What media and marketing execs have learned from flexible-working experiments

Leading media and marketing organizations have been in the vanguard of pioneering flexible-working policies in the last couple of years. 

For example, Spotify launched a new work model called “work from anywhere” in February 2021 that was music to the ears of its 8,600 employees, according to data published in August 2022.

The policy enabled staff to decide when they worked in a Spotify office or wherever else on the planet, as long as the music-streaming company had a country hub. As a direct result of the policy, and despite the Great Resignation trend, Spotify claimed staff churn had reduced compared to pre-pandemic levels and increased the diversity of its workforce.

Elsewhere, streaming giant Netflix is lauded for its impressive level of flexibility for employees, as well as a progressive benefits package. It may be headquartered in California – the U.S. doesn’t provide maternity or paternity leave to citizens – but Netflix has one of the most robust parental plans in the world, offering a full year of maternity and paternity leave for employees.

To discover what others in the marketing and media industries are doing regarding flexible working, WorkLife spoke to a range of organizations. Below we explore a hybrid working model that has boosted productivity by 56%, a fully remote policy – and Friday afternoons off – flexible-working holidays, and a “work your own way” culture.

This article is the second of a three-part series in which DigiDay’s future-of-work platform, WorkLife, rounds up a range of flexible models used by employers in different sectors. The full version of this piece was first published on WorkLife, in December 2022 – to read the complete piece, please click HERE.