Australia leads the way in flexible working

Cloud computing and teleconferencing has given rise to flexitime and remote working being considered the “new normal” for the modern-day workplace. According to “The Modern Workplace 2019: People, Places & Technology”, a study conducted by Condeco, Australia allows the highest number of remote workers at 45 per cent, with America following in close second at 43 per cent. Germany came in last at 35 per cent, while Singapore was the most lenient on flexitime.

New training helps military spouses find remote work

Jacqueline Fuller, president of, has announced a set of tools to help military families find work. Firstly, the tech giant has launched a new search filter, allowing users to search for work-from-home jobs only, giving military spouses more freedom. The company has also teamed up with Blue Star Families to provide digital training workshops. With 16 per cent of 700,000 military spouses currently unemployed, the move could see a substantial shift in the “gig economy”.

Google publishes findings from two-year study on remote work

Google has released findings from a two-year study titled “Working Together When We’re Not Together”. The study was launched after it was announced that 30% of meetings were held in at least two time zones. Their key findings concluded that employers must encourage a work life balance, team work and barriers must be acknowledged, teams must be free to decide how to communicate, individuals must be acknowledged on video calls, and everybody must feel connected.

Collaborative frameworks best for cross-generational workforces

Despite misconceptions about generational biases, studies have shown that multi-generational workforces can work very well together. According to The Systems Thinker, intergenerational collaboration is cyclical, and workforces can prosper by focusing on one shared goal. A collaborative framework may be the best way to execute this, giving collaborators access to a constant stream of communication and one shared goal, rather than relying on multiple mediums such as email and instant messaging.

How multiple generations can leverage each other’s strengths

For the most effective multi-generational workforce, managers must acknowledge each generation’s strengths and use them to move the project forward. For example, Baby Boomers are generally considered “leaders” and want to feel valued by the organisation, while Millennials have a thirst for learning. Giving Baby Boomers the chance to mentor Millennials in business intuition may move the business forward, while Millennials can lend their skills in tech to older generations, says Forbes.

Company culture and tech key to remote working

Almost 50 per cent of today’s Millennials are freelancers, giving rise to an increase in remote work. To make this workforce model productive, however, managers need to maintain their company culture, in particular, making remote workers feel “part of the team”. Managers are advised to maintain frequent crossover points during the day and even give remote workers “buddies”.

In addition, tools can aid productivity enormously, from RosyBoa’s collaborative framework to video messaging and remote desktops.

Location neutral roles boost productivity

Large organisations such as the Department of Transport are now recruiting for “location neutral” roles.
According to a 2015 YouGov poll, 30 per cent of UK workers felt their productivity increased when they were away from the office, while 70 per cent felt it was important for managers to offer flexible working.

The legal implications of hiring remote workers

Prior to 2014, only UK workers with children were offered the chance to work remotely. The government extended this with the implementation of the Flexible Working Regulations Act 2014, giving all employees who have worked at a firm for more than 26 weeks the right to ask for flexible hours.
Workers must write a formal letter to the company to request flexible working, which managers must respond to in a “reasonable manner”, making changes within 28 days. Employers can present a business case for denying flexible working, and must remember to be compliant with foreign laws if their employees work overseas.

BNY Mellon U-turns on working from home

BNY Mellon U-turns on working from home

BNY Mellon has cited protecting women as its reason for U-turning on a controversial decision to ban working from home. On 4th March 2019, the banking giant announced a ban on its flexible working from home policy, saying it was necessary for better collaboration between workers. However, the move was met with criticism, with many HR professionals noting how the changes would affect women. BNY Mellon have since published a memo admitting they “didn’t appreciate the impact this would have on employees with existing arrangements”.

Banking giant should learn from Yahoo!’s mistakes

Banking giant should learn from Yahoo!’s mistakes

The Bank of New York Mellon was not the first company to make this bold move. In 2013, while Yahoo! was still led by pioneering female CEO Marissa Mayer, employees were banned from working remotely, and told they must relocate or quit. Mayer, who resigned in 2017, claimed that some of the best decisions were “made in the hallway or cafeteria”.