Flexibility instead of rigid part-time work

Traditional part-time work has long been popular, but it is becoming significantly less attractive in today's labor market. The Bertelsmann Stiftung study shows that:

• Around 50% of respondents prefer flexible models to fixed hours.

• Parents of young children want to be able to organize their time freely rather than work rigid part-time hours.

• Even employees without family commitments see flexible working hours as offering a better quality of life and greater self-determination.

• Younger generations directly associate flexibility with employer attractiveness.

Many people's everyday working lives have become more complex. Predictability is important, but not through rigid guidelines – rather through models that grow with life.

Demographic change and the shortage of skilled workers are intensifying competition for talent. Companies that offer flexible working time models can clearly differentiate themselves. Advantages for recruiting:

• Higher application rate

• Larger talent pools, especially among skilled workers with family responsibilities

• Increased employer attractiveness

• Better matching between working time requirements and company needs

• Young professionals prefer employers who offer freedom

Flexibility is no longer seen as a “benefit,” but as a basic requirement for modern work culture.

Flexibility does not mean chaos—it means freedom of choice. Companies can choose from numerous models or develop hybrid forms.

1. Flexible part-time work with hourly corridors

Instead of fixed 20- or 30-hour models, companies offer a flexible range, e.g.:

• 20–32 hours depending on life stage

• Monthly or quarterly adjustments

• Option to temporarily increase or reduce hours

This form of part-time work allows for planning without restricting employees.

2. Full-time with variable time allocation

Many employees want to work 40 hours – but not in the traditional way. Full-time work is getting an update:

• Employees choose their own working hours

• Focus on results rather than attendance

• Home office or hybrid models are integrated

• Team agreements replace rigid guidelines

The result: higher productivity, lower turnover.

3. Job sharing – a successful model for demanding roles

Job sharing means that two people share a position – including responsibilities. Advantages:

• Broader skill set

• Lower risk of absenteeism

• More applications for management positions

• Higher satisfaction due to shared workload

Job sharing is particularly attractive for demanding roles where part-time work was previously hardly possible.

4. Trust-based working hours

This model relies on personal responsibility:

• Flexible working hours

• No need for time sheets

• Focus on results

• High degree of autonomy

Trust

Flexibility has a direct impact on retention. When employees can adapt their work to their lives, it reduces stress, conflicts, and excessive demands.

Positive effects:

• Less willingness to change jobs

• Higher satisfaction

• Better long-term planning

• Fewer sick days

• Stronger loyalty to the company

Today, flexibility is an essential component of psychological safety in the workplace.

Despite the advantages, some companies shy away from change. Typical hurdles:

1. Managers fear loss of control

Solution:

• Clear target agreements
• Regular check-ins
• Training in results-oriented leadership

2. Concerns about a lack of team coordination

Solution:

• Shared calendars

• Mandatory core hours, if necessary

• Transparent agreements

3. Fear of unfair distribution

Solution:

• Clear rules

• Open communication

• Feedback rounds

Example 1 – Scalable weekly hours

A medium-sized company allows employees to choose between 30 and 40 hours per week on a quarterly basis. Result: higher satisfaction, lower turnover.

Example 2 – Full-time 2.0

A consulting firm relies on trust-based working hours and hybrid work. Result: more responsibility, better performance.

Example 3 – Job sharing at management level

Two managers share a division management position. The result: higher team satisfaction and broader expertise.

How long should a job advertisement be?

The ideal length is around 300–500 words, clearly structured and easy to scan.

What language works best?

Authentic, personal, clear—a touch of humor is allowed.

What are the most important elements?

Headline, tasks, requirements, benefits, CTA.

Should you use “you” or “you”?

Both are possible – consistency across the entire company is important.

What is the most common mistake?

Too many requirements and too little concrete information.

Flexibility is not an optional benefit, but standard

Flexible working time models are a decisive competitive advantage in an increasingly competitive labor market. Companies that offer their employees real choices attract talent more easily, reduce turnover, and strengthen their organization in the long term.