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Designing a flexible work model

Is your work ready to go remote?

Talent|Total Rewards|Bienestar integral
N/A

February 5, 2021

Ensuring your jobs structure is transparent, intuitive and tailored to your business needs will help you determine eligibility for flexible work.
The figure shows 4 panels.

Panel 1 – Flexible work arrangements increased sharply in 2020 and are here to stay. As of 2019, 14% were working from home, 6% working from anywhere, 15% flextime. As of Q4 2020, 59% were working from home, 25% from anywhere and 25% flextime. As of Q1 2021, 52% are working from home, 24% from anywhere and 26% flextime.

Panel 2 – Why are employers providing flexible work arrangements? Safety is the numer one reason (Employee safety concers: 2019: 91%, Q1 2021: 89%). Other people factors are gaining in importance (2019: Employee retention – 47%, employee engagement – 39%, productivity – 35%; Q1 2021: Employee retention – 61%, employee engagement – 53%, productivity – 41%) * Percentages based on those who responded “To a very great extent” (5 or 4 on 5-point scale)

Panel 3 – Determining eligibility for flexible work can be challenging

A supporting infrastructure for organizing and valuing work is critical, yet 80% say their current job architecture and job leveling does not provide the foundation for flexible work

Job function is the key criterion. Criteria used to determine eligibility for flexible work*

Currently have policies in place now: 62% Job function (e.g., technology, support services, call center), 38% discretionary, 28% health concerns, 21% all employees are eligible.

Planning to implement policies in the future: 74% Job function (e.g., technology, support services, call center), 37% discretionary, 36% health concerns, 14% all employees are eligible.

*Percentages based on those who responded “To a very great extent” (5 or 4 on 5-point scale)

Panel 4: Jump-start the design and implementation of a flexible work model

Key considerations:

  • Identify tasks within jobs to determine optimally where, when and how work gets done
  • Listen to employees to help inform new ways of working while fostering an inclusive and diverse workplace
  • Align new work policies with talent and reward programs; Support the model with the right job architecture and leveling
  • Equip leaders and managers with capabilities to enable flexible ways of working – maintain connections with remote workers and manage change

Ensuring your jobs structure is transparent, intuitive and tailored to your unique business needs will help you more effectively determine eligibility for flexible work.

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