaches to consider.
We’ve (mostly) figured out how administrative work gets done outside of the traditional office. Now it’s time to see how flexible working hours can increase employee retention, engagement, and the ability to find new hires. It may even take a few changes to your HR policies and standards. Start stretching – it’s time to increase your flexibility!