Introduction

It can be hard to source top talent, but there’s one easy way to appeal to candidates: flexible work schedules. According to a study by the New York Times, flexibility is one of the most important benefits that younger people look for when job hunting. Some value it even more highly than salary. Therefore, as you begin the hiring process for an open position, it is critical to present work-life balance and general flexibility at your company in a positive light. Otherwise, you may risk losing valuable, top talent candidates. 

 

Logistics of Offering Flexible Work Schedules

Flexibility has two components: logistics and culture. Let’s start with logistics. Do you assume that someone’s time in their chair at work reflects their productivity? Flex-work often results in increased output and superior project outcomes– and happier employees, too!

Asking for flexibility doesn’t mean that young people aren’t willing to work standard 40 hour work weeks. In actuality, it simply means giving your employees the freedom to structure their own workdays. For example, perhaps someone wants to begin working an hour earlier than usual in order to leave an hour earlier for a medical appointment. You can decide what kind of flexibility you want to offer, but here are some common examples of choices your employees can make:

  • Where to work from (home, office, coworking space, etc.)
  • Work hours
  • Daily schedule

Maybe your company can’t offer total freedom, but you would be surprised how easy it is to offer some level of flexibility! For instance, you could set core hours that everyone must work but allow employees to make their own schedules outside of those hours. 

 

Fostering a Positive Flexible Work Culture

The second consideration your company must make is culture. You need to give employees the tools to structure their workload, but you also need to encourage them to do so. 

We’ve written before about the importance of branding your company by highlighting its values. Showing your employees that you trust them to complete their work in a thoughtful and timely manner helps build a solid foundation at your workplace. Having a flexible work environment only works if you encourage employees to take advantage of creating their own schedules. Otherwise, you risk creating a frustrating atmosphere where workers feel nervous or uncomfortable asking for flexible accommodations. 

 

How Can My Team Adjust? 

Solid leadership is key to flexible work environments. Here are a few things your team’s leader can do to keep work steady and avoid chaos. 

  • Continue to enforce strict deadlines. Just let workers decide when and how to get things done. 
  • Hold periodic check-ins. This ensures that employees understand their assignments and have the help and resources they need. It can also be helpful to develop standard metrics to evaluate employee performance. 
  • Implement technology. Popular programs like Slack and Microsoft Teams help teams stay in constant communication. Using the Cloud to store collaborative materials is an easy way to continue working together on important content. 
  • Don’t abandon in-person meetings altogether. Time in-person- whether it’s professional meetings or bonding activities- is important to build trust and communication among employees. 

 

Conclusion

Creating a flexible work environment is key to attracting new talent- especially younger workers. Showing your employees that you value their work-life balance will build morale and loyalty. 

If you need more help with recruiting, Lucas James is an alternative to the conventional contingent recruiting model. We only hire the most qualified talent acquisition professionals to represent ourselves and our clients. At Lucas James, we offer industry-leading sourcing & selection practices and technology.

 

 

Learn more at https://lucasjamestalent.com/