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

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

• Develop a strategy for listening to the voice of employees to understand what flexibility options they value most.
• Use Gallup’s Q12 engagement survey to ask questions that tie to the most important business outcomes.
• Implement flexible start and end times, increased vacation time, and a four-day workweek to maximize frontline employee attraction, performance, and retention.

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.

Similar articles

0.90642035 3 Leadership Strategies for a Strong, Flexible Work Culture

0.9016018 Nearly half of workers say they’d quit over full-time return-to-office mandates

0.9005727 In a Tight Labor Market, Employees Bear the Burden

0.8924457 6 Workplace Trends Leaders Should Watch in 2024

0.8895639 Hybrid jobs surge as remote jobs plummet