It’s no secret that global work culture has been totally transformed by the pandemic. The archetypal 9-to-5 lifestyle has experienced metamorphosis and traditional workplaces have diversified to accommodate the new norm of hybrid and remote working.
In the past few years, most UK-based accountancy firms have taken a holistic approach to creating a work environment that factors both business development and employee wellbeing. As a result, most accountancy roles are offered on a hybrid basis.
Here at Public Practice Recruitment Ltd, we advertise dozens of opportunities daily that offer flexible working benefits. Work-life balance is something we’re passionate about, and we’re happy to see the accountancy industry embrace flexibility more and more each year.
However, despite the normalisation of hybrid working, some accountants are still required to be in the office every day. Therefore, the appetite for flexibility remains, and we’re noticing more candidates looking for hybrid arrangements with potential future employers.
So, if you’re an accountant that wants to reduce your commute, be more present at home, or simply strike a better work-life balance, here’s how you can negotiate a flexible role with your next employer, and why it’s a beneficial arrangement for both parties.
Flexible Working Statistics
Before you start discussing flexible work arrangements, it’s important to know how beneficial hybrid working can be to both employee and employer.
Flexible working is a modern phenomenon and for good reason. Since COVID, hybrid working has become part-and-parcel of the normal professional lifestyle and there’s plenty of research to back up its benefits.
Vitality recently teamed up with CBI Economics to conduct the ‘Healthy Hybrid Report’; a study that evaluates the health and wellbeing support that’s currently being offered by UK businesses in order to highlight why employers need to offer flexibility. Overall, the research found that businesses that prioritise the health and wellbeing of their staff have boosted productivity as a result. For accountants already working on a flexible basis, these results will probably come as no surprise!
In support of the Healthy Hybrid Report, Vitality has also released 2024 statistics that support flexible working even more so. Here are some of its most recent findings:
- 52% of business leaders surveyed believe that hybrid working is the most supportive environment for employee productivity
- 53% of business leaders believe hybrid working helps employees better manage the costs associated with work
- 82% of men and women believe their employer now has a greater responsibility to offer health and wellbeing support post-pandemic
You can read more about the report here.
So, what do these findings mean for professionals working in the public practice space?
The overwhelming consensus is that hybrid working is a positive change and proves the point that a happier workforce is a more productive and loyal workforce. Therefore, firms who are yet to embrace hybrid working should consider being more open-minded to attract top talent. There’s a growing demand from candidates and there are many benefits to be reaped from striking this mutually beneficial arrangement.
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How to Negotiate Flexible Working Arrangements
It may sound cliche, but we encourage you to approach the topic like a Director. Focus on developing a solid business case for your flexibility. Rather than thinking about what it will offer you, think about what it could do for your current or potential employer.
Here are some prompts to think about when putting together your winning case. Consider these answers and factor them into your argument to make your negotiation as strong as possible.
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Could your flexibility better suit customer demands?
Having staff start at different times within core hours is a great way for firms to fortify their customer service and provide more responsive communication to clients. Explain how your firm can maintain a presence around the clock if some staff are starting early, some finishing later, and perhaps even some working at the weekend, which will give them a competitive edge.
Would you be able to get more work done if you weren’t spending so much time travelling?
If you feel like you’re constantly on the road visiting clients, it may be worth speaking to your employer to see if your commuting times can be cut and a compromise can be made. Your manager may be able to lighten your workload to shelve some of the pressure, so you can enjoy the flexibility of client visits without worrying about work piling up on your desk.
Can you work virtually and join video calls for important meetings?
While we appreciate that face-to-face interactions, such as client meetings and working sessions, have their benefits, most can be held on a remote basis. Microsoft Teams, Google Meet, Zoom and Skype are all great platforms for hosting virtual work calls. Calling someone digitally can often be easier than trying to arrange meeting space and travel requirements!
Does remote working provide a more agile office, freeing up desk space?
Firms who are going through a growth or hiring phase can quickly outgrow their spaces, especially at the end of a busy recruitment drive. This is when flexible working really benefits an employer financially. Establishing an agile workplace allows employers to continue business as normal without the need for leasing a bigger office, which can be very expensive. Many businesses have already embraced this by employing a “hot desk” culture to create a less rigid work environment.
Is this something you could encourage your team to adopt?
Can you provide a timesheet to show what work you have completed?
There’s no better case for flexible working than actually showing concrete evidence of its advantages. It’s easy to hypothetically say that you’re more productive when working from home, so tracking your daily output when you’re in the office VS when you’re working from home is a great way to really put the proof in the pudding. It will give your employer something factual to go off which will strengthen your case for flexible working even more so.
Could you do a job share and bring in another experienced member of staff to provide better holiday cover?
If you’re an accountant that’s interested in part-time, short-term or interim work, it may be worth asking your firm if they would be open to a job share arrangement. While a lot of firms are looking for full-time, permanent staff, exceptions could potentially be made and having two pairs of hands instead of one may be an appealing offer. If you never ask, you’ll never know!
Final Thoughts
Flexible working is proven to be advantageous for both employee and employer. And in the context of public practice, hybrid arrangements can improve firms’ productivity, enhance client relationships, and create a work environment that fosters a greater work-life balance to be enjoyed by everyone.
Is it time to find a job with greater flexibility? It’s worth talking to a recruitment agency, so they can find something that is more suitable. And that’s where we come in!
Public Practice Recruitment Ltd is an established and experienced agency that solely specialises in placing accountants into public practice. Our team takes the time to understand your needs and match you with a job that’s right for you.
Take a step towards a more flexible role by emailing us at info@publicpracticerecruitment.co.uk.
