What exactly is ‘flexidus’ and how can employers manage it?

For many employees who currently have work-from-home flexibility, the tide is changing with an increasing number of employers demanding people return to the office. However, employees are unwilling to give up their flexible working arrangements only to be forced back into commuting and working in a set place at fixed times. With these opposing views, the potential that employees will leave their job and look for new opportunities that offer greater flexibility is very real, contributing to a new a career phenomenon known as ‘flexidus.’

What are the risks with forcing employees back to the office?

Forcing employees back to the workplace comes with its risks. Poor relationships between employers and employees can develop due to a lack of understanding between preferences, needs, and expectations, and has the potential to leave both parties feeling exploited and taken advantage of. It also indicates a disconnect between employees and employers about what a job constitutes, what is expected from each party, what one is willing to give, and what benefits one can expect to receive.

Employees versus employers

Employees who demonstrated their capacity to work remotely and deliver when lockdowns and travel restrictions were mandated, reported better work-life balance, less time commuting, and more physical activity. In the wake of the pandemic, work has also become less important for many, with the preference to focus more time on personal lives rather than appeasing employers.

On the other hand, employers worry about the dissipation of work culture, drops in innovation due to a lack of spontaneous meetings and discussions between employees interacting in a workspace, and the absence of bonding between team members.

What can managers do to help mitigate flexidus?

Communication between employers and employees is one of the ways to help address the likelihood of flexidus. If there is a lack of communication, a lack of trust, or differences in expectations between employers and employees, then the first step is to actively facilitate better communication between managers and their teams.

Employers should also look at building capabilities in terms of managing remote, hybrid and flexible employees before any drastic workplace changes are made. Identifying structural or organisational barriers, and providing adequate tools and resources to managers is key in supporting them when converting old processes to a new way of working.

Employees and employers are at loggerheads, with four out of five flexible workers desiring work-from-home flexibility, and many employers demanding a return to the office, business owners must take proactive steps to mitigate flexidus. If you need support navigating the changing expectations of workers, get in touch with our team today.

Find our articles helpful? Remember to follow us on Facebook, Instagram or LinkedIn to keep up to date with our practical tips and information for business owners and managers.