Flexible work arrangements (FWA) – including remote work and flexible hours – have become the norm in many workplaces. While large corporations often have dedicated policies and resources to make the transition smooth, small and medium-sized enterprises (SMEs) face unique challenges in making flexibility work for both the business and employees.
So how can SMEs embrace flexibility without sacrificing innovation, productivity, or their ability to attract and retain talent? A recent Swedish study offers fresh insights that could resonate across the UK business landscape.
Innovation: Freedom Needs Structure
Many managers found that FWA boosted individual creativity: employees could focus without constant distractions and often generated new ideas. However, collaboration and the spontaneous sharing of ideas – essential ingredients for innovation – often declined when everyone worked remotely. Managers recommended creating regular workshops or dedicated spaces (even virtual ones) to keep innovation alive and maintain the dynamic exchange of ideas.
Productivity: A Mixed Picture
The research highlighted a split view. Many employees felt more productive working from home, but at the organisational level, gains weren’t guaranteed. Misaligned work schedules, fewer informal check-ins, and slower coordination often undermined team progress. Managers stressed the importance of clear goals, well-established digital tools, and structured team routines to maintain performance.
Attractiveness: The Talent Magnet – and the Loyalty Risk
Flexible working helped SMEs attract new talent, especially in roles previously constrained by location. But it also risked weakening team cohesion and loyalty. Remote employees sometimes lacked a sense of belonging, which can affect long-term engagement. To counter this, managers emphasised the importance of shared values, team rituals, and proactive communication to build and sustain a strong sense of community – even at a distance.
Key Takeaways: Flexibility Needs Balance
The big lesson? Flexibility is not automatically a recipe for success – it needs to be implemented with care and intention. Swedish SME managers pointed to three core strategies: • Clear goals and digital routines to support team productivity. • Structures for continuous idea-sharing to fuel innovation. • A robust organisational culture that reaches beyond the office walls.
Why This Matters for UK SMEs
While this study was based in Sweden, its findings speak to universal challenges facing SMEs in the UK and beyond. Flexibility is no longer optional – it’s an integral part of modern work. But to harness its full potential, it needs to be woven into the business strategy, not just offered as an employee perk.
Final Thought
For UK SMEs navigating the future of work, these insights from Swedish managers highlight a crucial truth: flexibility works best when it’s backed by structure, collaboration, and a culture that brings people together – wherever they are.
Author: Ingela Eng
PhD Candidate, University of Gävle