Ruth Gawthorpe en Leadership, Directors and Executives, HR Executive Director of People • Abodoo 1/8/2017 · 1 min de lectura · +400

Pay Rise v Flexible Working. Which would you choose?

Pay Rise v Flexible Working.  Which would you choose?

Research has shown that many workers value flexible working over a pay rise! The number of CEO’s who are taking the opportunity to reflect on this and to include flexible working options into roles wherever possible is gaining ground.

We’re currently working with a London based company who ventured into a remote working pilot because they were finding it difficult to attract contact centre level workers. 

The salary they offered was at market rate but the high cost of travel into central London was putting the best talent off.
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We looked at a range of Flexible working options which included:

- flexible or part-time hours

- full-time home working,

- part-time home working

- a combination of mobile and hub working,

- a combination of field working/home and hub working

- a combination of home and office working

We’ve piloted these and the company has eventually settled for a combination of full/part-time remote working including the set up of 2 new regional hubs in rural areas of for which they have received some funding.

There are no rules. 
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It depends what suits your organisation, it customers and your people. We can help you think through the options, bag the best talent and retain them.

The proof of the pudding is beginning to be displayed in their ability to bag the best talent in the market and in their improved retention figures.

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Ruth Gawthorpe 1/8/2017 · #2

Thanks for your points. Very well made. Here at Abodoo we have experts who have faced the issues you mention and have learned the lessons of remote working over a 7 year period and we want to share our learning with other organisations. Remote working is good for the employee, the employer but also society as well. Thats why we are so passionate about our 'movement' #1

Numo Quest 1/8/2017 · #1

As experienced in IT, also specifically in early flexible/remote working and teleconferencing, mid nineties of last century, we were working on a number of possibilities for a large international. Since IT's focus is on strategic gain, in this instance reducing costs, it may become understandable that if you prevent half the staff from traveling, you are talking about millions of immediate savings that partially can be invested elsewhere. WinWin. By fully implementing access from anywhere tot the networks, mind you, this is pre LAN/WAN era, telephone lines only, we had to think very smart and achieved to prevent over 50% of the expats to even travel more than half.

Three elements of utmost importance to consider...

1. Security
Remote working will pose a closer eye and investment in security and control
2. Not every discipline is suited for remote/flexible working
Think production work, think transport, think factory work, think stock and shop work. It basically is limited to smaller and free disciplines and jobs as well as office automation for the more flex disciplines such as traveling representatives, IT staff, Internet developers.
3. Not every person is suited for remote or flex working
Not everyone has self discipline or stability or perhaps unstable situation to work remote. Working remote partially can be monitored but we know out of experience that it may take a very long time to detect some simply don't have 'it' bud are real masters in hiding that.

Great Publish