Citrix partnered with The Work Foundation, part of Lancaster University, to host in-depth interviews with academics, business leaders and the public sector with the aim of gaining deep insight into current attitudes, opportunities and barriers around flexible working.
2. 70%
50%
2017 - THE YEAR OF THE
MOBILITY ‘TIPPING POINT’
50% of UK organisations will have
adopted mobile working policies by 2017
when working away from the office becomes as
common as working solely from a desk
In 2020 this figure will have
reached 70%
4. 37%
22%
28%
24%
CULTURAL BARRIERS
There are still a number of issues to be addressed
if employees and businesses are to fully reap the
rewards of working away from the office.
of managers believe
mobile working will
result in them working
longer hours
say it makes them feel
disconnected from
their team
felt it could block them
from overseeing the
work of others
claimed all work in their
organisation is currently
carried out in the
company premises
5. 82%
believe it will require
changes to employment
terms and conditions
84%
believe it will require
changes to performance
management
75%
HR BARRIERS
claiming it will be
challenging for their
organisation
Managers believe implementing flexible
working will create significant work for the
HR department with:
6. As such….
The most successful forms of mobile
working will be achieved when the
benefits to the organisation and the
individual are aligned.
Implementing flexible working
requires three key commitments.
7. 1
Chief Executives and board members should set
an example with their own approach to mobile
working and wellbeing, setting out to lead
cultural change in which employees are
measured on outputs rather than visibility
Leadership
8. 2
Mobile working policies should be transparent
and visibly agreed with staff, with focus on
outputs and outcomes rather than ‘presenteeism’
and hours worked
A new approach to
people policies
9. 3
The introduction of new technology and new
ways of working takes time, careful planning and
implementation. It is critical to ensure that
individuals are comfortable with their technology
and recognise individual preferences
Careful planning
10. 321 4
Increased
productivity
A WINNING FORMULA FOR
FLEXIBLE WORKING
Improved employee
wellbeing
Talent attraction
and retention
Reduction in
accommodation costs
The Work Foundation highlights four principal reasons
why organisations should take steps to develop and
implement such policies with their employees:
11. Source: The Work Foundation (2016) Working Anywhere: A Winning Formula for Good Work?
