![]() ![]() The CIOs told ETR that they expect permanent remote working to double from pre-COVID-19 figures to 34.4% of the global workforce in 2021. This is partly because the pandemic has proven that it’s is possible for many workers to do their jobs well, if not more effectively, from home - even if some CEOs are heavily opposed to the idea. In fact, just yesterday, US car manufacturing giant Ford announced it would let employees work from home long-term - and it looks like the trend is here to stay.Īccording to a September survey of more than 1,000 chief information officers (CIOs) by US-based Enterprise Technology Research (ETR), 72% of their global workforce are working remotely. Once you find it, help to create an action plan that will help to propel the company to successfully implementing and managing workplace flexibility.Hardly a week goes by without a major company making headlines about its new working from home strategy to adapt to the future of work. Clearly, flexible work is available and out there. It also points to the disconnect between the two. ![]() The WorldatWork and FlexJobs survey is another great study showcasing the support of flexible work by employers, and the desire for flexible work of employees. This will help the organization move to something more formal and become a supporting partner in the flexible work movement. Prior to inquiring about flexible work options, create a plan that outlines different options and goals. If your current or desired employer doesn’t have a flexible work policy in place, don’t be afraid to present a plan of action. In some cases, you might find that the employer doesn’t offer flexible work, but with 80 percent of companies offering flexible work arrangements, you are more likely than not to find an employer that will support your goal of finding work-life balance. ![]() Don’t be afraid to ask about flexible work options.īecause 44 percent of organizations don’t properly communicate stance on flexible work options, without formal policies in place, it’s important to inquire about offered programs. In these cases, don’t shy away from applying. It could simply mean that discretion is left up to each department or each employee. The lack of written policy doesn’t necessitate a lack of participation. When job searching, just because the benefit isn’t listed on the website or communicated in the job description, doesn’t mean it isn’t offered. With only 37 percent of employers having a formal, written policy, it’s important to look past the formality of such programs. Here are a few takeaways for job seekers to consider: Don’t depend on formality.
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