38% of TMS Talent’s staff now working flexibly
TMS Talent has been embracing a flexible working model that sees 38% of the business working part-time, including several senior female leaders.
“We’re really championing change within our industry and embracing a truly flexible working culture for our staff,” says group managing director, John Terry.
It’s a strategy that has seen the business grow, increasing staff numbers by 45% across six offices in the past 12 months.
Terry added, “We have been through a period of exceptional growth and change, with a number of business acquisitions under our belt, as well as organic growth across many of our regions. Our aim is to be the number 1 in our markets globally by 2020 and to achieve this level of growth we need to be adaptable and flexible in our approach to attract and retain the right people.”
Flexibility leads to a more motivated team
TMS Talent believes that their employees deliver their best when they are happy and engaged at work. A culture of flexibility and inclusiveness (for all employees, not just those that are part-time) is driven from the top down, making employees feel more motivated, valued and appreciated. This has resulted in enhanced productivity and overall engagement with the brand, clients and candidates.
Kay Eriksson, group head of operations, joined TMS Talent in 2018, sharing the view that a flexible approach to working has its benefits in driving growth through a more motivated workforce. She says, “At TMS Talent we truly stand by making our workplace flexible and inclusive for our team. I myself, choose to work part time. For me as a senior female leader, I set that example for the rest of the business.
“The reasons our team members may choose flexible working options are varied. We have some team members with caring responsibilities for their family, returning to work from maternity/paternity leave, some with other business interests and even those just pursuing hobbies that don’t fit within your standard 9 to 5 hour day, or 5 day a week working schedule.
“We appreciate that our staff have lives outside of the office and we want to attract and retain the best people and help them to perform productively in their roles. Keeping them engaged with the business is our top priority and by facilitating flexibility where it’s needed, we have managed to do just that, quite successfully!”
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