When hybrid isn’t an option: Building a more flexible workplace

American workers appear to have embraced hybrid work with open arms, as data shows that 55% of employees want to work remotely at least 3 days a week and 87% would opt for more flexible schedules if they were available.

Meanwhile, frontline managers have been struggling throughout the pandemic and continue to search for other ways they can build a more versatile working environment that maintains employee engagement.

How can your organization attract and retain top talent in the face of a recession if hybrid work arrangements simply aren’t on the table?

Build your schedules thoughtfully

The first step to creating a flexible workplace is to build schedules thoughtfully. This means taking into account the needs and constraints of your employees' personal lives when assigning shifts.

One way to do this is to align shift start times with public transportation schedules. This makes it less likely that your employees have long drawn-out commutes at each end of their workday. Making these changes is especially important for light industrial and other workplaces located on city outskirts or far from residential areas.

Also consider aligning schedules to better help working parents, an overlooked sector of the workforce who are hard-working and committed when given the right support. What are your local school start times? How late do after-school programs run? Do a little research and ask your employees about their routines and their school and daycare pick-up/drop-off times.

Offering a variety of shift lengths, start times, and working days can give employees greater control over their schedules and help them better manage their commitments outside of work. Start a dialogue with your employees to learn about syncing shift times for a smoother work/life balance.

Introduce part-time and job sharing

Studies show that 68% of manufacturing workers say their job fitting well with their other life demands is one of the top reasons they decide to stay with their employer. That’s why offering part-time jobs and job-sharing arrangements is another effective way to add some flexibility to organizations. This can provide employees with greater control over their schedules, allowing them to balance their work with other personal commitments.

A study in the UK revealed that job sharing could boost productivity by up to 30% and leads to more satisfied workers. Other benefits include peer-to-peer learning opportunities and institutional knowledge retention. Offering flexible employment options is beneficial to both your employees and your organization.

Streamline your processes

Evaluating the processes and procedures that employees follow on a daily basis can help you identify any unnecessary steps or rigidity that may be hindering your employees’ ability to work flexibly. By eliminating these inefficiencies, employers can help to create a workplace culture that prioritizes agility and responsiveness, empowering employees to approach tasks in a way that suits their individual needs and preferences.

If you’re serious about streamlining how your organization works, ask for employee feedback and regularly review and update processes to ensure they remain relevant and effective. Automating processes can also help your employees concentrate on more high-value work while avoiding mundane and repetitive tasks that make their role less flexible.

Consider what added value you can offer

Flexibility doesn’t just apply to work schedules and job sharing. Employees also consider attractive work benefits when looking for jobs.

Benefits like mental health support, childcare services, and coaching programs can demonstrate your organization’s commitment to creating a supportive and empowering workplace and to offering flexibility where possible, even if it’s not as hybrid work.

Hosting free lunches and events that create a community atmosphere should also an important focus for top employers. Reports reveal that eating together has a positive impact on employee job performance. Fostering relationships between workers this way may improve morale and increase job satisfaction at your organization.

Stand out as an employer

If your organization is struggling to adjust to an evolving job market, connect with Adecco today. We have locations across the country, which means we have people on the ground who can help you better attract workers in your community.

In addition, each of our branches is a part of a national network with access to internal and external market data, competitive wage analysis, as well as other tools and insights.

We’re experts at guiding businesses through effective workforce management and we provide solutions to attract top talent in all industries. Reach out today to learn how we can bring the staffing insights of large agency to better navigate your local market.