Why Flexible Work Options are Essential Today

Lynne Smith, Senior Vice President, Human Resources and Compensation, Robert Half

While some companies are taking a more measured approach to hire than they were earlier this year, a shortage of skilled talent continues to create challenges for employers. Many firms are raising salaries to enhance their recruitment efforts and help stem the tide of workers leaving for higher-paying jobs. Money talks, but work flexibility is also a big draw for prospective and current employees.

In fact, flexible work options can be a make-or-break factor when people choose where to work — and whether they stick around for the long term. According to research by Robert Half, nearly four in 10 managers (38%) have had a strong job candidate turn down an opportunity because their organization doesn’t offer remote work options. And half of the professionals currently working from home would look for a new job with remote work options if required to return to the office.

For HR managers grappling with these issues, convincing senior management to grant greater flexibility when and where employees work can make a massive difference in recruitment and turnover. While some jobs can’t be performed remotely, companies that allow team members flexibility with positions that can be done off-site or hybrid will have an advantage over those that don’t.

We know this from our own experience at Robert Half. Since shifting to a flexible, hybrid workforce at the start of the pandemic, we’ve seen increased employee engagement and productivity and have experienced decreased turnover. Our people drive everything we do at Robert Half. So, when it was time to put concrete guidelines around our post-pandemic work philosophy, we did so with our employees’ success and input as our top priority. Moving forward, our employees can choose to work where they will be most successful, whether that’s remote, in-office, or a hybrid of the two.

Suppose your organization decides to offer long-term, flexible work options. In that case, your priority as an HR leader will include ensuring productivity and equity and building a sense of community, among other things. Following are some ideas for meeting these goals, based on Robert Half’s experience embracing a people-first, flexible work philosophy

• Assess and analyze. Take time to understand which roles in your organization are suitable for off-site work and employees’ workplace preferences. Communicate expectations to employees.

• Encourage being “in person with a purpose.” Determine whether employees must come to the office on certain days each week or for specific occasions, such as onboarding, training, or team building.

• Optimize the virtual onboarding experience. As you hire remote employees, consider how you will make them feel welcome, supported, and equipped to do their job effectively. They should have access to a comprehensive new hire experience and ample opportunities to connect with their manager and colleagues, even if they aren’t physically in the office.

• Update systems. Don’t let remote employees get off to a poor start by expecting them to use out-of-date technology. Consider what new tools, such as videoconferencing and live chat software, can be implemented to make communication and collaboration among hybrid teams effective and easy.

• Have a fallback plan in place. Anticipate problems with business processes — especially when technology is involved. Arrange timely access to IT and other colleagues who can answer your remote and on-site team members’ questions and help them troubleshoot.

• Think of one team, one goal. Ensure equity and fairness among all employees, no matter where or when they work. Create opportunities for everyone to grow, develop, and build beneficial relationships with colleagues.

Ultimately, HR leaders must stay agile in today’s ever-changing environment and help their workforce do so. Employee expectations shift. Continue to listen to your people’s needs to succeed in their jobs and develop solutions to improve their engagement and well-being. To learn more about building a more flexible future for your employees, visit roberthalf.com

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