4 Types of Flexible Work Arrangements and How to Advocate for their Adoption
As COVID-19 has driven countless people to remote work, an increasing number of workers wonder if there is a way to continue working flexibly post-pandemic. Our collective pause requires that we reflect on how we work today and the impact that it could have on how we work tomorrow. For almost a decade flexible work options have gained more traction in the world of work, because of the positive relationship between flexible work and higher job satisfaction, engagement, and retention.
The last three generations in the workplace (X, Millennials, Z) all have expectations around work flexibility, and companies reluctant to adopt Flexible Work Arrangements (FWAs) risk losing out on diverse, skilled talent. At Eskalera, we value how a flexible workforce is more inclusive and innovative and wanted to provide some tools to navigate the reality that many of us would like to have more flexible options when it comes to how we work, post-pandemic. Now, flexibility means a lot of things so let’s first delineate some of the options around Flexible Work Arrangements (FWA):
#1 Work at Home
Work at home option is what we have all been doing lately. But perhaps you have found yourself thriving and productive while working from home and would like to maintain this option. Typically, such employees work 1 or 2 days a week away from their company office. Employees use technology to support their connection to the office and maintain an individual workspace away from the office. This arrangement is a great option as businesses transition back into the office gradually.
#2 Flexible Schedule
Flexible schedules allow employees to work “non-traditional” hours during the workday while still maintaining a full-time schedule. For example, many of those who have care-giving duties may be utilizing a flexible schedule. Employees may start working earlier in the morning and leave earlier in the afternoon or may begin later in the morning and stay later in the evening. Most individuals who regularly maintain a flexible schedule ensure that it allows maximum overlap with your organization’s or team’s core hours of work.
#3 Part-Time Work
As many furloughed or laid-off workers search for work, part-time arrangements will become more common as organizations shift to a more project-based approach, or seek consultative gig workers. A part-time arrangement allows employees to work reduced weekly hours as a percentage of a full-time schedule. For example, an individual could work a 60% schedule (translating to about 3 days per week) and receive a 60% salary but continue to maintain their benefits. This arrangement is often a good option for those who can manage the financial implications of a part-time arrangement. Notably, part-time FWA can also manifest as a compressed workweek, where the employee works a full-time schedule of 40 hours a week, but performs the work over fewer days, e.g., four 10-hour days.
#4 Job share
Job sharing allows 2 individuals to share 1, full-time job. Successful job shares have a high degree of communication between the two individuals. Job sharing can also require an overlap of skills, or two people who handle two different sides of one job (e.g., For a Manager position, one person handles the direct reports and one handles the administrative duties.)
It is important to understand all of the FWA options, in order to find a successful fit for both you and your organization. Regardless of the FWA that you seek, you must make a business case for how FWA will further support your effectiveness in your job.
If you need support to engage your remote workforce, create an inclusive environment and cultivate an inclusive culture not only to solve for today’s needs but to succeed in the future, let’s connect and discuss how Eskalera can help. Tune in for Part #2 where I’ll share a Self-Assessment of Flexible Work Arrangements Viability.
Originally published at https://eskalera.com on May 6, 2020.
