Alternative work models are continuing to grow in popularity, with over a third (37 per cent) of the UK’s workforce preferring this type of work. This is according to a new survey for which more than 700 UK workers were surveyed*. The number of workers seeking different work types has increased by five per cent in the past year, with more individuals now opting for independence, greater choice and a better work/life balance.
At a time when half of large businesses in the UK report difficulties in recruiting, it’s important that companies factor how people want to work into their workforce planning if they want to attract and retain top talent in the years ahead.
The survey also reveals: UK workers’ preferences for alternative work models include part-time work (22 per cent), contract-based work (five per cent), project-based work (three per cent); gig economy work (two per cent), temporary (one per cent) and seasonal work (one per cent); Those workers that are choosing alternative work models, do so to gain autonomy and control over how they spend their time: Workers preferring gig economy work cited entrepreneurial pursuits (53 per cent) as key to their decision, respondents preferring project-based work referenced self-enrichment (41 per cent), family responsibilities (41per cent) and variety in work experience (41 per cent) as important.
Jill Bassett, Workforce Solutions Director for ManpowerGroup Solutions, comments,
Alternative employment models are growing in popularity and so employers must ensure that they understand this dynamic to create roles and opportunities that promote a happier, more engaged workforce. With more than one billion young people entering the global jobs market in the next decade, UK employers must ensure that they are in touch with all their workers’ needs.
As our research shows, some UK professionals are turning to alternative work models to make it easier to manage and enjoy their personal time more flexibly. For many, the ability to balance spending more time with their family can make the difference between the type of employment that they choose. If businesses fail to get employee engagement right, workers may well look at other options.
Ways employers can strike a balance
The research outlined the following five steps to help employers balance workers’ preferred ways of working more effectively: Do not take a ‘one-size fits all’ approach – with so much variation in how candidates want to work, employers should look to create workforce strategies that match the worker preferences in each market; Create more flexibility in full-time positions – by offering flexibility and balance in full-time roles, employers can increase the happiness and satisfaction of their staff, which in turn reduces turnover; Prioritise progression and upskilling – workers looking at alternative employment models also place a high priority on opportunities for career progression and upskilling. Don’t neglect their aspirations; Understand preferences for job searches – UK workers that prefer full-time permanent work are more likely to search for jobs on a company’s website. Employers should therefore keep this in mind when it comes to where they place their job adverts; Seek expertise from professionals – recruitment professionals can help employers anticipate and manage their workforce needs because they understand the available workforce and the demand for contingent workers with various skillsets.
*ManpowerGroup Solutions’ latest Candidate Preferences Survey
Interested in the future of work? We recommend the Future of Work Summit 2019.
Aphrodite is a creative writer and editor specialising in publishing and communications. She is passionate about undertaking projects in diverse sectors. She has written and edited copy for media as varied as social enterprise, art, fashion and education. She is at her most happy owning a project from its very conception, focusing on the client and project research in the first instance, and working closely with CEOs and Directors throughout the consultation process. Much of her work has focused on rebranding; messaging and tone of voice is one of her expertise, as is a distinctively unique writing style in my most of her creative projects. Her work is always driven by the versatility of language to galvanise image and to change perception, as it is by inspiring and being inspired by the wondrous diversity of people with whom paths she crosses cross!
Aphrodite has had a variety of high profile industry clients as a freelancer, and previously worked for a number of years as an Editor and Journalist for Prospects.ac.uk.
Aphrodite is also a professional painter.