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Frontline Workers Want Flexibility Too

Summary

This article examines the challenges facing frontline workers who cannot work remotely and are unable to benefit from the flexibility of hybrid work. Gallup's data suggests that these workers have lower engagement than other workers and are not particularly interested in remote work or work-from-home options. Instead, frontline workers value time flexibility more than location flexibility, with the most appealing flexibility options being the ability to choose which days they work, increased PTO and vacation time, and a four-day workweek. Employers should take this into account when designing flexibility and perk strategies to maximize frontline employee attraction, performance and retention.

Q&As

What percentage of American workers are fully on-site and unable to work remotely?
58% of American workers are fully on-site and unable to work remotely.

What is the engagement rate of fully on-site, non-remote-capable employees compared to other employee types?
Fully on-site, non-remote-capable employees have far lower engagement (29%) than fully remote workers (38%), hybrid workers (38%) and even on-site workers who are remote-capable (34%).

What types of flexibility do frontline workers value most?
Frontline workers value the ability to choose which days they work, increased PTO or vacation time, and a four-day workweek more than the ability to choose the hours they work, flexible start/end times, short shift lengths and flextime.

What factors contribute to the engagement gap between hybrid frontline workers?
The engagement gap between hybrid frontline workers does not seem to be directly related to the lack of remote work or work-from-home options.

How can employers maximize frontline employee attraction, performance and retention?
Employers should find a better way to listen to workers opinions on what flexibility options they value most and use Gallup’s Q12 engagement survey to ask questions that tie to their most important business outcomes.

AI Comments

👍 This article provides an in-depth look at the different types of flexibility frontline workers value and how employers can better understand their needs.

👎 This article fails to address the unique challenges frontline workers face, such as limited access to technology and lack of recognition from employers.

AI Discussion

Me: It's about frontline workers and how they want flexibility too. It looks at the different types of flexibility that workers value, such as the choice of which days to work, and how that affects their engagement level.

Friend: That's interesting. What implications does it have?

Me: Well, it highlights the importance of offering frontline workers the flexibility they need in order to stay engaged. It also shows that while remote work and hybrid work may be popular options for some, they are not always the best fit for frontline workers. Offering them options like day flexibility, increased vacation time, and shorter shift lengths may be more beneficial. Finally, it suggests that employers should take the time to listen to their frontline workers and understand what types of flexibility they value most.

Action items

Technical terms

On-site
Working in a physical location, such as an office or factory.
Hybrid work
A combination of remote and on-site work.
Remote-capable
Able to do work from a remote location.
Frontline
Employees who interact with customers or manufacture products directly.
Engagement
The level of enthusiasm and commitment an employee has for their job.
Flexibility
The ability to adjust work hours or location to better fit into one’s life.
Day Flexibility
The ability to choose which days one works.
Hour Flexibility
The ability to choose which hours one works.
PTO
Paid time off.
Flextime
Flexible start and/or end times.
Q12 engagement survey
A survey used to measure employee engagement.

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