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