The flexible working system is developing rapidly, and its presentation is also expanding, and it can even spread like a virus. "Flexibility" is a general term. Those working forms that break the traditional nine-to-five-day workday structure can be called the flexible working system.
The core is that many individuals prefer to work freely rather than complete specific tasks at a fixed time and in a fixed place. Vicky Sharpe serves as the executive director of Capability Jane, an organization specializing in the recruitment of high-quality, part-time and professional personnel.
She explained that the term "flexibility" covers all categories of part-time work, including compressed working hours, flexible working hours, rotation, telecommuting (any location outside the standard office environment), freelancers, subcontractors or freelancers. Flexible working allows large enterprises, task-specific contractors and virtual work teams working in different locations to try "flexible" working methods. Some companies have even begun to reform the "standard five-day work system".
So, is this development a positive driving force or a frightening pressure? What are the predictions for the future workplace?
Data and expectations are quietly changing.
The latest research of Capability Jane Recruitment in the UK shows that flexible work is in great demand in the UK: 92% of millennials choose flexible work as their first choice when looking for a job. 80% of women and 52% of men want the next job to be flexible. 70% of employees in the UK think that flexible work is more attractive to them, and 30% of people are more willing to choose flexible work than salary increases. Most people over the age of 50 hope to slow down the pace until retirement by reducing working hours and flexible work.
However, less than 10% of the latest advertising recruitment provides flexible jobs, and the contradiction between supply and demand is quite large.
New changes are starting.
Relevant legislation is gradually reducing the gap between supply and demand. Since 2014, after six months of employment, all employees have the legal right to apply for flexible work. Many mature organizations have begun to slowly adapt to change, whether out of habit, fear, complexity of perception or simple indifference.
Smaller and more flexible companies have begun to develop, recognizing that the emergence of emerging technologies provides more opportunities for the establishment of virtual and customized teams, especially in areas that require scarce or high-tech expertise. In the past few years, the trickle has flowed into the main stream.
The positions of working mothers or low-level secretaries no longer have room for survival. With the growth of demand, the rise of technology, and even the impact of the social environment, they are promoting the all-round development of the flexible working system. The forward trend is unstoppable.
This is a good thing, because there are convincing reasons to accept change. Jill Stewart shared her views on the benefits of the organization.
The advantages of flexible work for enterprises:
1. Competitive advantage
Small organizations that compete with mature global brands, such as in the banking industry, need to have a competitive advantage to hire talents. Small organizations cannot compete with large competitors in employee benefits, but providing flexible work can give them an advantage.
2. It is no longer limited to nine to five.
The development of world science, technology and globalization puts us in an environment 24 hours a day, 7 days a week. Cross-border, cross-time zone, and service demand outside eight hours has led to a new shift change model. Offices and call centers have extended office hours, and many companies require employees to work normally during "non-working hours".
3. Expanded the talent pool
By providing a flexible working mode, enterprises may be able to expand their talent reserves, especially those in urgent and dangerous positions.
4. Flexible workers improve productivity
There is evidence that if people have the right to choose where, when and how they want to work, they will be more efficient and do more than they should be paid.
5. Retain talents
The benefits of flexible work are very valuable for retaining talents. If you enjoy a flexible working mode, you are unlikely to give up. If you go to a new unit, you may need to wait or fight for the right to part-time or flexible work.
Although flexible working system can bring many benefits, there may also be some disadvantages;
1. Difficulty in communication and collaboration: Flexible working mode may lead to the dispersion of employees' time and location, which also means that face-to-face communication and collaboration between employees become more difficult. This may pose challenges to teamwork and project management.
2. Increased difficulty in management and supervision: In the flexible working mode, employees are usually free to choose their working hours and location, which also means that they lack direct supervision and feedback. This may bring greater difficulties and challenges to managers, and need to follow up the work progress and quality of employees more effectively.
3. Technical facilities and security risks: Flexible working mode requires employees to use various technical tools to communicate and collaborate, which may cause enterprises to face greater technical facilities and information security risks. Enterprises need to strengthen the management and supervision of employees' technical facilities and information security.
4. Higher self-management ability is required: Flexible working mode requires employees to have higher self-management and self-motivation ability. If employees lack these capabilities, it may lead to a decrease in work efficiency, which will affect the overall business of the enterprise.
5. Affect team cohesion: Flexible working mode may cause employees to reduce communication with colleagues, which may affect the social life and work efficiency of employees, and thus affect team cohesion. Enterprises need to take some measures to promote communication and collaboration among employees to maintain team cohesion.
In summary, although the flexible working system has advantages in many aspects, enterprises also need to face these possible disadvantages to better manage and support the work of employees. Enterprises need to formulate corresponding policies and measures to ensure that the flexible working mode can bring maximum benefits.
In addition, if enterprises can also choose remote workers who are more adapted to the flexible working system to provide services for themselves, these workers often have rich work experience, and enterprises can hire remote workers from all over the country in a more cost-effective way.
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