Flexible Work Arrangements Attract And Retain Talent — Here’s Why

Have you changed the way you conduct your business since the pandemic hit?

Clearly, the coronavirus has widely impacted the global workforce. Safety protocols and distancing measures have forced us to adapt, with technology serving as the driving force behind all the changes. We now have digital spaces, which offer a safer, and sometimes more efficient, alternative to physical spaces. With the emergence of this alternative comes an evolving Indonesian workforce, one that seeks more flexible work arrangements.

More than half of the Indonesian workforce now desire flexible work arrangements, according to JobStreet’s Decoding Global Talent report. While this is one percent lower than the global average, it is still among the highest in Southeast Asia. It also speaks to the growing “digital nomad” trend that began even before the pandemic, particularly in tourist spots like Bali and Canggu.

Jobseekers have evolved with the times. In order to attract and retain talented employees, hirers must be more open to catering to their needs. So now, more than ever, is the best time for you to seriously consider flexible work arrangements. Most companies do this by implementing a remote work setup — or, at least a hybrid (combination of on-site and remote work) one — while giving employees flexible work hours.

Increase in productivity Groundbreaking change does not happen overnight. It usually happens gradually, as is the case with remote work. What started out as a temporary solution is now fast becoming a viable new way to work.

There are many benefits to working at home and at flexible hours. For one, precious time is no longer wasted in daily commute or traffic jams and work can be done at optimal hours. This means maximized productivity, specifically in work that can be accomplished outside the office. If you have independent-minded and goal-oriented employees, then remote work may work well for your organization.

Prioritization of mental health Unfortunately, the human element often gets lost in conversations about productivity. All of us, hirers and employees alike, have had to deal with the pandemic and all the resultant changes on a human level. Employees, especially, want to work for companies that have a great appreciation for the emotional toll that this pandemic has taken.

One of the advantages of flexible work arrangements is that it promotes healthy work-life balance. As long as proper guidelines are placed and observed, companies must allow workers some time to attend to personal matters. Combat the common mindset that working online means never taking breaks. You can correct this false notion by giving employees “virtual coffee breaks”. Making workers know that it is okay to step away from their screens from time to time can be helpful for their overall mental health.

Completely remote work has its challenges and limitations. Working from home can be stressful for parents of young children, as they will need to balance their responsibilities at home and at work. It can also be hard for people with difficult living conditions, wherein a space outside their home dedicated to work would be more preferable. Most importantly, communicating in person will always have benefits that cannot be simulated by any digital platform. This is where flexible work arrangements, or “hybrid work”, comes in.

A hybrid work setup can be the best way for hirers to attract and retain talent. It will give employees flexibility and the option to continue working remotely or in the office. Not only will this cater to your employees’ needs, but it also falls perfectly in line with the reality we are faced with. Going back to how things were pre-pandemic will not happen instantly. The process will be more like a gradual transition.

Because safety protocols will still need to be met in the foreseeable future, offices still cannot function at full capacity. A hybrid setup, combined with flexible work hours, can help minimize the number of employees in the office. Companies can also rethink how to best optimize their workspaces. The added spaces that will be opened up can be used for additional conference rooms to encourage more collaboration. It can also be used for recreation or team motivation to boost employee morale.

Some jobs would require or at least be best performed through physical interaction and in synchronous time. Meanwhile, other jobs can be carried out remotely and asynchronously with the right support systems and infrastructure.

Even hiring can be done online, given the right tools. Hirers can greatly benefit from digital recruitment strategies. If done properly, you will soon find yourself attracting and retaining talented employees looking for remote flexibility.

The 9-5 work schedule should no longer be considered mandatory, especially for remote work, where working conditions differ. In a flexible work arrangement, companies should provide a wider work window for employees. Agreed upon work schedules should be based on the hours they feel that they will be most productive.

Make sure the arrangement is ideal for your organization. Learn how to balance out the resources spent for on-site and remote work setups. From there, you can work out a flexible work arrangement. You can determine work set-ups based on role; remote work for jobs that can be done outside the office and on-site work for jobs requiring physical interaction.

You can also offer remote employees the option to work on-site on some days, especially for projects that will need closer collaboration. For people with specifically on-site jobs, companies may want to consider giving them remote work roles or additional off days as a benefit. The important thing is that all employees feel they have ample flexibility and equal opportunity in terms of work hours and work setup.

Use the latest productivity apps to monitor work and productivity. Studies show that flexible work arrangements do not significantly affect employee productivity, which is why oversight and regulation should be balanced with flexibility. As a manager, you must make sure workers are producing results. But it is also your responsibility to safeguard their well-being, especially in these unprecedented times. After all, productivity is best when it is sustainable.

Being away from the typical office setup for this long can also be difficult for some employees who get their energy from social interaction. Managers should combat employee alienation by fostering virtual connections, either by regular video conferencing or even through simple messages of encouragement or thanks. People these days want to feel that their work is appreciated and that they are still part of a team, whether they work in or outside the office.

There are several recruitment strategies to attract and retain talent in Indonesia. But above all, hirers need to be more sensitive to the needs of employees, especially in these changing times.

On 5 October 2020, Indonesia's People's Representative Council (DPR) passed Law No. 11 of 2020, also known as the Job Creation Law. Since then, it has been under fire for purportedly giving leeway for abusive employers to exploit their workers.

Now, it is all the more important for businesses to prioritize creating a healthy workplace environment for their employees. Instead of taking advantage of the leniency of the Job Creation Law, seek alternatives that would benefit Indonesian talent, such as flexible work arrangements. With such a set-up, you can help usher your organization into the future, whatever changes there may be in store.

Work proactively to protect the rights and well-being of your candidates. By doing so, you also increase the chances of attracting and retaining talent, especially those who are aware of their rights.

Now that you have learned why flexibility is important in the workplace, make sure to inspire those in your network to build #JobsThatMatter. Share this article on your social media accounts to reach more people.

To work with the very best, use Talent Search and find the right candidate for the #JobsThatMatter to your organization. Visit the Employers Insights Page for useful information that can help improve your recruitment process.

For more insights on how Indonesians view the post-COVID-19 workplace, download the Decoding Global Talent report. You can also dive deeper into what jobseekers want by using our Laws of Attraction resource.