In a job market marked by the proliferation of flexible working arrangements and the widening scope of diverse workforces, employers are increasingly recognising the necessity of tailoring options to accommodate the varied needs and priorities of their workforce.
Whether it’s shifting public holidays to a day better suited to staff, or providing flexibility to move holidays around higher or lower workloads, there are a raft of ways businesses can help staff build more flexibility into their working lives. This paradigm shift demands a departure from the one-size-fits-all approach towards a more nuanced understanding of individual commitments and aspirations.
At the heart of this evolution lies the principle of flexibility – a cornerstone for fostering a mutual value exchange between employer and employee. Gone are the days of rigid schedules and uniform policies. Today, it’s about recognising and embracing diversity in all its forms within our teams. From differing cultural backgrounds to unique personal circumstances, acknowledging these diversities is paramount.
The COVID-19 pandemic prompted sweeping changes to flexible work arrangements globally, establishing them as integral practices. Despite this, the Mercer 2024 Global Talent Trends report reveals that 41% of businesses are planning further changes to flexible working policies this year, with the main drivers being increased productivity, increased employee engagement and improvement in organisational culture. These changes go beyond remote and hybrid work arrangements and instead consider other factors where flexibility can be offered in work design – including in hours and scheduling, job content and sharing, and alignment with mission and purpose.
One tangible example of this ethos is the concept of floating public holidays – a progressive practice that epitomises the essence of tailored flexibility. Consider, for instance, an employee who wishes to observe a holiday not traditionally celebrated in their work location. By granting the autonomy to observe this day in line with their preferences in place of another public holiday, an employer demonstrates trust but also nurtures a sense of inclusivity within the workforce.
Take, for example, the estimated 30-40% of Australians who are still keen for Australia to become a republic. They might have a good reason to want to avoid celebrating the King’s Birthday holiday, and might prefer to take a day off at a time better suited to them.
Flexibility extends beyond cultural observances to accommodate personal responsibilities and professional commitments. Providing options allows individuals to determine what is important to them, fostering trust, inclusivity, and contributing to the overall employment package. For example, during periods of heightened workload or when approaching a deadline, an employee might choose to postpone taking a public holiday until a more conducive moment arises. This flexibility enables them to allocate their time away from work in a manner that optimally supports their productivity and well-being, ultimately contributing to their overall effectives and job satisfaction. This approach acknowledges the diversity of commitments and challenges among employees, fostering a culture where trust and autonomy are paramount. Employers, in turn, can turn that work will be managed and delivered to a high standard, knowing that any risks or issues will be flagged in a collaborative and supportive environment.
To cultivate a culture of flexibility, organisations must establish a solid foundation of workforce structures and management practices prioritising trust and accountability. This ensures the collective integrity of work commitments while allowing a personalised approach and embracing individual preferences.
Ultimately, by recognising and accommodating the diverse needs of their workforce and offering options rather than imposing mandates, employers not only foster mutual respect and understanding but also unlock tangible benefits. By embracing tailored flexibility that truly listens to the wants and needs of employees – whether they’re not keen on King Charles or simply would prefer a different day off for their holiday – employers can expect increased productivity, inclusivity, and overall well-being within their workforce, fostering a more resilient and thriving organisational culture.
