Peter Done, Group CEO and founder of Peninsula Group, has witnessed a shift in attitudes towards flexible working in the workplace. Prior to the pandemic, flexible working was not the norm for most employees. However, with the onset of the pandemic, businesses had to adapt quickly, leading to many employees working from home on a full-time basis. Now, as businesses are starting to reopen, there is a growing divide between those who advocate for flexible working and those who prefer a return to the office.
Studies have shown that managers’ attitudes towards flexible working have evolved over the past few years. Before 2020, around 45%-55% of managers believed that flexible working could improve concentration, productivity, and motivation. By 2022, this figure had increased to 59%, with 72.7% of managers believing that flextime could boost worker productivity. However, recent statistics suggest a shift in attitudes, with more employers wanting employees to work in the office full-time and fewer offering hybrid working arrangements.
The demand for flexible working has been growing among employees, with many citing the need for flexibility due to caring responsibilities or personal preferences. Owl Labs conducted a survey that found 25% of workers would be willing to sacrifice 15% of their annual salary for flexible working hours. This demand for flexibility has not only gained media attention but also legal attention, with new rules in the UK giving employees the right to request flexible working from day one of their employment. Employers can only refuse requests for statutory reasons, such as a detrimental impact on performance.
For employers who prefer having employees back in the office full-time, there are alternatives to flexible working that can be explored. Employers should ensure that employees understand the value of their presence in the office and address any issues causing distress or negativity in the workplace. Adjusting work hours or exploring job sharing options can provide flexibility for employees facing childcare or other personal challenges. Transparency, communication, and a willingness to negotiate will be essential in managing working transitions and building a supportive environment within the workplace.
As businesses navigate the changing landscape of work arrangements post-pandemic, it is crucial for HR leaders to address the divide between those advocating for flexible working and those pushing for a return to the office. By understanding the preferences and needs of employees, implementing transparent communication and flexibility, and creating a supportive and inclusive work environment, businesses can navigate these transitions successfully and avoid creating tensions within their teams.
