Written by Amélie Chanda, Program Manager, pointAÂ
A recent survey conducted by Spark*Advocacy on behalf of the Public Service Alliance of Canada revealed that most Canadians think flexible work arrangements are good both for productivity and well-being. Most of the survey respondents believe that when employees are working remotely, they are more creative, passionate, happier, and more enthusiastic about their work. This same survey also indicates that two- thirds of respondents think employees working remotely are more efficient, better able to concentrate, and have more energy and focus.
As organizations face increased competition for top talent, flexible or alternative work arrangements (i.e., outside of the traditional five days of in-person work) are becoming more than just a perk. To attract and retain employees, businesses need to explore alternative models that prioritize flexibility and work-life balance, while also adhering to return-to-office mandates that promote the benefits of in-person work. There’s no one-size-fits-all solution. Instead, companies should consider a range of arrangements that align with their operational goals while supporting their workforce. In doing so, organizations can also save employees money on commuting and shrink the organization’s carbon footprint.
In this blog post, we’ll explore the various types of alternative work arrangements to help organizations determine what might work best for their workplaces and teams.
1. Compressed Workweek
A compressed workweek allows employees to complete their full-time hours over fewer days, such as working four 10-hour days instead of five 8-hour days. This arrangement provides an extra day off, enhancing employee work-life balance. From an employer’s perspective, it’s a compelling strategy to attract new talent and improve job satisfaction. Businesses that operate on project timelines or have flexibility in daily outputs can find this model particularly beneficial. Organizations with longer shift hours such as manufacturers or those which operate seven days a week could also benefit from this arrangement.
It should be noted that some organizations use compressed workweek as a four-day workweek model, which is discussed below.
2. Flexible Working Hours
Flexible working hours empower employees to choose when they start and end their workdays, provided they complete their full hours and adhere to core working periods for collaboration. For example, at pointA, our core hours are between 10:00 am and 3:30 pm, which means employees can start between 7:30 am and 10 am and end their workday between 3:30 pm and 6:00 pm, respectively. Meetings are typically scheduled within these core hours.
This arrangement is ideal for employees balancing personal commitments, such as childcare or education, but also supports those employees who may want to avoid the usual rush hours by getting to work earlier or arriving later. By offering this flexibility, organizations can improve morale and foster a sense of trust and autonomy. However, it may require clear guidelines to ensure team coordination, especially in customer-facing roles where availability is crucial so team members can cover for each other.
3. Job Sharing
Job sharing or Full-Time Equivalent (FTE), involves two employees working part-time schedules to collectively fulfil the responsibilities of one full-time role. While this arrangement appeals to individuals seeking reduced working hours, it’s less common due to its impact on salary and benefits. For businesses, job sharing offers an opportunity to retain skilled employees who might otherwise leave due to personal commitments, and it provides a diverse perspective on shared tasks. This may also be ideal for workers who are returning to work, such as those returning from parental leave and do not want to work full-time hours.
It should be noted, though, that this is not the same as work sharing. The federal government offers a work-sharing program that allows employers facing financial downturn to enter into agreements with their employees and Service Canada to reduce work schedules and salaries (by at least 10%) while allowing the employee to collect EI. You can read more about this program and how to apply at the Employment and Social Development Canada’s website.
4. Proximate Commuting
Proximate commuting involves assigning employees of multi-worksite organizations to locations closer to their residences. This strategy reduces commuting expenses and time, alleviates stress, and contributes to environmental sustainability by lowering traffic congestion and pollution emissions. It’s a win-win for employers aiming to reduce employee turnover and for individuals seeking to improve their daily quality of life.
This working arrangement isn’t just for larger organizations with multiple offices as businesses with coworking memberships may have access to this feature too.
5. Remote or Hybrid Work
This is the most common type of alternative working arrangement that increased significantly with the pandemic. Remote or hybrid work encompasses any arrangement where employees work from a location other than their usual office location, typically from home. This model boosts employee satisfaction by providing greater flexibility and can eliminate long commutes. However, businesses must address challenges such as maintaining secure and functional off-site workspaces and establishing clear objectives and communication protocols to ensure continued productivity and team cohesion.
Each of these flexible work arrangements offers unique advantages and can be tailored to meet the needs of both employees and businesses. By adopting one or a combination of these models, organizations can create a more adaptive and attractive work environment that aligns with modern expectations.
6. Four-day workweek
While less popular than remote or hybrid work, global pilots of a four-day workweek started in the pandemic with the introduction of the 4 Day Week Global non-profit organization that started trials with organizations worldwide. This concept is not new and goes back decades. Most four-day week work models are 80/100/100: 80% time (typically 4 days instead of 5 eight-hour days) at 100% pay and 100% productivity.
The rationale behind this model is that productivity can be maintained because of technological improvements, especially with artificial intelligence and that employees should be for their outputs and deliverables, not on the amount of time they spend on the job.
7. Averaging Hours of Work
Averaging hours of work involve averaging agreements or plans in which employees work more to “bank” the time for the future, which can be taken as time off. This is best for employees who work non-standard hours (e.g., workers on 12-hour shifts). Typically, employees keep averaging to two weeks or else it may be hard to keep track of the time. Depending on the province, organizations with employees under such agreements must pay overtime pay.
Challenges and Considerations
While alternative work arrangements offer significant benefits, they also come with unique challenges that employers must address to ensure their success.
One of the primary challenges of flexible work arrangements, particularly remote and hybrid models, is maintaining a sense of team unity and fostering effective communication. Without regular, in-person interactions, employees may feel isolated, which can impact collaboration and morale.
- Solutions: Implement regular virtual check-ins, team-building activities, and clear communication protocols. Utilize collaboration tools like Slack, Microsoft Teams, or Zoom to ensure everyone stays connected and informed.
Traditional methods of assessing employee performance may not align with flexible work models. For example, remote work often shifts the focus from hours worked to results delivered, requiring a rethinking of performance metrics.
- Solutions: Develop clear, outcome-based goals and performance indicators. Ensure that managers are trained to evaluate productivity based on deliverables rather than physical presence. Use project management tools like Asana to track progress and provide regular feedback.
Flexible work arrangements can sometimes lead to perceptions of inequality if some employees feel they have less desirable schedules or workloads. Additionally, the lines between work and personal life in remote settings can be blurry which can result in overwork and burnout.
- Solutions: Establish transparent policies to ensure all employees have equitable access to flexible arrangements. Encourage regular breaks and set clear boundaries for work hours, especially for remote workers. Promote a culture where taking time to recharge is normalized and supported.
As the workplace continues to evolve, embracing flexible work arrangements is becoming a strategic necessity. These innovative solutions can help businesses attract top talent, enhance employee satisfaction, and boost overall productivity. However, implementing these changes requires careful planning, clear communication, and the right tools to address potential challenges and ensure long-term success.
At pointA, we specialize in helping organizations transition to flexible work arrangements tailored to their unique needs. Our team offers expert guidance on creating policies, optimizing operations, and maintaining a cohesive and productive workforce. Ready to transform your workplace? Book a call with us today to learn how pointA can support your journey toward a more flexible workplace.
