Embracing flexible work: your guide to the remote revolution
07 Apr 2025
The future of work is flexible. No more 9-to-5 office hours or rigid work structures – employees today want to decide when, where and how they want to work… and they’ve come to expect it too.
According to the Bureau of Labor Statistics, as of August 2024, 22.8% of US employees (35.13 million people) work remotely in some form or other. YouGov data reveals that 36% of American employees would prefer to work fully remotely (36%), followed by hybrid mode (28%) and working from the office every day (27%). Around 10% of job postings in the US now offer remote or hybrid work opportunities, while 64% of employees claim they’re very likely to pursue other job options should they be denied the option of remote work flexibility.
It’s clear then that remote work is here to stay, and we’re seeing the same trend locally too. Flexible work policies attract motivated workers, reduce turnover and enable businesses to survive unexpected disruptions. From a people perspective, businesses that fail to adapt to this (not-so-new) way of working, risk losing their top performers to organizations offering a better work-life balance.
At HelloKindred, our agile talent solutions embrace the many benefits of remote working. Let’s take a closer look, as well as some practical tips for implementing successful and flexible work models in your organization.
The benefits of remote work
Faster growth
Organizations that offer remote working are growing twice as fast as those that stick to traditional office models: fully flexible companies saw a 5.6% growth in their headcount while companies adhering to rigid five-day office schedules only saw a 2.6% growth. While not all companies can offer work-from-home options to all employees due to their work or team structure, these statistics make a compelling case to certainly try to, wherever possible.
Increased productivity
According to Salesforce, 83% of remote workers report higher productivity levels. This is because they experience fewer distractions, such as impromptu meetings or office noise, allowing them to focus better on their tasks. Employees can work during their peak productivity hours, leading to better efficiency and higher-quality output, while the flexibility to create personalized work environments helps many employees perform better.
Cost savings
Remote or hybrid work models benefit the bottom line too, enabling businesses to cut down on office-related expenses such as rent, utilities and other overhead costs. IBM estimates a real estate cost savings of over $50 million, directly resulting from remote work.
Access to a broader and more diverse talent pool
Remote work allows companies to hire highly skilled professionals without being limited by location or geography, gaining access to experienced professionals from around the world and promoting diversity and innovation in teams.
Improved work-life balance
With the increasing demand for a better and more balanced way of life, 76% of Millennials, 69% of Gen Zs and 64% of Gen Xs list flexible work as a highly sought-after benefit – second only to compensation in terms of job satisfaction. A higher degree of flexibility in the workplace enables employees to structure their work day around personal responsibilities without compromising on their work, leading to improved morale, higher productivity and greater overall wellbeing.
Enhanced employee retention
A flexible work environment is becoming a top priority for job seekers – according to FlexJobs, over 65% of people say working from home is an essential factor when considering future job offers. A survey by Buffer found that 99% of remote workers would like to work remotely for the rest of their careers, while a Harvard Business Review study saw a 13% increase in performance from remote employees. This shows that hybrid and remote work arrangements are now a requirement for progressive and forward-thinking companies, demonstrating trust in employees, fostering loyalty, increasing job satisfaction and enhancing an organization’s reputation and ability to attract and retain top talent.
Environmental benefits
Reduced commuting leads to lower greenhouse gas emissions and decreased traffic congestion in urban areas. Organizations can also minimize their carbon footprint by reducing energy consumption in large office spaces. In fact, according to Global Workplace Analytics, if all eligible employees worked remotely 50% of the time, over $300 billion could be saved from reduced commutes alone!
Adapting to flexible work models
Transition to a flexible-first way of working with these top tips:
1. Rethink work structures
According to McKinsey, genuine flexibility transcends mere remote work options. Instead, it means tailoring work arrangements to suit individual needs, whether balancing work with personal life, prioritizing physical and emotional well-being, or fulfilling caregiving responsibilities. This holistic approach requires organizations to consider three critical factors: where work can be done (nine out of 10 employees stress the importance of having control over their work location), when work can be done (employees value the ability to set their own schedules, with three out of four considering it a key factor in accepting a job), and how work is completed (empowering employees to shape their daily tasks enhances job satisfaction and productivity).
Likewise, according to the Harvard Business Review, rather than forcing individuals to conform to rigid structures, productivity flourishes when work is tailored to fit people – and not the other way around. True flexibility means reimagining tasks and processes to accommodate each individual’s unique abilities and preferences. When organizations prioritize human-centric values, they not only thrive but also create resilient, equitable and sustainable workplaces of the future.
2. Adopt the right technology
It might seem obvious, but no hybrid or remote work can take place without the basics in place and the appropriate tech to support it. Equip your teams with robust communication tools such as Microsoft Teams or Zoom to facilitate seamless interactions, and use cloud-based project management platforms like Asana to track progress and maintain accountability. Ensure employees have the IT support they need to troubleshoot any technical issues. In your backend, ensure you implement secure IT infrastructure to protect sensitive company data and enable remote access to essential systems.
3. Develop clear guidelines, policies and expectations
Ensure everyone is on the same page when it comes to your flexible working ‘rules’. Draft comprehensive guidelines addressing working hours, availability, meeting etiquette, collaboration norms, communication protocols, approval processes and deliverable expectations. Establish transparent performance evaluation metrics that are aligned with the flexibility of remote work. And don’t forget to include protocols for cybersecurity and data privacy to ensure compliance and protect company assets.
4. Focus on results, not hours
Change your thinking from a time-based management style to a results-driven approach, measuring employee performance on outcomes and deliverables. Encourage managers to set clear goals and deadlines, and then provide autonomy to employees on how they plan to meet these objectives.
5. Invest in training
Help your people to be their very best ‘remote selves’: offer training sessions for collaboration tools and managing time effectively in remote settings, provide resources to help employees improve their communication skills, and train leaders and managers on remote team management techniques, such as fostering engagement and providing constructive feedback.
6. Build a strong company culture
One of the biggest challenges when it comes to remote working is isolation and loneliness. Employees may feel disconnected from their colleagues, resulting in reduced team cohesion and morale. To combat this, organize virtual team-building events, such as online games, coffee chats or wellness challenges, to create a sense of camaraderie. Check in regularly with employees, recognize and celebrate their achievements, and keep communication lines open to ensure they feel connected and valued.
7. Offer flexible work-from-home options
Rather than adopting a one-size-fits-all approach, there are a multitude of options to consider when it comes to flexible working. Remote work involves working outside a centralized office, while a hybrid schedule means splitting one’s time between home and the office. Some employees might prefer working outside standard business hours, or two employees might share one full-time role and schedule. Others might prefer compressed weeks – or working full-time over fewer days a week. Whichever the case may be, allow employees to choose the schedules that work best for them – within reason – to accommodate personal preferences. Redesign office spaces to cater for hot desks and collaborative work, reserving on-site days for team meetings or brainstorming sessions. Ensure employees have access to ergonomic furniture to work comfortably and efficiently, and offer stipends or reimbursements for home office equipment, such as desks, chairs, monitors and internet upgrades.
8. Assess and evaluate
Flexible and remote work models require continual iteration and improvement. Regularly survey employee experiences and gather feedback, analyze productivity data and program effectiveness, benchmark policies against industry best practices, and refine policies and training to address any issues.
At HelloKindred, we’re here to help you source the people you need, onshore or offshore – whether it’s fractional, short-term or long-term placements. Our vast pool of talent is sourced from around the world, ready to meet your every challenge head-on. Get in touch and experience the benefits of a remote workforce for yourself.
