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Workplace flexibility: beyond a ‘one size fits all’ approach

Lyndal Hughes by Lyndal Hughes

Workplace flexibility: beyond a ‘one size fits all’ approach

A curated approach to designing a strategy and operating model that embraces workplace flexibility.

“Not since the industrial revolution have companies really had to think about work design, about what tasks get done and where do those tasks get done, and when and how do you deconstruct work so that it’s done in an optimal manner”Nickle LaMoreaux CHRO, IBM ​- LinkedIn Global Talent Trends 2022

The genie is out of the bottle.

Whether those impacts were positive or negative, the expectations of the workforce have shifted so dramatically that flexible working is now no longer a ‘nice to have’.

Flexible working arrangements for many are now non-negotiable. 

And that’s ok.

  • 63% of professionals selected work-life balance as their top priority when picking a new job (this was the highest priority – even above compensation and benefits at 60%) LinkedIn Global Talent Trends 2022
  • 82% of business leaders plan to maintain a partial work-from-home structure even after COVID-19 is no longer a threat. Gartner, 2020

Download our ‘point of view’ below to read more on:

  • The issues of flexible as the new default
  • The challenge for leaders
  • The mindset shift required 
  • Benefits to you and your business by following our approach to flexible work

If you feel ready to make hybrid working work for you and your business and want to learn how you can best prepare for hybrid work, please reach out to one of our experts:

Charlie Waterkeyn (UK) – charlie.waterkeyn@q5partners.com 

Vickesh Kambaran (Australia) – vickesh.kambaran@q5partners.com

Julia Freund (New York) – julia.freund@q5partners.com

Jamie Scott (Houston) – jamie.scott@q5partners.com

Read the full article

Our ‘point of view’ on workplace flexibility can be accessed here.

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