Category Archives: Flexible Work

Protecting Business Productivity with Agile Working

Avoid Threats Posed by Further Strikes with Flexible Working

After recent news of the threat of London tube strikes, there are fears that further rows could erupt, with the potential to cause maximum disruption and widespread chaos.

A strike planned for 14th October by London Underground workers in a dispute over austerity led cuts was abandoned after last-ditch talks. The breakthrough was made after ‘substantial progress’ was made by  the Rail, Maritime and Transport union in the ongoing issue of cuts and Tube ticket office closures

But does this mark the end of the dispute? According to some, it is unlikely that this is the end of the matter. Despite negotiations, the threat of disruptive industrial action still looms large.

The possibility of strike action strengthens the case for flexible working. With new technology, employees are more and more able to work remotely, including from their own homes. This, coupled with new statistics on the efficacy of flexible working further questions the relevancy of the traditional office in a digital age.

These recent events (and June’s changes to flexible working) show that it is high time for businesses to reassess, and view flexible working as a means of protecting their business from the chaos that would result from transport strikes, while simultaneously building an infrastructure which promotes growth.

Strikes aside, it was estimated by the CEBR that drivers in London spent more than 250 hours idling in traffic in 2013 and this was likely to increase to 299 hours by 2030, equivalent to 40 working days a year, suggesting that increased agile working would help to improve the productivity of workers affected by transport difficulties.

Homeworking/remote working refers to work done at home, or outwith the primary office environment. However, remote working may also refer to situations where only part of an employee’s workload is completed outside of the office. Therefore, it is reasonable to suggest that a degree of remote working could be introduced into the majority of employees’ schedules.

For businesses wishing to check up on the productivity of their workers, there are monitoring systems in place and this can reassure employers. There is also much to be said about the cost-effective nature of remote working. In a recent study by Deloitte it was found that 30 to 40 percent of physical working environment are vacant at any given moment on an average business day. Decrease reliance on offices and cut overhead costs unnecessary costs. There is even evidence that allow workers greater flexibility will boost productivity. Finally, increased flexible working could also be beneficial for the environment, in that cutting commuter traffic in busy cities would dramatically reduce carbon emissions.

While no-one can say for sure whether or not the threat of London Tube Strikes has subsided, now certainly seems like a good time for employees to take into account the diverse benefits that remote working can bring.

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Top Jobs for Work-Life Balance-Revealed

Do you crave a flexible role that works around you? Find out the top flexible jobs of 2014

Work-life balance is an ongoing  21st century battle for employees and freelancers alike. Those who work full-time hours run the risk of sacrificing home life, free time and family commitments.

Often, employers do not fully understand the benefits that instilling a culture of flexible balance can have for their organisation, meaning that all too many workers continue to struggle with effectively balancing home life and their career.

Enlightened employers across diverse sectors are beginning to fully realise the advantages of a flexible, agile workforce, although some sectors are moving faster than others in this respect.. And with work-life balance being a top priority of the millennial generation (who make up 50% of the current workforce, it is arguable as to long employers can afford to ignore the call for flexible work schedules.

Here is a list of the jobs which currently rank top in the work-life balance :

1. Web Developer/App Designer

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Web developers and app/game designers often enjoy a relaxed working environment which frequently includes a flexible working schedule.

2. Supply/Substitute Teacher

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Supply teachers are likely to work on an on-call basis, meaning maximum flexibility and choice in working hours.

3. Customer Service/ Help Desk Advisor

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Working on a flexible shift basis means that customer service/ help desk advisors have greater control over their working schedules than those who are confined to 9-5 hours.

4. Sales Representative/Salesperson

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Working in sales, you are likely to be measured on results and productivity vs. presenteeism. Where and when you work is not important as how you work.

5. Admin/Office Assistant

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Admin/ Office Assistant roles are ideal for those who wish to work on a flexible, part-time basis.

6. Investment Analyst

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Investment Analysts enjoy great benefits that working for top companies can bring, such as flexible benefits and freedom of choice in working schedules

7. Marketing/ Social Media Manager

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Marketing/ Social Media Managers have a high level of work-life balance due to having the flexibility to work remotely. Again, productivity and results are more important than presenteeism in this sector.

Flexiworkforce.com is the only UK-wide jobs site solely offering flexible working roles. We have exciting roles with top companies, including RBS, PwC and Santander.

Register today to find the job that works for you.

Flexible Working Thought Leaders

Neil Patrick of 40 Plus Career Guru talks Flexible Working

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Here at Flexiworkforce we aim to connect with the key thought leaders on workplace trends. Today, we spoke with Neil Patrick, the creator and editor of the popular blog 40pluscareerguru. Neil’s blog has quickly gained prominence as a one of the key online commentaries about career issues, particularly for mature professionals. Here’re our questions and his answers.

What is your background and why did you begin writing your blog, 40pluscareerguru.com?

I spent the first 20 years of my career in banking and finance. I initially worked for international banks, but later became a founding director of three fast growth financial businesses. Two were very successful. One was not. So I’ve gained a diverse experience of business within both large corporations and small entrepreneurial businesses. And critically of both success and failure.

More recently, I have transitioned from being an employee to a self-employed consultant. I also became fascinated by how the transformation of the employment landscape has passed most professionals by. Old ideas about our how we should manage our careers have been swept away by transformations in media, recruitment and the world of work. And the vast majority of people have been blissfully unaware of this.

Our jobs are so critical to our lives that I felt this subject demanded attention. It seemed that few people were paying attention to the perfect storm that had arisen through the collision of the digital age, global recession, globalisation and ageism. No-one seemed to have connected these dots and understood the big picture.

Particularly I noticed that my own peers, typically mature and accomplished professionals were virtually completely unaware of these changes. They had become incredibly vulnerable without really appreciating why or what to do about it.

These were the reasons I set up 40pluscareerguru. I wanted to inform people about these changes and what they needed to do to protect their futures. It’s a labour of love, but a mission that I feel is vital.

In your opinion, what are the main benefits that 40 plus employees bring to the multi-generational workforce?

I have written numerous posts about this subject. One of them is here and in it I set out the top 10 things which I think older employees have to offer.

One of the key strengths of older workers is that they are not on a mission to be the next big thing. They just want to do a good job. This brings a totally different attitude. They’ve seen success and failure so many times, that although they cannot easily show these things on their CVs, this life experience brings huge value to the teams they work with.

What do you see as the career priorities of over 40 employees? 

The over 40s are in the second half of their working lives. But they are in a far worse condition financially than their parents. The recession has wrecked their balance sheets at a stage of life when previously they would be heading towards a comfortable retirement.

In 2008 and the subsequent years, the professional middle classes in the US and Europe were struck by a tsunami so huge that it has devastated their personal assets.

Property asset values tumbled, investments had billions wiped off, pension plans shrivelled, savings interest rarely even matched inflation. All the while, living costs and particularly food and energy bills rose and rose. Hardly anyone in the professional classes became wealthier between 2008 and today.

In the words of one of my key collaborators, John Tarnoff in California:

There are many statistics available, but the most striking number to me is this one: 80 percent of us have saved less than $100,000 for our retirement. Given the economics of the last five years, and the prospects ahead of us, what this means is that the Boomers are going to have to keep working – and the problem there is that neither we nor society at large are prepared for us to remain in the work force.

Few are able to look forward to a comfortable retirement when they reach 65 unless they drastically revaluate what they are going to do to keep the money coming in.

To what extent does ageism remain an issue in the UK workforce? What could be done to improve this and enhance the prospects of over 40s? 

There’s very little data available to quantify this issue. Worse, it’s too easy for employers to sidestep their legal obligations regarding ageism. Ageism is not just a workplace issue, it’s a societal one.

However there is some data which is instructive. According to the European Social Survey in 2011, a major piece of research carried out across 28 countries, nearly two out of five Britons claim they have been ignored or patronised because of ageist views. Only in Russia, Ukraine, the Czech Republic and Slovakia are the figures worse.

One third of Britons think those over 70 are a burden on health services. Two out of five people in the UK say they have been shown a lack of respect because of their age. In the UK, youth is thought to end at 35 compared with people in Greece who said it ended at 52.

In the UK, 64% of people thought age discrimination is a ‘very serious or quite serious problem.’ Only in France, where the figure is 68%, did more people express concern.

The figures also reveal that in the UK, 41% of people thought that people aged 70 or over contributed little to the economy and in addition 36% thought that people over 70 were a burden on healthcare services.

According to the report, there were fears surrounding age discrimination in the workplace with around half of Britons interviewed who are aged over 50 saying they were concerned about employers showing preference to people in the their 20s.

In my view, ageism is that last of the ‘isms’ to become socially unacceptable. Only when it is taken as seriously as sexism and racism can we expect to see any significant improvement.

What is your opinion of the UK government’s recent changes to the right to request flexible working? Do you believe that the changes are a step in the right direction or are you of the view that more needs to be done to promote more progressive attitudes to working?

I think the new rules should be welcomed. But I expect little to change very quickly. Some enlightened employers have already embraced these new practices ahead of the legal requirement to do so and mostly their reports are positive.

Many more I think will drag their heels out of complacency and fear of the unknown. But gradually over time, I think flexible working arrangements will become more and more accepted as the norm and 10 or 15 years from now, we’ll look back at the 9-5 mentality as being archaic.

And personally I can’t wait for the day when I can get into my car at 8am and expect to be able to drive more than a couple of miles!

We’d like to thank Neil for his time and the insights he has shared with us. You can follow his blog here. He’s also on Twitter @Newcareerguru.

 Find UK-wide remote flexible working/home working opportunities on  flexiworkforce.com 

 

Whatever Tomorrow’s Outcome, Flexibility is the Future!

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It’s the eve of the referendum of Scottish independence, and in the run up to the event, Flexiworkforce CEO and founder Tracey Eker has been meeting with politicians from both sides of the  the campaign in order to discuss the ways in which flexible working will be of benefit to Scotland both within the UK or as an independent state.

First the Flexiworkforce team met John Mason, a Scottish Nationalist and member of the Scottish Parliament who sits on the Committee for Equal Opportunities. Secondly, we met with Liberal Democrat MP for East Dunbartonshire Jo Swinson, Parliamentary Under Secretary of State for Employment Relations.

“It was great to meet with representatives from both factions” Tracey Eker stated, “It enabled us to gain a balanced view of how flexible working would be advantageous to Scotland’s future, whether it may be within the Union, or as an independent country.”

From a political perspective, the benefits of flexible working are numerous, and include:

  • Flexible working may help to alleviate the ongoing skills shortage, in that in-demand professionals who have previously left the workforce may be brought back in on a part-time, flexible basis
  • Flexible working will improve diversity and equal opportunities within organisations ranging from SMEs to large corporates companies, by improving inclusion of groups such as women, the over 50s and those with disabilities or mental health issues.
  • The result of this will ultimately be a decrease in overall unemployment.
  • Increased flexible working may also help to decrease working poverty, in that increased transparency in job ads will enable individuals to access work appropriate to their skills level, therefore, freeing up minimum wage roles for other job seekers.
  • Increased flexible working may decrease unemployment unemployment ‘portfolio’ workers who work several roles simultaneously. This form of working is especially prevalent in the ‘Gen Y‘ demographic, in which unemployment is high.

Therefore, whatever the result of the Referendum, we hope that the trend towards flexible working continues, whether Scotland votes for independence, or  continues to be part of the Union, in order to bridge inequality, solve the skills shortage and make our society fairer.

Vote for Flexible working!

How the UK Skills Shortage Will Boost Flexible Working

War on Talent Continues as Top Talent Demand Flexible Working

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August 2014 saw a record drop in the number of candidates applying for permanent and full-time jobs, a recent report commissioned by the Bank of Scotland has revealed

The Bank of Scotland chief economist Donald MacRae consolidates the report’s findings: ‘There was a record drop in people available for jobs and growing evidence of strong growth in pay, confirming the tightening of the jobs market’. However, this drop has been countered by a marked increase in individuals applying for short-term and part-time roles, confirming that the Scottish jobs market continues to go “from strength to strength”.

The change may be interpreted as a result of the skills shortage currently affecting the UK. A dearth of skilled candidates means that certain sectors continue to struggle to fill full-time positions, including the medical and care sectors, IT and computing and the engineering sector.

“A huge number of skilled candidates have been excluded from the job market because of a lack of part-time roles and flexible working positions. The ongoing skills shortage means that these professionals are highly sought-after, and are in a strong position to dictate their salaries and working conditions, including work schedules’. Flexiworkforce CEO Tracey Eker confirms.

Nevertheless, the growth in flexible, part-time and short contract positions may also be seen as a boon for employers seeking to broaden their talent pool by increasing their access talented candidates.

By hiring candidates on a flexible basis, companies can effectively get the skills that their business needs, for the money they can afford, something especially vital for emerging SMEs, many of whom rely on contractual workers. In particular, engineering and construction saw a marked increase in temporary job openings. This suggests that this rise modern flexible working has come about as a mutually beneficial option, resulting from the convergence in the needs of employees and businesses.

The skills shortage shows no sign of stopping, meaning that level of bargaining power that workers have to negotiate their working conditions is only set to increase. As the war for talent rages on, it is likely that flexibility will be a major factor in determine which companies ultimately survive, thrive and fail.

‘The last bastion of differentiation in the fight for mind share and market share for a business is its people. Yet hiring, retaining and motivating the best talent is no easy task in an age where loyalty to one job for life, or even five years, is starting to sound prehistoric’. Eker states.

‘Developing a flexible company culture that will help attract, retain and motivate the best employees to achieve amazing results is essential’.

Click here for more information on how you can hire the best candidates for your business.