26 Sept 2022

How to successfully navigate the flexible work future

Shortened work weeks, a rising contractor class and new spins on flexible work: today’s employment landscape is very different to what we saw barely a few years ago. ADMA CEO Andrea Martens provides her view on how to drive business success while creating a flexible workplace.
 

The rise of the four day work week and flexible work has been lauded by many in our industry. As a business philosophy, it was certainly on the radar prior to 2020, but grew in popularity as the COVID-19 pandemic really took hold.

Also on the rise is the trend of full time employees morphing into contractors. During 2020, in what’s been dubbed ‘The Great Resignation’, many people left their roles to focus on greater flexibility. 

According to a survey conducted at the end of 2021 by US-based work marketplace Upwork, 80% of respondents said control over their schedule was a key motivator for pursuing freelance work, while 73% said the same about location flexibility. 

It’s a trend that I think makes a lot of sense, especially as workplaces begin to move away from a culture based on inputs. My genuine belief is that businesses today need to be output-focused instead. 

Leaders should reflect that it's not about how much time people spend working, but what they're accomplishing during that time.

If you're focused on how many hours people are at their desk, you're never going to get to a place where a flexible working arrangement operates smoothly. But if you’re committed to making flexibility a business tenet, there are many flow-on benefits - from forging a stronger culture to powering improved financial results. So let’s dig a little deeper.
 

Are Fridays in the office an endangered species? 

A four day work week does well on paper. A series of high-profile trials at Microsoft, Deloitte and Kickstarter in recent years showed working fewer hours per week increases the effectiveness of the work that we do overall. It’s also been linked to lower carbon emissions and driving equality between the sexes in terms of balancing the amount of unpaid work that’s completed.

However, this doesn’t mean it's a one size fits all solution for businesses. Companies that are customer-centric, like ADMA for example, have a responsibility to be there on the days our customers need us. If they need us five days a week, then we need to have the capacity to service them. 

It can also be difficult to manage a transition to a week that ends on Thursday, for example, as the hard stop can cause disruptions when most businesses still operate five days a week.

One thing that’s clear to me though, as businesses begin to experiment with different work week schedules, is that it’s crucial to take into account the feedback of customers. 

Since many businesses rely on customer sales to generate revenue, their input should be gathered alongside employee input during these trials. Only then can you make a well-informed decision about what kind of work schedule suits your business best.

There are other ways to achieve similar results without losing a workday too. At ADMA, we offer our employees a variety of extra days off. Whether it's taking two bonus Christmas days, a reinvigoration day, or a birthday holiday, our team is able to take the time they need to recover and recharge. 

The rise of the contractor 

Most leaders and employees have the professional capability to be highly effective while working less than full-time hours. Which probably explains why more people are sharpening their skill sets and going it alone today. 

In Australia, the rise of the contractor is certainly a significant development. The Independent Contractors of Australia, for example, state that as of July 2022, 17% of the entire Australian workforce was self-employed, equating to around 2.2 million people. 

There are clear benefits for brands that lean into these professionals. They can bring in new perspectives from other roles, while also providing an unbiased opinion on how to deal with business challenges. 

Ensuring the relationship flourishes is a key consideration here. Whether it’s employing contractors, or enabling staff to work part time roles, it’s important to make your workplace an attractive proposition. For me, that means clearly outlining the benefits you can offer. 

There are several reasons why this is important. Firstly, it helps to secure the best talent. Secondly, it recognises that people have a life outside of work and that they need flexibility in order to maintain a healthy balance. 

Finally, by providing a great benefits package, employers can help to create a positive working environment that employees will be happy to come to each day.

When this arrangement works well, it is usually because there is a clear understanding between the employer and employee about expectations and commitments. 

Both sides need to work together in order for things to run smoothly. This is something I've seen firsthand. Routinely, when employees are given flexibility to complete tasks, they go above and beyond to get the job done right. And that’s a good thing for both businesses and their staff.

There's no one size fits all approach

Ultimately, there is never going to be a solution to suit every business, because no two businesses are the same. 

A shorter work week can certainly have advantages, but it needs to be handled with care and clear communication. So if you have highly valuable employees interested in flexible working arrangements, then it's always worth exploring how you can find the right balance to get the best results for your business. 

Finally, it's worth remembering that while there are benefits to offering up flexibility, leadership roles will still require the same skill sets at the end of the day. Flexibility is as much a choice as taking a leadership role. It's up to the individual to balance it and make things work.