The workplace experience is undergoing changes. The future is heading towards a more dynamic, open and digital work space where applying technology will be key in implementing new, flexible solutions. A work place in which recruiting talent adapts to the real needs of every company or organisation at a specific time.

According to the World Economic Forum, flexible work is the future. A more “human” way to understand how work can become more flexible at its core, applying technology and adapting to periodic needs of both people and companies. Whilst the professional strikes a work-life balance, companies foster a positive impact on both team motivation and productivity.

In practical terms, flexible work emcompasses various solutions focused on blurring the limits conventionally established in the workplace.   Its succesful execution depends on the necessity to work with candour and develop a fluid, transparent line of internal communication. This novel mindset in the workplace is based upon trust and mutual respect.

As was published some time ago in an interview with Eva Pánková in our blog, Partner in People2Win: “flexible work simply implies an opportunity to choose where, when and how you work”.

Flexible Work Solutions

 Flexible work is not the same as remote working, even though both flexibility models can include elements of remote working to different degrees. There exist endless opportunities to work with flexible talent. The key to such is analysing the needs of both the team and project-at-hand in order to design a solid work plan that meets all components and thereby guarantees the project’s viability.

Here, we have brought together some current Flexible Work solutions categorised into four inclusive groups:

Flexibility in a contract relationship

Apart from already existing contract possibilities for employed workers, there also is the prospect of establishing a commercial contract with a freelancer or company that provides you with the needed talent for a certain amount of time. Some of the contracts can be:

  • Part-time, permanent seasonal, relief, home-based contracts
  • Contracts to perform certain work or services, as well as inclusion contracts
  • Commercial contracts with professional freelancers or companies

Flexibility during work schedules

Whatever schedule that is not the standard for a work environment is considered a flexible schedule. Some of the policies applied with respect to time flexibility are:

  • Establishment of a customised schedule, in which each professional creates their own schedule according to personal needs and those required by their specific position.
  • Work via objectives with stipulated due dates and a flexible schedule based on compliance with calendar.
  • In the case that work is performed in a specific location, making entry/leave time flexible offers a wide range to develop work responsibilities.
  • Concentration of work hours in fewer working days, either for personal reasons or for peak work on certain days of the week.
  • Expansion of working hours from Monday to Thursday to end the workday on Friday at noon.
  • In the case of work shifts, the establishment of agreements to facilitate personal and professional conciliation without affecting work.
  • Flexibility when taking breaks throughout the workday.

Flexibility in the volume of worked hours

Offering the possibility to work with another number of hours different from a full-time schedule based upon the professional’s availability, season and company’s needs:

  • Working part-time or a cutback in schedule is one of the most used measures amongst those who need more work-life balance.
  • Offer transition periods, in which the professional returns to work gradually after an extended absence.
  • Cover a full-time position with two or more people working part-time and who coordinate amongst themselves to execute the corresponding duties.
  • Establish specific time agreements which respond to a specific need.

Flexibility at the work place

Another way to flex a work position is by not placing limits on the work place. Some of the options include:

  • The professional works remotely from home and remains connected to the network
  • He/she can also work remotely from a satellite location, a specific work space designated by the company that is not located in the main offices with the rest of the team.
  • In other cases, work location can vary throughout the year, eg: six months in one city and six months in another
  • The nomad worker is he/she who is constantly on the go, with no specific location and always working remotely.

Whilst 90% of Spanish companies completely set their employees’ time tables, 60% of millennials would be willing to earn less in exchange for more flexibility according to a recent study by Sage. In the not-so-far future, these and other flexibility solutions will become key to attracting talent.

“Organisations who are capable of offering flexwork options, as well as proper collaboration tools, will be the winners when it comes to hiring and retaining the best talent”.

– Jim Kruger, CMO from Polycom.

The key to implementing flexible policies includes changing the organisation culture towards trust and objective-based management. It is essential that hiring employees and external colaborators keep flexible work skills in mind in order for newcomers to strengthen the flexwork culture.

Here at Wisar, we are specialised in capturing flexible talent in the digital and tech sectors with a proven track record to show. That is why our clients trust us to scale their businesses with new hiring methods. Contact our team of specialists and we will gladly advise you when it comes to finding talent that provides answers to your needs.