Flexible work that works for everyone



Ciaran Rowsome, CEO, FlexTime

Businesses can thrive in the ‘new’ working normal with the right tools

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In association with FlexTime

As Covid-19 spread around the world in early 2020 and offices were forced to close, those who could work from home did so immediately. Employers have had to adapt quickly to communicate, collaborate, share documents and manage teams virtually.

While no one plans the transition this way, it didn’t take long for employers to realize the benefits of flexible working. Since then, many CEOs have promised to work from home as part of the future of their business. Employees want it too. There has been a shift among employees towards companies that offer flexible working within the role, and the reason is clear.


Social advantages

For many, the most attractive benefit of remote working is the flexibility to meet personal and family obligations and life responsibilities. Flexible hours allow employees to work when they are most productive, feel fresher, and enjoy working. The fact that there is no commute to work means there is more time to spend with loved ones or to pursue other interests.

Allowing employees to choose their own hours gives them an increased sense of personal control over their schedule and work environment. It increases productivity and job satisfaction and has a ripple effect on retention. The built-in flexibility also reduces employee burnout, as they can take breaks when they need them most, not necessarily when the employer feels they should.

Benefits for the employer

The possibility of incorporating flexible working arrangements, such as changing schedules, fixed-term work or job sharing, allows individuals to have more control and flexibility in their working life. This leads to increased morale, commitment and employee commitment to the organization. It also reduces staff turnover, absenteeism and delays. The flow of projects and work increases because employees can work when they are most productive.

Flexibility and remote working options are proven to attract and retain talent. They promote inclusion and create opportunities for people who cannot work regular hours or get to a workplace. They also allow organizations to save huge amounts of rent costs.

Remote work strategy

Working from home seemed like a pipe dream in 2018, but the ultimate remote working experience of 2020 has led to a dramatic change in the way we work. Things will never go back to what they were before the pandemic.

Now the government is encouraging companies to embrace remote working and make it easier for employees who want to continue working from home after the pandemic is over. As part of the national remote work strategy, launched in January, employees have the legal right to request remote work. There is no guarantee that they will get it, but if the employer has no good reason to refuse, the employee can apply to the Commission des relations du travail.

The HR group, CIPD Ireland, recently hosted their annual Designing the Future of Work conference. There, he said the next challenge businesses will face will be balancing the new demands of workers with the realities of running a business. His research has shown that employees know there is another way to work and want to have a say in how it is deployed.

So what does it take to make working from home possible in the long run and how can employers and employees avoid the pitfalls associated with it? The answer is management. We talked about the benefits of remote and flexible working, of which there are many, but there are also challenges.

Traps for employees

Feelings of isolation: If some or all of your team is working remotely, they may develop feelings of isolation, loneliness, and stress, and may start to feel distant from everyone.

Right of disconnection: Employees may find it difficult to switch off and often feel pressured to work longer. In April, the government signed a code of practice on the right to disconnect, which means that all employees officially have the right to disconnect from their work to ensure a better work-life balance. It gives people the right to stop working outside normal working hours, including the right not to immediately respond to emails, phone calls or other messages.

But with greater working flexibility than ever before, it’s harder to define “normal working hours”. Companies need to ensure that there are limits in place to avoid an “always-on” scenario, where employees regularly respond to calls and emails outside of their working hours to facilitate others.

Assess the suitability: Employers have a crucial role to play in advancing the remote work agenda. It is important for employers to review their businesses to determine if remote working is suitable for their business model. While remote working is an option for many employers, not all roles are compatible with remote working arrangements. A hybrid working model can balance the efficiency and quality of life of remote working with the benefits of working with others. It is the most popular option among workers.

Traps for employers

Lack of communication: One of the main pitfalls of remote working is the lack of communication. Without a system in place, it can be easy for remote employees to miss work updates. What’s even more dangerous is miscommunication, which could be rampant without the right tools in place. A lack of communication can have a negative impact on projects and businesses.

Juggling times: Remote and flexible working can lead to confusion about employee availability. Managers may not know whether it is appropriate to contact employees at certain times, what the employee’s main working hours are, or whether a shared co-worker is working or not.

In team-oriented departments, teams still have to get together every now and then, which can require set guidelines and juggling schedules.

Compressed work weeks can make it difficult for clients to transfer – many clients expect service five days a week during business hours and can be difficult when a particular employee is unavailable. For this customer-centric reason, some customer-centric roles will only allow certain types of flexible hours.

Working from home is not an option for some roles, such as manufacturing and healthcare. This can lead to a two-tiered workforce with employers struggling with a need for fairness when only certain employees can work remotely.

Need for structure: While an employee needs structure, and many do, they may find it difficult to focus on their work when away from the office. While many people have been successful in working from home throughout the pandemic, there is still a misplaced perception that remote workers do not work as hard as their office mates.

Solutions for remote and flexible working

A formalized remote and flexible work management system allows the employer and the employee to control their time. The benefits of a bespoke time management solution are numerous and far-reaching, allowing employers to dedicate the necessary time to high priority projects, enabling real-time expense reporting and evaluation of hours and hours. most profitable hours for their business.

At FlexTime, our IT solutions help businesses provide employees with the work-life balance they desire and increase productivity, employee retention, and allow employers to easily manage and monitor work schedules remotely.

For large-scale retail or manufacturing businesses (or those that manage large groups of employees working shifts), FlexTime can facilitate better list management, attendance tracking, and increased productivity through real-time data analysis.

It is important that all employees feel fully supported and do not feel that they are being watched. FlexTime solutions act as an “honest broker” between employer and employee, as the well-being of both groups is taken into account.

Far from being a “one-size-fits-all solution,” FlexTime helps meet the needs of both employer and employee by providing a two-way solution that allows everyone to be their best in the work environment. FlexTime systems can be tailored to the needs of each business and its employees. It also offers many “off the shelf” service offers.

Effectively manage time as a resource

FlexTime’s VisionTime system offers the latest innovative and agile technologies for all time management solutions, whether fixed, flexible or remote. The system is easy to install without modification. It helps companies plan and manage work schedules. This allows for greater flexibility and productivity. It reduces absenteeism, the need for overtime, job rotation and increases employee accountability.

FlexTime offers additional and personalized services that include everything from project management to a better understanding of business needs, to system installation, comprehensive training on how to use the software effectively, as well as support. continuous customer.

FlexTime’s HR solution uses the latest technologies to increase the efficiency of the hiring, onboarding and compliance processes. Much of the process is automated, which helps strengthen policies and minimize errors. This allows companies to reduce costs and focus more on their employees.

Additionally, FlexTime’s alignment solutions help support Covid-19 social distancing protocols, allowing users to see how many staff are in an office and which offices are available at any given time.

The benefits of flexible and remote working outweigh the pitfalls, but good management remains essential to their success. With the right infrastructure, systems and support in place, challenges can be overcome and businesses can confidently enter the “new” normal of work.



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