One of the challenges for a global, multi-cultural business is finding benefits, policies and holiday allowances that ‘work’ across the entire organisation and across all cultures. Martin Schillig, Chief Human Resources Officer for Casumo, discusses how their flexible approach to public holidays and allowing a period of ‘work from anywhere’ is improving inclusivity and diversity while improving job satisfaction and reducing the risk of burnout
In today’s evolving workplace landscape, flexibility has become a cornerstone of employee satisfaction and productivity. At Casumo, we have embraced this through innovative policies like Flexible National Holidays and a four-week ‘Work from Anywhere’ (WFA) allowance. However, it is crucial that HR do not allow workplaces to dismiss these initiatives as ’employee perks’; these are strategic responses to the evolving needs of a diverse, global workforce.
The concept of Flexible National Holidays at Casumo allows our employees to choose when to take their holidays, catering to personal and cultural preferences. This policy is especially significant in our hubs in Malta and Gibraltar, where traditional public holidays might not align with the diverse backgrounds of our workforce. By offering flexibility with annual leave, we acknowledge and respect the cultural diversity of our team.
This approach mirrors similar initiatives in other companies. For instance, multinational corporation Cisco has implemented a policy that allows employees to swap traditional public holidays for days that better suit their personal schedules. This policy not only respects cultural differences but also helps reduce burnout by allowing employees to take time off when they need it most, rather than when the calendar dictates.
Casumo’s ‘Work from Anywhere’ (WFA) policy, which grants employees the flexibility to work from any location for up to four weeks per year, is part of a broader movement towards more flexible working arrangements. This policy caters to our globally distributed workforce allowing them to spend extended periods in their home countries or explore new environments without compromising their professional responsibilities or disrupting their career development.
Since introducing the scheme, 183 colleagues have ‘WFA’. This includes working in countries including Uruguay, Cyprus, Finland, Italy, Spain, UK, Sweden, Serbia, Ireland, Portugal, Germany, Hungary for up to 3 weeks at a time.
Another significant benefit of adopting flexible work arrangements like WFA is the positive impact on long-term staff retention. Employees who have greater control over their work environment and schedule often experience higher job satisfaction and a better work-life balance, which can reduce turnover rates.
According to a study by Owl Labs, companies that offer remote work opportunities experience 25% lower employee turnover compared to those that do not. This enhanced retention not only saves on recruitment and training costs but also helps preserve institutional knowledge and maintain continuity within the team.
The benefits of such flexibility are evident in companies like Shopify, which has adopted a ‘digital by default’ approach, enabling employees to work from anywhere indefinitely. This has not only attracted top talent from across the globe but also significantly improved employee morale and retention rates. Similarly, software company Atlassian offers a “Team Anywhere” policy, where employees can choose their working location, fostering a sense of autonomy and trust.
In addition to WFA policies, hybrid models are seemingly a workplace staple following the coronavirus pandemic. This set up allows employees to split their time between remote and in-office work, providing the best of both worlds. At Casumo, while we emphasise the importance of flexibility, we also recognise the value of in-person collaboration for certain projects and teams.
This hybrid approach is mirrored by tech giants like Google, which has implemented a flexible workweek, where employees can choose to work remotely two days per week. This model has been designed to balance the benefits of remote work with the creative and collaborative advantages of being in the office. Similarly, Microsoft has introduced a hybrid work policy, allowing employees to work from home up to 50% of the time, depending on their roles and responsibilities.
While the benefits of ‘Work from Anywhere’ (WFA) and flexible work models are significant, they also introduce a range of challenges that organisations must address to ensure success.
Maintaining a Team Culture When The Team is Global
Another challenge is preserving team cohesion and a unified company culture when employees are not regularly interacting in person. This can lead to feelings of isolation or a lack of connection to the company’s mission and values. To counteract this, we have a range of online and offline initiatives to help our colleagues connect.
For example, we can point to having a chef eatery officer who creates gourmet lunches, and twice a week all employees eat together. Alongside this, we have a wellbeing initiative and service – Siffi.com – which provides mental health and wellbeing support and is accessible to all our employees. It even includes free coaching sessions which are a game-changer for employees and employers alike.
As the world of work continues to evolve, flexibility will remain a critical factor in attracting and retaining talent. At Casumo, we are committed to leading the way with innovative policies that support our employees’ diverse needs and lifestyles. By offering Flexible National Holidays, a generous WFA allowance, and embracing hybrid work models, we provide our team with the tools they need to thrive in a rapidly changing environment and enable one that balances home and work.
These initiatives not only enhance employee well-being and satisfaction but also position Casumo as a forward-thinking employer, ready to meet the challenges of the future workplace. As we continue to adapt and grow, we are excited to explore new ways to support our team, ensuring that Casumo continues to be a pioneer of the workplace and our employees feel supported everyday, wherever they may be.
One of the primary issues is maintaining effective communication across dispersed teams, which can lead to misunderstandings or information silos if not managed properly.
About the author
Martin Schillig is Chief Human Resources Officer for Casumo
