Articles

Does Your Organisation Maximise Its Own Flexicurity?

The concept of Flexicurity has long been debated as a model for the modern welfare state.  With job security currently a topic of discussion everywhere, the balance between security and flexibility has never been more important in the workplace.

People who demonstrate positive flexibility in their approach to work, their job role and their working hours are always more desirable as employees, and modern organisations are increasingly demanding flexibility as standard.  Yet organisations are not always filling their side of the flexibility bargain.  Legislation doesn’t always help as employers check their legal responsibilities rather than their competitive ones.

Becoming a flexible employer isn’t just about offering flexible hours, taking a more flexible approach to career development has enormous benefits for organisations that want to attract and retain talented people.

In organisations that create innovative career paths, ones that offer increased recognition and reward for increased competence and contribution without demanding that talented people take on management responsibility can deepen and strengthen the core competence of the business.  Allowing talented people managers to develop, motivate and challenge employees without insisting that they do their employees jobs better than them frees people to make differing yet positive contributions.  These considerations are just as important as thinking through flexible hours, sabbaticals and home working. 

Is it time to think through your flexibility and security balance?  Contact:

Claudine McClean
T: 01789 734333
E: claudinem@predaptive.com