Flexible working as the key to success

A working day that runs from Monday to Friday from 9:00 a.m. to 5:00 p.m. is hardly conceivable for many people anymore. For many companies this is already the reality. Since the world of work has gained more freedom as a result of digitalization, the personal needs of employees, which are part of flexible working, have become the focus. This model offers a number of advantages for both employees and employers, making flexible working increasingly attractive.

Flexible working models

While flexible working used to be approved on an individual basis, albeit to a lesser extent, companies today are under pressure to integrate flexible working practices into everyday life and to normalise them to some extent. The topic of flexibility concerns either the place of work or the working hours (e.g. flexitime). With flexitime, employees are free to determine their own start and end times within a limited framework. Another flexible time model is the compressed work week, where 35-40 hours are worked in less than the standard 5-day week. Part-time or shift work can also be made possible. Even job sharing is possible with a flexible working method. The goal is to balance work and private life. Location independence makes it possible to work from home, i.e. remotely, or in the traditional office.

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Overall, flexible working can lead to increased employee satisfaction. You benefit from flexible working hours or work part-time, which often fits better with your private life. In many cases, working hours are adapted to school and childcare times. Home offices are also becoming increasingly attractive. The activities can also be scheduled for the most productive phase of the day.

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Working from home, which involves reduced travel time, creates new opportunities to balance work and private life. But it's not just the time saved, but also the overall satisfaction that creates a better working atmosphere, because who wants to spend hours in traffic before work in the morning? 

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With flexible working, you can only work when there is actually something to work on. As an employer, you can decide when and how much work is needed. 

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Flexible working is often a plus for potential new employees, too. 

What needs to be considered during implementation? 

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• Clear agreements should be made. Expectations and framework conditions must be clearly formulated and communicated. 
• Every employee is free to decide whether to use flexible working. Not everyone likes working from home. Whether and to what extent the company’s offerings are used is up to each employee.
• The flexible working model is primarily based on trust. What counts in the end are the work results.
• The criteria for employee performance must be defined and documented in advance so that performance can be measured objectively.
• Employees who frequently work from home also have the right to feedback. Regular, constructive criticism, but also recognition and appreciation are important and must not be neglected under any circumstances.
• Quiet hours during which no calls or emails are answered must be observed, even when working from home.
• New opportunities for meetings must be made available so that they can also take place virtually.
• Joint team events are essential to strengthen communication within the team and cohesion.

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Rules for flexible working

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• Turn off devices after work. 
• Working models should be critically reviewed beforehand, as employees often feel uncomfortable without a predefined structure.
• Every employee should be made aware of responsibility and entrepreneurial thinking.
• Tasks, goals and deadlines must be communicated clearly.
• The work rhythm should be defined according to personal needs. 
• To promote social skills, networking must take place regularly. 
• Diligence is key when working flexibly. 
• Flexible working requires a high degree of self-organization. Employees should know their own strengths and weaknesses.

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