In our latest Linkedin survey, 96% of you were in favor of flexible working hours. It's an advantage that's increasingly appealing to employees and companies alike. And with good reason: it's a habit that makes sense when you consider thebalance between work and personal life for employees, as well as everything it brings to the company. Beware, however, of rushing headlong into this new way of working, as there are certain limits to be taken into account.
Increasingly, job seekers and employees alike are looking for a degree of flexibility. A criterion that weighs heavily in the choice of a company. According to a LinkedIn study, 58% of respondents cite work/life balance as one of the most important criteria in choosing a company, with flexibility a major contributor.
We interviewed Caroline Lavalley, responsible recruitment and talent development consultant at "Recruteurs Responsables", who strongly believes in the benefits of workplace flexibility in recruitment.
"I believe in flexibility at work as a factor of attractiveness for companies and a response to our current societal and environmental challenges."
In her view, over and above the pro/perso balance, flexible working hours are also an important lever of inclusion for companies.
"Flexibility benefits women, single moms, dads who also want to enjoy parenthood, people with disabilities, caregivers, late risers, multipotentials...".
When it comes to recruitment, flexibility makes all the difference compared to other companies.
"It's a real marker of differentiation and a response to the skills shortage: we can more easily recruit and retain people who don't have vehicles, those with family constraints, etc."
Offering your future talent flexible working hours will further increase their attraction to your company, and will certainly set you apart from other companies in the sector.
As we can see from the testimony of one of our corporate customers, working conditions have a positive impact on recruitment: "Now, I often receive unsolicited applications, even when I'm not looking to recruit".
Read his testimonial and discover all the benefits of a good QHCT for companies.
From the employee's point of view, flexible working hours are also highly advantageous for a number of reasons. Not even Valérie Cousin, occupational psychologist and HR consultant, would disagree.
A 2018 study by OpinionWay tells us that 8 out of 10 employees are calling for more flexible working hours at work. That's enough to convince any company that can, to get on board.
Valérie Cousin confirms that, contrary to popular belief, it's not the under-30s who are most in need of this flexibility, but rather the 40/60s, who have to look after children who are not yet independent, or parents who are starting to become dependent.
"So it's the expression of a strong demand directly linked to the issue of work/life balance that's at stake."
It's also a host of advantages that simply adapt to everyday life, and minimize the constraints of more rigid schedules.
According to Valérie Cousin, flexible working hours are "a preventive action that acts on several psychosocial risk factors. It's a concrete way of taking care of employees in a win/win relationship that contributes in the long term to Attracting, Retaining and Developing Commitment."
As Caroline Lavalley explains, "it would be counterproductive to decree flexibility just to ridethe wave". It's still a change in the company, and it's important to be well prepared and to get it right if it's to be beneficial. Otherwise, it may end up creating more problems than good results.
For example, giving everyone the possibility of totally adapting their working hours inevitably means that not everyone is always available at the same time. This can complicate exchanges and teamwork.
Offering flexible working hours also requires mutual trust. Without it, flexible working hours would have a negative impact. According to Caroline Lavalley: "If decision-makers aren't prepared to lose control, or if the job doesn't allow it, every employee who leaves early will be a source of tension". We talk about this in our article on the right to disconnect: granting employees this freedom implies having a corporate culture that supports it. If employees are given certain benefits on paper, then they should feel free to take advantage of them without feeling pressured, and without any negative consequences.
On the employee side, this can have the opposite effect for some. Firstly, because some need a framework, and prefer more rigid rules. Secondly, as their name suggests, flexible working hours set fewer limits than strict schedules. This can blur the boundaries between work and personal life. Some employees may end up over-investing in the company, while at the same time impacting on their physical and/or mental health. This can lead to a work stoppage or burn-out.
To avoid these risks, flexible working hours should be implemented after careful thought and consultation with the people concerned. This is what Caroline and Valérie recommend: "I advise companies to build it by experimentation, with thewhole company: employees, directors, HR and managers".
Our experts also give us all the advice we need to make the process go as smoothly as possible:
Moha's top tip:
With us, schedules are semi-flexible, based on start and finish times. Everyone can start their day between 8 and 9 am, and finish between 4 and 5 pm. A compromise that suits the whole team in balancing their professional and personal lives.
Providing your teams with the best possible working conditions takes preparation. Depending on the company and its needs, the action plan to be implemented will be different. At Moha, we'll help you improve your company's QWL based on your situation and needs.
Shall we make an appointment to discuss it?
