HR departments continue to place emphasis on the importance of flexible working, where employees can change their hours to adapt to their lifestyle, and staff wellbeing. As a result, global mobility professionals have an important role to play to ensure their relocation contracts support flexible working and staff wellbeing.
Flexible working not only includes the hours worked but also the techniques used to complete tasks. Where flexible working is permitted, or even encouraged, employees are able to adapt how they work to suit their personal methods of working. Location is also a major factor involved in flexible working, for example allowing employees to work from home or in another location that is out of office.
The benefits of flexible working are mutual for the employee and the employer. Employee morale is increased through offering staff members the freedom to make their own decisions. A change of scenery can also help to motivate employees. As a result, productivity will be increased as employees are able to adapt their working methods to suit their personal skillsets. When flexible working is established as a formal contract, it will become a regular part of working life. In other instances, flexible working is introduced on an informal basis when it is needed. Although this method of working should offer the same benefits, it can mean that the work day is disrupted. It is important to carefully monitor the progress of employees working in this manner.
In terms of global mobility, flexible working may include travelling, assignments or relocation based on the needs of the business. In order for this to be successful an individual must be able to adapt and the contract must be negotiated to ensure it is beneficial for everyone. This is where wellbeing comes in.
Wellbeing, although difficult at times to define in a corporate situation, refers to a person being happy, healthy and comfortable. The difficulty arises when establishing which aspects of an employee’s wellbeing the employer is responsible for. For example, a work place issue such as the working environment is very obviously the employer’s responsibility. Whereas, negative impacts on an individual’s wellbeing caused by personal life circumstances are more difficult to provide support for. Which areas of wellbeing are addressed is ultimately at the discretion of the company’s policies.
Global mobility professionals do have a responsibility to ensure that their employees are supported throughout their assignments or relocation. Although working flexibly abroad can improve productivity, it can lead to staff becoming over-worked. Careful management of the hours spent travelling and working will ensure that an appropriate work-life balance is established.
So, flexible working and wellbeing are closely linked. To ensure that neither one compromises the other, and working abroad remains mutually beneficial, global mobility professionals must work together with their employees to establish the best methods to maintain a positive work-life balance.
If your company is ready to take advantage of the benefits which come from sending employees abroad, consider Baggage Hub’s budget friendly corporate services to help make moving stress free.