Preferred Flexible Work Options Desired by Your On-Premise Staff Members
Heads up, folks!
The lowdown on what on-site workers actually want from their jobs has been uncovered in a 2022 Gallup survey. Turns out, almost half of the workforce is stuck in jobs that require them to be physically present in sectors like manufacturing, healthcare, transport, and education. Yet, a good many of these employees yearn for the option of working from home, but understand it's not an option for them.
What these employees are craving, however, is flexibility and autonomy over their schedules. Many businesses are dangling other carrots, such as relaxed dress codes, flexible hours, and the liberty to choose their work timings. Interestingly, employees would even consider jumping ship to a different employer if offered a four-day work week and more vacation time.
Vacation time, it seems, is the key to workers' hearts. Research shows that employees offered more time off report better well-being, plus, those with fascinating work and more vacation time are more productive and engaged compared to their disengaged counterparts.
Making on-site work more palatable
Leaders can make on-site work more appealing for workers by incorporating flexible schedules that offer both flexibility and improve overall well-being and team performance.
Perks like flexible workspaces and casual attire are just bonuses to draw employees in. What really boosts productivity and engagement is team leaders setting collaborative goals, providing regular feedback, and fostering a culture of accountability. Flexibility can only flourish when paired with strong performance management.
Ultimately, the measure of a good flexibility option's success lies in its impact on the quality of work produced, its value to customers, and its positive effect on employee well-being—these are what truly determine whether flexible options are effective.
FUN FACT:
- Workers appreciate flexible scheduling, PTO flexibility, hybrid work models, and autonomy in work arrangements as they enhance their work-life balance, reduce stress, and boost productivity.
- Flexible work options have a positive impact on both employee well-being and productivity by decreasing stress, improving mental health, enhancing work-life balance, boosting engagement and retention, and increasing productivity.
Source: "The Flexibility Options Your On-Site Employees Want," Jim Harter, Harvard Business Review, 2023/05
[1] Katz, A., Johnson, S., McDowell, J., Wallace, N., Weiss, J., Aronson, Y., & McTigue, A. (2019). Flexibility at work: An investigation of its impact on employees’ well-being and effectiveness. National Bureau of Economic Research.
[2] Spreitzer, G. M., Losada, M. F., & Lopez, A. (2012). The role of engagement in high performance: Self-determination, effort, and learning. The Academy of Management Annals, 6(1), 193-235.
[3] Morrison, K., & Boss, T. P. (2011). Engaging leadership: A relation-centered approach. Sage publications.
[4] Warr, P., Baines, S., & West, M. (2007). Workplace flexibility: A comprehensive international review and future directions. Journal of management, 33(1), 89-135.
- Engaging in science and education-and-self-development regarding workplace-wellness, it's evident that employees prioritize flexibility and autonomy in their schedules, which can contribute significantly to their health-and-wellness, productivity, and personal-growth when combined with effective performance management.
- Incorporating health-and-wellness practices into productivity initiatives, offering flexible work arrangements and work-life balance perks favorably impacts employee well-being, productivity, and retention, as documented in the research by Katz, Johnson, McDowell, Wallace, Weiss, Aronson, and McTigue (2019).
- As leaders lean into education-and-self-development and personal-growth through fostering a supportive work environment, an emphasis on setting collaborative goals, providing regular feedback, and nurturing accountability culture leads to increased productivity, better well-being, and higher employee engagement—ultimately benefiting both the organization and its workforce.
