Since 2020, during the COVID pandemic and lockdown, the dynamics of work changed drastically. Companies had to adopt a system of work that kept operations going. We can say remote work rose to the fore during this time. Now, in 2024, employees expect some level of flexibility, especially for roles and responsibilities that do not require in-person interaction. So, how can you as an employer provide flexible work arrangements that will suit your employees’ lifestyles and still work for your organisational needs?
This article will explore ways to implement flexible work arrangements in your organisation in a way that benefits both you and your employees.
What are Flexible Work Arrangements?
Flexible work arrangements are working conditions that deviate from the regular 9-5 working arrangements in the corporate world. The arrangements usually involve working away from the office either partly or completely. Flexible working can be grouped into three types:
1. Remote Work
This was the first dynamic that resulted from the covid-19 lockdown. This type of work arrangement can be of two types. The first is where employees are required to work out of the office but in the same city where the company is located. The second is where employees are required to work out of the office, from anywhere in the world.
Benefits: Remote work is most suitable for employees with families and health conditions that require a laid-back setting. It is also great for companies trying to cut costs of renting office space. Additionally, for companies hiring across states and countries, this arrangement works just great. The shift toward remote work has influenced workforce solutions, enabling businesses to engage talent regardless of geographic location. This has proven invaluable for organisations investing in talent acquisition, offering a broader pool of candidates for employee search.
2. Hybrid Work
This work arrangement puts the flexibility in flexible work arrangements. It is a concession of sorts on the part of both the employer and the employee. Hybrid work arrangements allow the employees to work from the office some days in the work week and remotely the remaining days.
This arrangement is an excellent way to maintain interaction between colleagues and foster a more collaborative work environment without the full demands of commuting to a physical office daily.
Benefits: This arrangement suits both employees with families and young persons interested in establishing a very healthy work-life balance. For organisations in Nigeria, implementing hybrid models can address talent retention challenges, as employees often seek flexible roles. It also promotes effective talent development, as in-office days allow for personal mentorship and coaching.
3. Flextime
This type of arrangement allows employees to pick their work hours daily. So, instead of the set 9-5 or 8-4, employees can choose to resume at 3 pm and end when they have put in their set daily hours.
Benefits: This is perfect for organisations that hire employees outside their time zone. This way, the staff are not too stressed trying to meet the resumption and closing times of the company’s time zone. Flextime can also help bridge any skills gap analysis by accommodating the individual needs of employees who may have different working habits, thus enhancing overall productivity.
Other Types of Flexible Work Arrangements
Compressed Workweek
This arrangement is very similar to flextime. Here, staff can work fewer days in the week by completing the stipulated hours in their own time.
Job Sharing
This arrangement involves sharing the responsibilities of a single role between two or more people. This way, each person works part-time, and the work hours are utilised maximally. This type of arrangement is not common among Nigerian employers. However, the benefit to the employer is that it increases productivity in a particular role. For the employee, it reduces the workload and allows them to take on more jobs if possible.
Flexible work arrangements have grown in demand because of the shift in the demands of the world of work. The COVID-19 period showed that for certain companies, productivity could still be achieved without certain “frivolities” such as paying for office space where all staff would work from.
Benefits of Flexible Work Arrangements
- Talent Attraction and Retention
Flexible work arrangements are one of the perks that attract talent to organisations. Knowing that they don’t have to commute to work at all or every day of the week could sweeten your offer to top talent who value work-life balance and reduced stress, especially in traffic-ridden cities like Lagos, Nigeria. Offering flexible options also helps close the skills gap by attracting individuals with diverse experiences who are seeking positions that offer a healthier balance between work and personal life.
- Cost Effectivity
Most tech companies start out and even continue with a remote work arrangement. If they decide to incorporate work-from-office hours, they do it sparingly, saving a lot of money. Not having to pay for rent or slashing operational costs on remote-work days is a financial management tactic employed by savvy employers in today’s work climate. This cost-saving model is ideal for recruitment firms and organisations that focus on hiring top talent while maintaining profitability.
- Increased Productivity
Employees across companies in Nigeria can agree on some things—one of them is that being at the office every day for tasks that do not require in-person interaction can be quite distracting. However, reducing this results in increased productivity all around. The hybrid system is especially effective in increasing productivity as employees can focus more during work-from-home days and collaborate better during work-from-office days. This, in turn, optimises talent development as employees are empowered to perform at their best.
- Employee Well-Being
This is one of the most important benefits you should pay attention to as an employer. Your staff will perform better when they are in top shape. Flexible working arrangements ensure that all employees have alternatives and can enjoy work-life balance as well as reduced stress.
Challenges of Flexible Work Arrangements
- Communication Issues
Sometimes, it can be difficult contacting remote staff members. However, this can be remedied by providing essential staff with work cellphones. Additionally, create multiple means of communication. Three is a good number to work with. Ideally, they should be channels that can be accessed both on a smartphone and a laptop. - Performance Management
Another challenge is measuring productivity without direct supervision. Thankfully, there are tools you can use today to monitor progress on tasks and even clock hours. With effective performance management systems in place, companies can seamlessly incorporate remote and hybrid work arrangements while ensuring that team objectives are met. - Tech and Security
It can be challenging to maintain smooth operations and security standards in remote working conditions. However, having staff sign confidentiality and company property protection mandates in their contracts can tackle this challenge. This is where workforce solutions providers can be essential in ensuring that security measures align with the latest tech standards, especially in global recruitment strategies.
What are the Best Ways to Implement Flexible Working Arrangements?
- Set Clear Expectations
Let your staff know exactly what is expected of them, down to the littlest things. Have standing policies on work hours, communication, and availability. - Leverage Technology
There’s a tool for EVERYTHING these days. There are also tools that combine more than one or two functions. Some tools that can come in handy are Slack, Teams, or Google Meet for communication, and Notion, Clickup, or Asana for task/project management. There are others like Zoho that have multiple uses. - Adopt a Hybrid Model If Possible
Depending on your organisation and the location of your staff, you can adopt a hybrid arrangement. It is the perfect way to foster work-life balance while maintaining a level of human interaction and camaraderie among your staff. - Focus on Results Rather Than Hours
When KPIs are set, you can use them as yardsticks to judge the productivity of your team. Some staff work better at night, others, early in the morning. If your productivity tracker does not take these factors into account, you could misjudge the effectiveness of the flexible work arrangement. So, ask yourself, “Is the work getting done or not?” Then make decisions based on your answer. - Employ Good Managers/Team Leads
Hiring efficient team leads and managers to manage smaller teams makes the work a lot easier in any work arrangement. It is very expedient that you hire qualified and effective managers. The wrong hire can cause costly disruptions in a department. If you need help hiring managers and team leads, we can assist you.
To Wrap Up
Flexible work arrangements have more benefits than challenges. The pros outweigh the cons, and you can effectively manage your team when you understand how to implement the right flexible arrangement for your team.
You don’t have to jump right into a fully remote work mode. Start small and gradually work your way up.
Good luck with your growth plans!
