According to latest research from the Chartered Institute of Personnel and Development (CIPD), more than half of organisations feel that their efforts to fill vacancies have benefited from the implementation of flexible working practices. A further 70% believe flexible working has a positive impact on motivation, which can help increase productivity.
However, the CIPD believes that there are constraints and businesses will only reap the benefits if flexible working initiatives are carefully managed. If business and employee needs are not carefully aligned, or one group of employees feel that they are getting a worse deal than another, then there is a danger that the benefits will be outweighed by the costs.
John Stredwick, co-author of Flexible Working, said that with the demise of the "cradle to the grave" employment pattern, flexible working practices could benefit employers and employees.
"They give people more control over when and where they work and this appears to mean more focused and motivated employees" he added. "The introduction of flexible working can help attract underused groups, such as parents and students, allowing organisations to compete in the war for talent."
Technical developments have made flexible working so much easier with options such as working from home. However there are some drawbacks and technology alone will not make flexible working successful, it merely supports and enhances flexible working.
The CIPD warns that employers who fail to manage flexible working initiatives will not reap the business benefits unless HR get line managers and staff to sign up for all the initiatives.
Steve Ellis, co-author of Flexible Working, said: "Flexible working, with all the technological and behavioural changes it requires, is merely a toolkit for improving the way the organisation currently operates. How managers choose to deploy these tools will ultimately determine whether the eventual results of flexible working are good or bad."
