Are you hiring?
Would like to talk to us about your recruitment needs?
Beware of scamming! More Info.
Are workers leading the charge towards a better work-life balance? It seems so. The flexible working revolution is one of the clearest trends to emerge from the pandemic, and nowhere is this truer than in Belgium. It’s gone from a perk to a priority for job seekers.
This sentiment is revealed in our Talent Trends 2024 report, a comprehensive global survey of nearly 50,000 skilled professionals conducted by PageGroup. The annual study shows that the expectation for flexible working hours is greater than last year, even while companies increasingly demand employees return to the office.
The numbers speak loud and clear. Of the 549 workers who completed the survey in Belgium:
⦁ Over half (62%) would skip out on a promotion for the sake of their well-being
⦁ 42% rank flexibility as most essential when accepting or applying for a role
⦁ Over half (63%) are already in hybrid roles 3 in 5 work a hybrid arrangement
The office is making a comeback, but not everyone’s happy about it. 3 in 10 employees spend more time there now than a year ago, often due to stricter company rules. Employers take note: those forced back to the office are more likely to be actively job hunting and unhappy with their current role.
The bottom line? In today’s competitive market, flexible work options are essential to finding and keeping great employees. Workers demand flexibility, and employers who don’t adapt will get left behind. Flexibility is the key for businesses hoping to succeed in the future.
True flexible working means understanding that different employees have different needs. It’s about offering options, from flexible hours and job-sharing to remote and hybrid arrangements. This personalised approach boosts job satisfaction and helps you build a more diverse and inclusive workplace.
For example, a parent might appreciate flexible working to manage school pickups, while another employee might thrive with a compressed work week. Remote work options can open doors for those with caregiving responsibilities, long commutes or who simply work best outside a traditional office.
Of course, companies have their own priorities. So, how do you balance employee needs with organisational goals?
Offering your employees choices lets them tailor their work schedule to suit their individual needs, ultimately leading to higher job satisfaction. Examples of flexible working arrangements you could implement include:
Can you convince your company’s leadership to embrace flexible working? Don’t just tell them it’s the right thing to do – show them. Share success stories from similar organisations, highlight potential cost savings and emphasise the long-term benefits for recruitment and retention.
Playing catch-up with flexible working policies puts you at a disadvantage. If your offerings lag behind competitors, you'll struggle to attract top talent and risk losing your best employees. Aim to surpass, not just match, the benefits of others in your industry.
Truly embracing flexible work means empowering your team to work asynchronously. Invest in collaboration tools designed for this type of work, such as:
This can cover the costs of setting up a home office (e.g. ergonomic chairs, desks and computer upgrades). You could also allocate an amount towards a portion of the employee’s monthly utility, phone and internet bills to offset the increased usage associated with remote work.
In the case of hybrid models, a smart flexible working policy should promote the merits of working both in and out of the office. Our Talent Trends 2024 survey found that younger employees value the career development opportunities of being physically present in the office. A quarter of respondents in their 20s noted they work in the office more than they did a year ago to learn from colleagues, so introducing on-site opportunities like mentorships or secondments, for example, can be a significant draw.
One of the biggest challenges with rolling out flexible working is monitoring performance. Rather than worrying a remote worker might not be logging their full 35 or 40 hours, managers should focus on work quality, project goals and timely results. Setting measurable objectives and scheduling regular virtual catch–ups is essential. Employees ultimately feel more trusted and empowered, contributing to a greater sense of autonomy and a positive workplace culture.
At times, employees working remotely may feel isolated or stressed. Virtual check-ins are also an opportunity to manage a person’s workload and ensure they don’t become overwhelmed. Additionally, an Employee Assistance Programme (EAP) can give staff free access to confidential, professional support for personal problems affecting their work performance, such as mental health issues or financial concerns.
If you’re uncertain whether flexible working will succeed within your organisation, begin with a trial run. Begin by surveying your employees on what flexible working means to them and what options they would like to see. Then, start small by testing your proposed policies on one or two teams, making sure to include all elements that will eventually be rolled out to the entire workforce. This might include piloting hot desking, where employees choose a workspace on a first-come, first-served basis, or hoteling, where specialist software allows staff to book specific spaces in advance.
Flexible working isn’t just a trend – it’s the key to building a happier, more productive and loyal workforce. It’s an approach that leads to fresh ideas and innovative solutions, ultimately making your business more successful. In today's competitive market, companies that prioritise flexibility will stand out, attracting and keeping the best talent. The future of work is flexible – is your business ready?
If you are hiring and want to find out how Michael Page can help you with your recruitment needs, contact us today.
Flexible working encompasses a variety of arrangements which give employees greater control over their work schedules and locations. This can include options such as remote work, compressed hours, part-time schedules and job sharing. It can help lead to a healthier work-life balance and improved well-being.
Employers profit from increased employee satisfaction, greater productivity, lower absenteeism and higher retention rates. Overheads are reduced, too – a business may need less physical space if a portion of the staff is working remotely each day, while decreased staff turnover cuts the cost of hiring and training. Remote working also opens up access to a highly skilled, global talent pool.
There are several steps you can take when approaching your manager:
© Michael Page (2020)