The Future of Flexible Working Arrangements

Flexible working arrangements can be traced back to the early 20th century.

In the early 20th century, there was a growing interest in flexible working arrangements as a way to address the needs of working mothers.

In recent times, the COVID-19 pandemic has accelerated the shift towards flexible work, and it is clear that this trend is here to stay.

Research is showing an accelerated shift towards remote and hybrid work, and many employees are now unwilling to give up the flexibility that they have gained.

According to research by the Society for Human Resource Management, 83% of workers wish to continue working remotely after the pandemic, at least occasionally. And according to a Gartner survey, 7 out of 10 firms intend to give their workers flexible work alternatives in the future.

Understanding Flexible Working Arrangements

These are arrangements that allow employees to work on a more flexible schedule rather than the usual 8-hour workday.

These agreements take individual needs into account and allow employees to better align their work hours with their obligations.

However, there is a need to maintain the quality and quantity of work. According to Leslie, Manchester, Park, and Mehng (2012), flexible working arrangements allow employees to select when they start working, where they work, and when they leave. They assert that there is intense employer contribution to maintain high efficiency in the employment relationship.

Two main theories have been explored in a bid to understand FWAs. The flexible firm model by Atkinson (1984) is a charter for dealing with organisational flexibility. Also, the Social Exchange theory. This theory suggests that employees who are given flexible work arrangements are more likely to feel that their employer values them, which can lead to increased job satisfaction and commitment.

Types of Flexible Working Arrangements

There are various types of flexible working arrangements.

The specific available options will vary from employer to employer.

This article will explore some of the common types of FWAs.

1. Flextime

This is a type of flexible working arrangement that allows employees to choose their start and end times. This, however, is done within specific parameters. For instance, an employee might be able to choose to start work between 7 am and 10 am and finish work between 3 pm and 6 pm.

Challenges

1. a) Employees may have difficulty adjusting to a new schedule.
2. b) Communication with colleagues and managers may be more difficult.
3. c) It can be difficult to track employee productivity.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be more productive if they can work during their most productive hours.
3. c) Employees may be less stressed if they can work from home or another remote location.
4. Compressed Workweek

This kind of flexible work schedule enables employees to put in longer shifts on fewer days. For instance, a worker might be permitted to put in a maximum of 40 hours per week working 10 hours per day, four days per week.

Challenges

1. a) Employees may have difficulty adjusting to longer workdays.
2. b) Employees may feel isolated if they are working from home or in another remote location.
3. c) It can be difficult to find childcare or other arrangements for days off.

Benefits

1. a) Employees can have more days off each month.
2. b) Employees may be more productive if they can work longer hours on fewer days.
3. c) Employees may be less stressed if they have more days off each month.
4. Part-time work

Employees are permitted to work fewer hours than the typical full-time workweek. For instance, a worker might be allowed to work 30 hours per week rather than 40.

Challenges

1. a) Employees may earn less money if they work part-time.
2. b) Employees may have difficulty finding part-time work that fits their schedule.
3. c) Employees may feel isolated from their colleagues if they are not working full-time.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be less stressed if they are not working full-time.
3. c) Employees may have more time for other activities, such as childcare or education.
4. Job Sharing

This kind of flexible work arrangement enables two or more persons to split the duties of a single job. A full-time job (40 hours/week), for instance, might be split between two employees who each work 20 hours a week.

Challenges

1. a) It can be difficult to find two people who are willing to share a job.
2. b) It can be difficult to coordinate schedules and responsibilities.
3. c) It can be difficult to build a sense of teamwork if two people are sharing a job.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be more productive if they can work with someone who shares their skills and interests.
3. c) Employees may save money on transportation and childcare costs.
4. Remote Work

Remote work allows employees to work from home or another location. Employees who work remotely may be able to work full-time, part-time, or on a compressed workweek schedule.

Challenges

1. a) Employees may have difficulty adjusting to working from home.
2. b) Employees may feel isolated from their colleagues.
3. c) It can be difficult to maintain a work-life balance when working from home.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be more productive if they can work in a distraction-free environment.
3. c) Employees may save money on transportation and childcare costs.
4. Annualised Hours

This is a type of flexible working arrangement where employees are given a set number of hours to work per year, but they have the flexibility to distribute those hours as they see fit.

Challenges

1. a) It can be difficult to track employee productivity.
2. b) Employees may have difficulty adjusting to a fluctuating workload.
3. c) Employees may feel pressure to work long hours during peak periods.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be more productive if they can work during their most productive hours.
3. c) Employees may save money on transportation and childcare costs.
4. Staggered Hours

Staggered hours allow employees to start and end their workdays at different times. This can be a good option for businesses that need to be open during non-traditional hours.

Challenges

1. a) Communication with colleagues and managers may be more difficult.
2. b) It can be difficult to track employee productivity.
3. c) Employees may feel isolated if they are working different hours than their colleagues.

Benefits

1. a) Employees can have more control over their work-life balance.
2. b) Employees may be less stressed if they can work during their most productive hours.
3. c) Employees may save money on transportation and childcare costs.
4. Phased Retirement

This kind of flexible work arrangement allows employees to progressively cut back on their hours or workload over time. Employees who are close to retirement age and wish to ease into retirement may find this to be a smart alternative.

How Technology is Influencing Flexible Working Arrangements

Flexible Working Arrangements are on the growth trajectory. This is being driven by several factors, including the desire for a better work-life balance, the need to care for family members, and the increasing availability of technology that makes remote work possible.

Technology is playing a major role in the future of flexible working arrangements. Tools like video conferencing, project management software, and cloud-based collaboration platforms make it possible for employees to work remotely without sacrificing productivity.

In addition, the rise of artificial intelligence (AI) is creating new possibilities for flexible work, such as the ability to automate tasks and provide personalized support to employees.

As technology continues to evolve, we can expect to see even more flexible work arrangements in the future. Some of the possibilities include:

1. The rise of the “gig economy.” In the gig economy, people work on a project-by-project basis, often from home. This type of work arrangement offers a great deal of flexibility, but it can also be less secure.
2. The growth of remote work. Remote work is already becoming increasingly common, and it is likely to continue to grow in the future. This is especially true for knowledge workers who can do their jobs from anywhere with an internet connection.
3. The development of new hybrid work models. Hybrid work models combine remote and in-office work. This type of model offers the best of both worlds, providing employees with the flexibility to work from home while also allowing them to collaborate with colleagues in person

The future of flexible working arrangements is full of possibilities. Technology is making it possible for people to work in new and innovative ways, and this is likely to continue in the years to come. As a result, we can expect to see an increase in this trend, with employees having more control over their work arrangements.

Conclusion

Here are some key takeaways from this article:

1. Flexible working arrangements are becoming increasingly common, and this trend is likely to continue in the future.
2. Technology is playing a major role in the future of flexible work, making it possible for employees to work remotely without sacrificing productivity.
3. There are many benefits to flexible working arrangements, including increased productivity, improved work-life balance, and reduced stress.
4. However, there are also some potential challenges associated with flexible work, such as communication challenges, technology challenges, and loneliness.
5. Overall, the benefits of flexible working arrangements outweigh the challenges.

Brandon Murambinda is an Organizational Design and Development Consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.