Flexible working promotes engagement, claims CIPD

2/20/2012



Flexible working, whilst allowing employees to navigate the muddy waters of the work/life balance, also permits a boost to employee engagement.

That's according to Mike Emmott, employee relations adviser at the Chartered Institute of Personnel and Development (CIPD), who believes that flexible working in all its forms - part-time, flexitime, term-time, job sharing or working from home - is "good for the individual involved and the company as a whole".

In addition, Emmott cites research that indicates employees on flexible contracts are more engaged than those on standard hours - something that a CEO may want to consider.

"They are more committed to the organisation and feel more fairly treated. They are also less likely to take time off," he said, cited by Tax Assist.

"Firms of all sizes get business value by offering flexible working to their employees, increasing the talent pool from which to recruit and enabling them to retain the good people they already have."

Emmott's comments come after the government promised to extend the right to request flexible working to all employees by 2015 while a Vodafone UK study suggests flexible working has a bigger impact on job satisfaction than more tangible benefits such as shares, bonus schemes and pensions.














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