4. Hybrid and flexible working arrangements
Hybrid working has become a crucial factor in retaining and attracting top talent, where less flexibility jeopardises certain roles. Some employers feel that more people are open to the possibility of coming in two days a week, but companies are reporting that they are receiving complaints from employees who feel obliged to come in. HR professionals in the Channel Islands reported success in recruiting from certain sectors such as financial services, because they were able to offer greater work / life balance with less stress and more flexibility.
Organisations face delicate decision-making when it comes to defining a policy around hybrid and flexible working. With some team leaders who do not want to come in, this raises the question of whether employers can and should compel them to do so and set up ‘anchor’ days, where the team comes in on a designated day of the week to see one another. The risk of isolation and the impact on building robust teams is a concern for many employers. The implication on the culture of the firm when people cannot have spontaneous catch ups is something HR is grappling with, in terms of how they facilitate greater collaboration and achieve a better culture.
However, the benefits of flexibility are widespread. From giving people autonomy on how they use their time, to giving them the option to swap their train commute for a workout before work, the school drop off, or a walk in the sunshine, there is the opportunity for people to shape their own working day. It facilitates greater equality, diversity and inclusion (EDI) as employees can balance their personal commitments with their working day and opens up a wider talent pool with unique and valuable perspectives for employers. With EDI being a core focus for many employees, it is increasingly critical for employers to take the right approach when it comes to defining flexible working arrangements.
5. Upskilling and career progression
With restructures and organisation reviews being prevalent in some industries at the moment, the focus on skills and experience has never been more important for employers and employees alike. While employers will be facing this issue when recruiting, employees are increasingly wanting to know what learning and development opportunities will be available to them.
With multi-generational workforces and people increasingly being expected to upskill, employers can train their current staff to deliver the work they require. This also drives employee engagement, as employees have greater exposure to the business, deepening their knowledge to serve clients, while learning new skills and being open to growth. Employers in the Channel Islands reported greater challenges with recruiting leaders, highlighting how leadership needs to be cultivated from the outset of people’s careers, from the graduate schemes they offer.
The focus on building an inclusive workforce that welcomes diversity of thought and experience is one way of overcoming ageism and unconscious bias in the workplace. Skills shortages and long-term sickness absence can be better tackled by having a greater focus on wellbeing for all staff and clear support measures in place for everyone at each lifetime milestone they may have to navigate.
Have your say
If you would like to join our HR Workshops dedicated to specific sectors and regions, contact us to meet and learn from fellow HR professionals. Thank you to all those involved in our HR Workshops so far this year.
You can also take fifteen minutes to contribute your views about the pressing HR concerns you are navigating in your HR teams. In return, you will receive a free copy of our UK Reward Management Survey report for spring 2024 in full. We will also highlight specific sector issues as part of the wider report where specific challenges may be more pronounced for different sectors.
