The benefits of flexible working

The benefits of flexible working

posted 09 Apr 25

David Potter

Flexible working has become more than a perk – it’s an expectation. Whether it's hybrid schedules, remote-first models, or compressed hours, professionals across all sectors now view flexibility as a core part of an attractive role. 

For businesses, this shift brings opportunity. Done right, flexible working improves retention, enhances performance, and creates a more resilient workforce. 

We’re speaking to professionals every day who are prioritising flexibility. It’s not just about where they work, but how they work best. Employers who understand that are seeing the biggest gains in engagement and loyalty.

David Potter, Managing Director of Technology at Henderson Scott

1. Building a flexible working policy that works   

Flexibility looks different for every business – and every role. A clear policy provides structure while leaving room for individual needs. 

  • Start with business goals: Define the outcomes you want to achieve from offering flexibility, whether it’s talent attraction, productivity, or wellbeing. 

  • Engage your people: Ask teams what flexibility means to them. Understanding their priorities helps design policies that actually deliver. 

  • Be clear, not rigid: Provide guidelines, not rules. Outline core hours, communication expectations, and eligibility – while allowing for manager discretion. 

2. The impact on retention and performance    

Flexible working isn’t just a feel-good initiative – it drives measurable outcomes. 

  • Improved retention: Employees who feel trusted and supported are more likely to stay. Flexibility is often cited as a top reason for remaining with an employer. 

  • Enhanced productivity: Many professionals report being more focused and effective in a flexible setting, particularly in knowledge-based roles. 

  • Broader talent pools: Removing location barriers can help access underrepresented or harder-to-reach talent groups. 

3. Balancing business needs and flexibility requests  

It’s possible to offer flexibility without sacrificing business outcomes – but it requires clarity and communication. 

  • Define what’s non-negotiable: For some roles, in-person collaboration or set hours may be essential. Be upfront about this from the start. 

  • Equip managers: Line managers are key to making flexible working successful. Provide training on handling requests fairly and maintaining team cohesion. 

  • Review and adapt: Regularly evaluate how your policy is working. Are employees using it as intended? Are team dynamics or output affected? 

4. Embedding flexibility into company culture  

A policy alone won’t create a flexible culture. It needs to be lived, visible, and embedded at all levels. 

  • Lead by example: Leaders should actively use flexible working themselves and talk openly about how it supports their work. 

  • Communicate regularly: Keep conversations about flexibility open. Pulse surveys, one-to-ones, and team retros help maintain alignment. 

  • Celebrate outcomes: Share stories of how flexible working has supported performance, wellbeing, or innovation. It reinforces buy-in and encourages adoption. 

Flexible working is no longer a temporary fix – it’s part of how high-performing organisations operate. The benefits are clear, but they don’t happen by accident. Success lies in intentional, people-led design. 

"Flexible working is about trust. When professionals feel empowered to do their best work in a way that suits them, they repay that trust with commitment and results. That’s when businesses really see the impact." 

By building flexible policies that support both people and performance, businesses can create workplaces that attract top talent and adapt with confidence in a changing world. If you are looking to attract and retain top talent, get in touch with our dedicated recruitment team for the support you need.

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