The next great disruption in the workforce is undoubtedly hybrid work and employee productivity is at the forefront of this discussion. A study by Mercer found that nearly 70 percent of employers are planning to adopt a hybrid work model. While big companies like Salesforce, Twitter, Spotify have already made the switch. In the past, work models have followed a strict hierarchical structure with employees clocking in and out 9-5 from an assigned desk or office. But, research has been showing something different for years now. Today, people are most engaged when they have a sense of control over their schedules and how they get their work done.

For example, research on remote workers has found that they are more engaged than regular office employees and less likely to quit, but even more surprising is how managers reported higher levels of productivity when they allowed for flexible work models. This means people would be able to spend more time with their kids, have more time to exercise, or even just have some quiet time during the day. All of these are being shown to boost overall employee performance, but the biggest boon is the increase in the quality of work produced.

In fact, in a recent survey conducted by FlexJobs found that 58 percent of employees say they would leave their current job for one with more flexible work options.

There is an increasing number of companies accommodating these flexible work models, but it’s important for employers to do so carefully so as to maintain a productive work environment.

What is a flexible work Model?

A flexible work model is a working arrangement that gives employees flexibility in where, when, and how they do their work. It is a type of work arrangement that provides employees with multiple ways to incorporate flexing their schedule.

Research has shown that flexible schedule arrangements lead to better performance outcomes, less turnover, increases in loyalty, and creativity among other advantageous results.  Twitter, for example, has piloted a Flexible Work Program. It not only allows for work-from-home but also the time and location to accomplish their tasks. The result? They saw a marked increase in employee satisfaction and an overall boost in company-wide performance.

5 Flexible work models that can help to improve employee productivity

There are several models that you can use to help improve your employee productivity. Experiment with these different models to see which one will work best for your workplace.

1. Compressed work week

A compressed workweek is an alternative schedule for working that reduces a standard five-day workweek to a fewer number of days. Employees achieve the full number of required weekly hours by working longer days; it spreads 40 hours of work over fewer days, usually four 10-hour days instead of five 8-hour days. Some companies use the 5-4-9 work schedule, with five 9-hour days one week and four the next.

This gives staff more days off. In addition, it allows you to extend operating hours or have more people working during busy periods. Different work schedules can also lead to understaffing and difficulty scheduling meetings.

Other alternative patterns include the Continental shift pattern. This is a classic continuous working pattern based on 12-hour shifts. Participants work for four consecutive 12-hour days, followed by four consecutive days off, then four consecutive 12-hour nights, followed by four consecutive days off, then four more days, and so on.

For some, 4 days on and 4 days off shifts are advantageous for allowing them to avoid having to make daily commutes while providing them with dedicated blocks of time to focus on their home lives; many enjoy regularly having entire weekdays off.

2. Remote work

Remote work is a form of flexible working where staff can choose when and where to do their work. This could be at home or another location that is more convenient for them, such as a coffee shop or shared workspace hub.

This method of flexible working has the potential to boost not just employee productivity but also to benefit businesses too. Aside from cutting back on office costs, it can cut down commuting time which leaves staff with the extra time they can spend doing other activities, such as seeing friends and family.

It also helps companies to access a greater pool of talent who might otherwise have been unable to make the commute into an office every day. It benefits those employees too, ensuring they have the tools and equipment they need as well as uninterrupted access to wi-fi.

3. Job sharing

Job sharing is an arrangement where two people share the responsibilities of one full-time job, usually on a part-time basis. This could involve splitting tasks between different people or taking on roles with elements that are complementary/overlapping, such as one person covering administration tasks while another covers interaction with clients.

Where necessary, job sharing can be combined with teleworking so employees have flexibility with working hours too. They may also have regular start and finish times but spend some time during the day working from home. Generally, this option would need to be approved by both parties in advance in order for it to work successfully.

4. ROWE

Results-only work environments (ROWE) are performance-driven and defined around the success of the organization. This kind of flexibility in office culture helps to empower staff, by letting them gain a sense of ownership over their tasks and responsibilities.

This model gives workers responsibility for what they get done, how they do it, and when. Although this may initially cause some concern for people who prefer a more structured approach to their job role, ROWE frees these employees from traditional boundaries that hamper innovative thinking and problem-solving.

ROWE: Results Only Work Environment

5.  4-day work week

Another method to boost employee productivity is a 4-day work week. A 4-day workweek is the new business trend that can boost your company’s performance. Although this approach may seem to be challenging, it has many benefits for companies and their employees.

In this model, employees work 4 days a week and have Fridays off. This type of scheduling encourages productivity and allows workers to enjoy more time on the weekend. By finding the right work-life balance, employees are able to concentrate on their family and friends.

Belgium is the first country to experiment with this model, but other countries may follow.

Who Will Thrive In Flexible Work Cultures? 

People with a lot of autonomy and responsibility, quick learners, and those with strong time management skills, tend to thrive in flexible work cultures.

In addition, those with entrepreneurial drive will be able to work without the constraints of micromanagement from managers or co-workers. This type of freedom can offer a high degree of satisfaction and self-fulfillment.

In brief, a good manager should encourage their employees to work out a plan for achieving goals in a way that suits them best. In fact, the trust provided by managers in such cultures can be very motivating for employee productivity.

What Conditions Are Needed For Successful Flexible Work Model?

Flexible work models can be a challenge to implement, especially if the workplace culture is not prepared for it. A company needs to have a strong management team in order to support these kinds of initiatives without compromising on efficiency and productivity.

In addition, processes will need to be adapted so they are fit for purpose when used with different working arrangements. Moreover, it is important that company policies be re-evaluated in order to remove any constraints or limitations that may interfere with the success of flexible working.

It is essential for employees to feel motivated and committed to their roles; otherwise, they are unlikely to embrace this kind of culture. Companies need to communicate the benefits of flexible work models well in order to attract and retain talent within their organization.

Employers should keep in mind the following tips when trying out flexible work models:

  • Retain transparency between team members through technology such as Slack or Office Chat so that everyone is on the same page throughout the day.
  • Set expectations for what needs to be accomplished each day, week/month so there’s no confusion about deadlines or next steps.
  • Allow employees to work at their own pace but with frequent check-ins to ensure deadlines are being met.
  • Ensure accountability and individual responsibility for tasks are maintained.
  • Make time for 1:1s or group meetings to ensure employees feel supported and valued by their managers.
  • Protect against burnout by setting time to recharge outside of work.
  • Make sure managers have the training and tools to manage a more flexible workforce.

These conditions, as well as company culture, will maximize productivity and engagement among employees when flexing work models.

>> Here are Free Employee Productivity Report Templates by Clockify <<

Read their full article  here.

 

Kiimkern’s Flexible Work Model?

Kiimkern: Boosting Productivity Through Flexible Work Model

Kiimkern offers a unique way to work that allows people to achieve a balance between their personal and professional lives.

Our remote work model means you can choose when and where you want to work, so long as it’s within our office hours. We do not have set breaks or working times; we believe in trusting employees and allowing them time to recharge throughout the day. 

Furthermore, we offer flexible contracts, which means you can just work part-time or full-time as needed throughout the year. This is ideal for employees who need flexibility but still want to feel supported by managers and colleagues through technology. 

Our passion to create a fun work environment enables creativity, teamwork, and initiative.

The Best of Both Worlds

Overall, flexible work models should be seen as an opportunity to maximize employee productivity throughout the day. All while still maintaining a high quality of results.

These models can even help boost retention rates by increasing employee satisfaction. They should allow workers to have control over their schedule and how they do the tasks assigned.

Employers who want to stay competitive will need to consider how flexible work arrangements could benefit them and their staff.