Flex-place as a flexibility option
A few weeks ago, I wrote about the flexibility trend – a trend that is here to stay. I am now focusing more on one of the workplace flexibility options: working remotely.
What is it about?
Working remotely (also known as flex-place) is when an employee works away from his/her usual office workspace. This can be working remotely from home, a coffee shop or any other off-site setting. This workplace flexibility option has become even more popular over the last decade due to improved technology.
This flexibility option means that the number of hours worked per week remains the same. Employers may however give the option of being more flexible in the start and finish time of their working day.
What are the benefits?
Flex-place may improve employee efficiency. It solves commuting problems such as getting stuck in traffic while going to work or looking for parking. I’m pretty sure we are all familiar with these inconveniences.
This type of work arrangement can provide mutual benefits to the employer and employee. Firstly, the employee is likely to be more productive and efficient because there are less interruptions and can get more work done. Remote working may also give employees higher autonomy. On the other hand, this may also lead to employees over working as it becomes a challenge to end the working day. Thus, defeating the scope and potential of achieving a work-life balance.
It is understandable that this working arrangement is not suitable for positions, particularly front-liners or employees who work with equipment from company premises. It Is also understandable that not all employees can be as productive with this type of arrangement.
Considerations
Nevertheless, companies who are considering implementing remote working for their company should consider how:
- Much time will be spent away from the office
- The hours will be tracked
- And when meetings will be held
- To ensure effective communication with employees working remotely
- Secure and confidential company information will remain
- The employee’s performance will be supervised and evaluated.
SurgeAdvisory assists companies in identifying what flexible working options work best for them. We may also assist in writing of such policies and procedures.
About the author
Maria Bartolo Zahra is Managing Director and HR Advisor at SurgeAdvisory. She has over fifteen years of human resources and business advisory experience.