Flexible Workforce: Strategies for Maximum Impact

Many employees want to be part of a flexible workforce. They prioritize remote or hybrid work options, a flexible schedule, and generous paid time off (PTO). These options help employees fulfill their personal responsibilities and interests.

Employer Benefits of a Flexible Workforce

Having a flexible workforce provides a variety of employer advantages:

  • Shows you value, trust, and respect your workforce
  • Expands your candidate pools
  • Improves employee performance and productivity
  • Reduces employee stress, anxiety, depression, and burnout
  • Lowers employee absences and turnover
  • Enhances your competitive edge
  • Strengthens your bottom line

Having a flexible workforce shows your company supports work-life integration. These factors help increase employee engagement, performance, and productivity. The results include greater job satisfaction, employee morale, and attraction and retention rates.

Choose among these maximum-impact strategies to create a flexible workforce.

Offer Remote or Hybrid Work  

Consider letting your workforce work remotely for at least a few days each week. Provide relevant equipment and technology to keep your teams connected and productive. Examples include laptops, software, communication tools, and project management tools.

Suggest a Compressed Work Week

Talk with your employees about working longer hours and having one day off weekly. This setup provides either a longer weekend or a break during the week.

For instance, your employees might prefer to work 10-hour days Monday through Thursday and have Friday through Sunday off. Or, your employees might like to work 10-hour days on Monday, Tuesday, Thursday, and Friday and have Wednesday off.

Consider Summer Fridays

Consider letting your workforce have at least half of every Friday off during the summer months. This option encourages employees to engage in outdoor activities with family and friends.

Provide Flexible Work Hours

You might want to let your workforce adjust their start and end times to accommodate their personal needs. For instance, you could give a range of times your employees can work, such as from 8 a.m. to 4 p.m., from 9 a.m. to 5 p.m., or from 10 a.m. to 6 p.m.

If your employees have project-based roles, you might focus on the number of tasks completed rather than the hours worked. This option would let employees set their schedules as long as their work is completed by the deadlines.

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