Working models: promoting compatibility for all

In today's world of work, flexible working models are becoming increasingly important. They make it easier to reconcile work and family life and contribute to higher employee satisfaction and productivity. In this blog post, we look at how companies can successfully implement flexible working models in their everyday.

Changes in the world of work

Globalization, technological developments, and changing values have significantly altered the demands placed on the working environment. Traditional working models based on fixed working hours and a culture of being present in the office are increasingly incompatible with the needs of modern society. Flexible working models offer a solution to meet these challenges..

Types of flexible working models

• Flexitime: Employees can determine their own working hours within a set framework.

• Trust-based working hours (or working time on trust): Working hours are monitored by the employees themselves, based on trust rather than fixed guidelines.

• Part-time and job sharing: A reduction in working hours or the sharing of a full-time position between two or more people.

• Job sharing: Job sharing is a flexible working model in which two or more people share a full-time position. There are three main variants of job sharing:

  • Job splitting: A full-time position is split into two independent part-time positions.

  • Job pairing: Two employees share a position and are jointly responsible for the tasks.

  • Split-level sharing: Working hours and responsibilities are functionally divided, e.g., operational and strategic.

• Working time accounts: Working hours are recorded and can be flexibly balanced over a longer period of time.

• Sabbaticals: Long-term time off, often made possible by saved working hours or unpaid leave.

• Remote/home office: working from home or another location outside the office.
• Mobile working: perfect for those who often commute. Working on the road, often supported by modern communication technologies.

Advantages of flexible working models

Flexible working models offer numerous advantages for both employees and companies:

• Work-life balance: They enable a better work-life balance, which contributes to greater life satisfaction.
• Productivity and motivation: Employees who can flexibly organise their working hours and locations are often more motivated and productive.
• Talent acquisition and retention: Companies that offer flexible models are more attractive to skilled personnel (oder employees) and can retain them better.

Implementation of flexible working models in companies with strict working hours

Companies that require strict working hours or shift work face particular challenges when introducing flexible working models. However, there are ways to create more flexibility in these industries as well:

• Adapt shift models: Shift work requires particular flexibility. Instead of using rigid shift schedules, companies could introduce so-called 'self-organised shift models'. These allow employees to swap or adjust shifts themselves within certain parameters to better accommodate their individual needs. Such models have the advantage that employees have more influence over their working hours, which can improve the work-life balance.
• Part-time work and job sharing in shift work: Part-time models and job sharing can also work in shift work if planning and coordination are well organised. For example, a job-splitting model could be implemented in which two employees cover a shift together, giving both more flexibility.
• More flexible break regulations: Particularly in occupations where breaks play an important role (e.g. in healthcare), more flexible break regulations can be introduced. Break windows could be expanded to give employees more autonomy in how they organise their work breaks.
• Working time accounts for shift workers: By introducing working time accounts, employees with fixed shifts can also gain flexibility. Working hours accumulated over a certain period of time could be offset later in the form of days off or a shorter working week. This promotes a healthy work-life balance, even in strict working environments.
• Participatory planning: The introduction of flexible working models should be carried out in a participatory manner. This means that employees should be actively involved in the planning process. This way, their needs and challenges can be directly incorporated into the design of the flexible models. For example, regular workshops and feedback sessions could be organised to ensure that the flexible models align with the workforce's needs.
• Pilot projects and gradual introduction: For organisations that find it difficult to implement, pilot projects are a good way to test new models before they are fully implemented. This allows management to evaluate the impact on operations and make adjustments if necessary.

Conclusion

Flexible working models are a solution for promoting the reconciliation of work and family life. They contribute to higher employee satisfaction, productivity and the attractiveness of the company. Despite some challenges, flexible models can be successfully implemented through targeted measures and cultural change to create a sustainable and future-oriented working environment.

Literature :

Gärtner, M., Garten, T., & Huesmann, M. (2016). Flexible working models for managers. The state of research. Journal of Ergonomics, 70, 220-230. https://doi.org/10.1007/s41449-016-0038-3

Ternès, A., & Wilke, C.-D. (Eds.). (2018). Agenda HR - Digitalization, Work 4.0, New Leadership: What HR managers and management should not miss now. Springer Gabler. https://doi.org/10.1007/978-3-658-21180-6