Shorter hours, a four-day week, or the flexibility to pick and choose your own schedule any given week; if you could choose, what would your ideal working week look like?

The workplace has irrevocably changed over the past few years, with expected changes accelerated by the pandemic and cemented as the new reality over the course of subsequent lockdowns. As we face a post-Covid world, we have to wonder: what will the future working week look like?

One thing is certain, we are never going back to the 9-5 Monday to Friday grind; or at least that’s what 59% of workers surveyed by Gallup have stated.

Flexibility as standard

What can workers expect? Firstly, employers need to understand that the majority of employees (67% to be exact), now expect hybrid working and start time flexibility as standard. Employees feel they have already shown an ability to surpass company goals and achieve more in a shorter timespan while working to their own schedule.

This has led to the great four-day week debate, with 87% of employees questioned in a recent Citrix survey voting in favour of the idea. Companies which have already embraced the four-day week claim it to be a great success for productivity, morale, and creativity without impacting the bottom line.

However, the feedback from employees is significantly different. In fact, 52% of employees who currently work a four-day week said that when they look at their output across those four days, and add hours spent ‘checking in’ over the rest of the week, their combined hours actually sits closer to a six-day week. That compares to those who officially work a five day week, who work significantly less overtime hours.

Always on

The ‘always on’ culture has worsened over the past two years, with 86% of workers from Citrix’s survey stating that they work overtime every week, but won’t cut back for fear of not knowing what impact, if any, remote work or a four-day week will have on their career progression.

Experts agree that when embracing the new way of working, employers and employees alike need to change cultures across the board and adopt a virtual-first mentality. Simple things like ensuring everyone has a laptop during meetings so as to not alienate those working remotely or ensuring WFH rosters are balanced fairly across inter-departmental meetings to give all employees airtime with the senior team have been shown to make a difference to morale. 

What if your current employer isn’t open to embracing the new way of work – do you put up and shut up? Absolutely not, said 56% of workers who stated they would have no qualms about looking for a new role and finding an employer who matches their workstyle.

Interested? There are always opportunities to be explored on the FinExtra Job Board, like the three we’ve highlighted below.

Head of Sales Solutions & Operations, SaltPay

The Role: The Head of Sales Solutions & Operations will ensure the success of the commercial organisation by providing the tools to scale a modern, multi-channel sales operation across products and markets.

The Responsibilities: You’ll design and implement a state-of-the-art sales platform that increases efficiency and adds value through automations and integration. You will ensure that there is alignment between all technical and commercial stakeholders and that the CRM platform seamlessly integrates with SaltPay's overall technical architecture.

The Requirements: You will have a strong track record in the development and delivery of sales operations multi-channel strategies in addition to experience managing complex systems and processes using a data driven approach.

Apply for the Head of Sales Solutions & Operations or check out other open roles at SaltPay.

Data Analyst, Crowdcube

The Role: The Data Analyst will provide agile data across all aspects of the business, operating within the data team to yield insights which inspires data-driven decision making across the business.

The Responsibilities: You will have responsibility for monitoring and responding to internal data requests and collaborating with the data team to come up with solutions and ideas

The Requirements: You will need professional experience in a financial context, at least two years of experience in a data analyst role and varied experience using data visualisation tools.

Apply for the Data Analyst role or explore other opportunities at Crowdcube. 

Compliance Manager, Juni

The Role: Fully remote, the Compliance Manager will construct, review and maintain compliance policies, procedures and processes to ensure that the systems and controls framework is adequate and up-to-date.

The Responsibilities: You will be responsible for managing the escalation, root cause analysis, and remediation of compliance and data breaches as well as implementing risk-based monitoring and assurance programs on core oversight activities.

The Requirements: A minimum of five years of relevant experience working in an e-money, payment services or a retail banking environment. You will also need a deep understanding of the payment services regulations, e-money regulations, FCA, and AML rules.

Apply for the Compliance Manager role or explore other remote opportunities at Juni.

Want to see more fintech opportunities? Visit the Finextra Job Board for hundreds more roles, and bookmark the link for regular check-ins.