In the modern IT world, work flexibility has become a key factor in choosing an employer. What is important is to recognize that freedom is not just the ability to work from the office or from home. It is an opportunity for employees to independently organize their work, while remaining responsible toward the team and the company! How did we create a work environment where employees have flexibility, but stay aware of team cohesion and collaboration?
Challenges companies face when choosing a work model
One of the key challenges we faced was the change in the work habits of programmers after a long period of remote work. Many employees had become accustomed to the flexibility and autonomy that working from home provides. The idea of returning to the office caused some uncertainty and resistance. Oppositely, some employees felt the need for more interaction and the team dynamics that working from the office provides. This division among employees became a clear signal that there is no universal solution. It was necessary to find a work model that satisfies the diverse needs of the team.
At the same time, traditional work models have become less attractive to IT professionals, while remote and hybrid work became the industry standard. Although these models brought numerous benefits, the question has arisen: How can we maintain productivity, engagement, and team connection in an environment where employees work from different locations? Furthermore, it was essential to build and maintain trust between the company and employees. On one hand, we wanted to ensure stability and long-term satisfaction within the team. On the other, we aim to enable a flexible work model that meets the individual needs of each employee.
Recognizing these challenges, we developed the First Choice model! It is an approach that allows employees to choose how and where they work, within clearly defined boundaries that ensure productivity and team cohesion. With this model, we created a work environment that not only addresses the diverse preferences of employees, but also fosters efficiency, responsibility, and long-term commitment to the company.
Our Approach: Freedom of choice with responsibility
- We have created a work model that combines the best of both worlds – flexibility and structure. This model is the result of experimentation and adaptation to employees’ needs, in line with industry trends and the feedback we received.
- Freedom in choosing the work location – Each employee has the option to choose whether to work from the office, remotely, or combine both models. This possibility allows individuals to balance, have flexibility without any rigid rules. It is important to emphasize that this flexibility does not mean the absence of structure – clear goals and expectations have been set to maintain high productivity levels!
- Clear procedures and responsibility – Flexibility is not synonymous with chaos! We have established clear guidelines and expectations. Some of them are regular attendance at key meetings and availability during agreed-upon time slots. This approach ensures that freedom does not compromise work efficiency. Our focus is on outcomes and results, not on the number of hours spent in one place!
- Fostering team connection – While employees have the freedom to choose where they work, we encourage gatherings through shared coworking days, team-building activities, and informal events. It strengthens the sense of belonging to the team. Moreover, we organize internal online conversations to further strengthen teamwork and innovation.
- Strong feedback culture – Transparent communication is the core of our business! We regularly hold all-hands meetings and retrospectives to ensure everyone feels included and informed about the company’s direction.
- Technological support for efficient collaboration – We use modern collaboration and communication tools to enable seamless cooperation between teams, regardless of their location.
- Example – In the process of integrating new employees, we focus on providing clear support and adaptation. It is done through mentorship and regular check-in meetings, ensuring a successful onboarding experience. This helps new employees find their way around the company’s business processes and culture.
Insights and Outcomes
- Employee satisfaction – Surveys show that 79% of employees consider work flexibility to be a key factor in their job satisfaction.
- Increased productivity – With clearly defined goals, productivity has remained high despite the physical distance between team members.
- Stronger team connection – Employees have developed a strong sense of responsibility toward their colleagues, reducing the need for micromanagement.
- Better Work-Life balance – Flexibility enables employees to organize their time more effectively, which positively impacts their motivation and long-term commitment.
The key lessons
- Flexibility works only when there are clearly defined procedures and mutual trust.
- Transparent communication is the foundation of the successful First Choice model.
- Team spirit does not depend on location but on shared values and proactive interaction.
- Adapting work models is a continuous process – listening to employees needs and industry trends is key to long-term success.
- The vast majority of employees feel a stronger sense of belonging and appreciation when their company trusts them and gives them more autonomy.
- This model can be successfully applied in medium-sized companies in industries that do not require employees to be physically present in the office, and our experience has shown outstanding results, particularly in terms of increasing employee loyalty.
Being a First Choice Employer is not just about offering flexible work arrangements, it’s about fostering a culture of trust, accountability, and strong team connections. Our advice to companies looking to implement a similar model is to find the balance between autonomy and clearly defined expectations. Only then flexibility becomes a strength rather than a challenge. We believe that companies that actively invest in people, support their needs, and continuously improve the way they work, are more likely to build an environment in which employees want to stay long-term.
Ultimately, it’s not about where we work, but how we work and the kind of community we build!
Author: Tamara Mirković, HR Director, Alterset
