Recent ADP research, The Workforce View 2013, found that while almost two thirds (63%) of the UK workforce still work in a fixed location and 49% regular hours more than two thirds (68%) said they would actually like some element of flexibility. Therefore, a significant chunk of the population not currently working flexibly would like to.
What’s more, figures released last week by the Office for National Statistics showed that there were 4.2 million UK home workers in the first three months of 2014, amounting to 13.9% of the workforce. This is the highest proportion since measurements started in 1998. These figures indicate the flexible working trend is gaining pace and shows no sign of abating any time soon.
A trend shift is no bad thing, as the new rules promise to give employees more control over their working day and work-life balance. Meanwhile, potential benefits for employers include improved engagement and productivity levels, not to mention reduced office overheads due to fewer staff on-site.
However, the changes might not be be plain sailing for HR departments. While the legal side is one headache, there are also the practicalities of having workers operating from various locations to consider. Ensuring flexible workers can do their jobs effectively requires the right technology and people management processes, yet this is an area where organisations may struggle.
For example, the ADP research showed that 52% of the working nation does not currently have a mobile, laptop, tablet or smartphone provided by their employer. While some of these workers may be in industries such as manufacturing or retail, where flexible working isn’t possible, for office-based staff this could be a significant barrier to working flexibly. A laptop would now be considered a necessity for most remote and flexible workers, as is a mobile phone – ideally of the ‘smart’ variety.
But hardware like this can be expensive, which can put some companies off flexible working at the outset. But nowadays, this doesn’t need to be the last word on the matter. Smartphone usage increased to 68% of the population in 2014, according to TNS research commissioned by Google this year, while 86% of adults use a laptop or desktop online at home (Facebook and GfK research, March 2013). Bring your own device, therefore, offers a seriously viable alternative for companies, particularly for SMEs.
Accessing work information can now be facilitated through the cloud, with a multitude of innovative, secure applications on offer to manage every area of the business, including HR.
Cloud technology also helps with one of the most regularly cited barriers to flexible and remote working: communications. Company updates can now be managed through the cloud, while instant messaging and specialist social media applications ensure employees are always in touch with their colleagues and managers, wherever they are operating.
HR professionals, like many others, have seen IT increasingly influence their day-to-day role and responsibilities. Yet the melting pot of technological and cultural factors involved in flexible working mean that it is more important than ever for HR teams to collaborate with their IT department. Traditionally not the best of bedfellows, combining the right IT solutions with the best people management expertise will ensure the barriers to introducing flexible working can be overcome. It’s time to start talking.
Annabel Jones is the HR director at ADP
