The Flex Factor

aut6 2016 A recent survey by Vodafone in the UK has shown that flexible working has become mainstream and attitudes are predominantly favourable.

Those who have experienced strong flexibility in their working habits cite much higher job satisfaction and commitment. When flexible working is adopted as part of a proactive reciprocal partnership between employer and employee, that integrates both personal and organisational goals, it can act as a small but nonetheless significant driver of organisational innovation, performance and productivity. Vodafone points out that if optimised more widely, this could unlock billions of pounds worth of social and economic value.

Admittedly though, a significant amount of ambivalence and suspicion still remains. For some the result is either a complete lack of flexibility, or an uneasy, transactional and ‘weak’ form of exchange between employer and employee, with only limited gains and significant costs. To increase optimal adoption, and close the gap between weak and strong flexibility, Vodafone proposes some initial recommendations under the following themes:

  • A renewed psychological contract
  • Innovation in human capital measurement and tracking
  • Encouraging innovation in work
  • Investment in the flexible infrastructure

You can access the whole study here: