2021: Flex it up!
We are all getting back into it after our summer break here in New Zealand and people I’m talking to are clearing the way and setting their priorities for 2021.
A trend I’m noticing is that people are thinking about wellbeing and how to use flexible work as part of that puzzle.
2020 gave us a crisis to react to and most agree that New Zealand fared well. We went hard and went early with our lockdown, got our infrastructure in place, leading to an enviable recovery from a health and economic perspective, compared with many other countries of the world.
It wasn’t without its consequences, especially from a wellbeing perspective. It also opened our eyes to the possibilities of working differently, beyond the realm of crisis mode. Otago University’s research has given us a New Zealand story to show that a massive 89% of us want to be able to work remotely in future.
Focusing on wellbeing while realising the potential of working differently, have formed two key strands in many business leaders’ thinking when it comes to their people strategy for 2021.
I’ve previously written about the best way to approach a wellbeing strategy - giving people opportunities to do what they value and have reason to value. One obvious way of achieving that is through a fresh and bold approach to flexible work.
Most workplaces are not starting from zero when it comes to flexibility. In my experience flexibility is mostly confined to formalised part-time work or informal flexi-hours. There is so much more we’ve yet to explore, including:
Compressed hours
Four-day week
Job-sharing
Term-time working
Remote working
What could you try in 2021 to dial up flexible work and wellbeing for people in your workplace?
If you need some help check out my refreshed offer. There’s tailored support for:
Executive leaders
People managers
Whole workforce
HR professionals - check out the Flexpert Community
Photo byPark Troopers onUnsplash