Flexible Working for the Over 50s Coventry
Flexible working policies are a key strategy for employers to both retain older workers and help them undertake the transition into eventual retirement. For employees aged over 50, flexible working can also have numerous benefits including reduced stress, greater freedom, and improved work/life balance, as this article shows.
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Flexible Working for the Over 50s
Research undertaken with older employees and those who have already retired shows that the majority would be prepared to stay longer in employment or return to work post-retirement if more flexible working options were available.
In later life many people still need and/or want to work for a wide variety of reasons, but also have many other commitments, ambitions, interests and claims on their time.
The drawback of course is that many employers have been slow to introduce flexible working policies for older employees even though they may have schemes in place for younger people with child care responsibilities.
Obviously such policies for older workers can only be introduced without damage to productivity, which can be an issue in smaller organisations. But evidence from those organisations that have done so shows that flexible working produces numerous benefits for employers. These include:
• A more motivated and engaged workforce - in a DTI Work Life Balance Survey in 2003, 75% of companies introducing these work practices said they had a more committed and motivated workforce.
• Reduced staff turnover – the same survey revealed that 60% of companies surveyed reported reduced turnover of employees.
• Reduced absences for sickness – a key factor which currently costs UK business billions a year.
• Infrastructure cost savings - savings in office/space costs can be made through flexible working.
• Social Responsibility – flexible working practices can assist individuals who find traditional working hours and practices difficult, such as those with disabilities or caring commitments.
Flexible options
“Flexible working” can take a number of forms, including:
• flexible working hours - this can range from allowing staff to come in or leave at different times throughout the working day to extending the working day to a 24/7 shift pattern.
• flexible job structures – part-time working, seasonal working, job-sharing and contract working are only some of the possible options to a traditional full-time, full-term job.
• flexible working locations - allowing staff to work from home can significantly enhance productivity, reduce travelling time and improve quality of life. Providing access to satellite offices, hot desks or other facilities can be equally beneficial.
Technology and the spread of broadband and satellite communication have an important role to play in facilitating flexible working practices.
However successful flexible working is not just about technology. It is also about trust, empowerment, cultural and attitudinal change and giving people the skills they need to work more flexibly. With the will – and a measure of innovative thinking – it can be done.
Click here for more information about flexible working for the over 50s
In later life many people still need and/or want to work for a wide variety of reasons, but also have many other commitments, ambitions, interests and claims on their time.
The drawback of course is that many employers have been slow to introduce flexible working policies for older employees even though they may have schemes in place for younger people with child care responsibilities.
Obviously such policies for older workers can only be introduced without damage to productivity, which can be an issue in smaller organisations. But evidence from those organisations that have done so shows that flexible working produces numerous benefits for employers. These include:
• A more motivated and engaged workforce - in a DTI Work Life Balance Survey in 2003, 75% of companies introducing these work practices said they had a more committed and motivated workforce.
• Reduced staff turnover – the same survey revealed that 60% of companies surveyed reported reduced turnover of employees.
• Reduced absences for sickness – a key factor which currently costs UK business billions a year.
• Infrastructure cost savings - savings in office/space costs can be made through flexible working.
• Social Responsibility – flexible working practices can assist individuals who find traditional working hours and practices difficult, such as those with disabilities or caring commitments.
Flexible options
“Flexible working” can take a number of forms, including:
• flexible working hours - this can range from allowing staff to come in or leave at different times throughout the working day to extending the working day to a 24/7 shift pattern.
• flexible job structures – part-time working, seasonal working, job-sharing and contract working are only some of the possible options to a traditional full-time, full-term job.
• flexible working locations - allowing staff to work from home can significantly enhance productivity, reduce travelling time and improve quality of life. Providing access to satellite offices, hot desks or other facilities can be equally beneficial.
Technology and the spread of broadband and satellite communication have an important role to play in facilitating flexible working practices.
However successful flexible working is not just about technology. It is also about trust, empowerment, cultural and attitudinal change and giving people the skills they need to work more flexibly. With the will – and a measure of innovative thinking – it can be done.
Click here for more information about flexible working for the over 50s