Johnson-Jones pointed out that WFA – much like hybrid working – is a catch-all term and doesn’t have a universal definition. Sounding a note of caution, she added: “But as WFA schemes become more commonplace and high-profile companies like Spotify offer staff more remote working options, both employers and staff must be clear about what exactly this entails.” The devil is in the detail

“The number of job seekers looking for WFA jobs on our platform is up by 800% in 2022 to date,” she said.

Spotify’s recent WFA news has piqued the interest of employers and employees alike, stated Molly Johnson-Jones, co-founder and CEO of flexible work specialists Flexa Careers. “How to run teams, inspire colleagues and maintain efficiency are all part of being a leader in a WFA workplace,” added Lundström.

Spotify has ensured all leaders who managed teams were given distributed-first training. Much of the day-to-day execution of flexible working policies comes down to individual managers. “We thought through every aspect: our salary policies, tax implications, food programs, commuting benefits and more.” “It’s not as simple as telling employees: ‘You can now work remotely,’” she said. For other business leaders considering rolling out a WFA policy, the secret is to listen to employees, plan carefully, test and tweak. At Spotify, we believe that work is not something you need to come to the office for it’s something you do independently of where you are, and therefore you should be able to work from anywhere.”Īgain, the program is malleable, depending on what Spotify staff want, and Lundström conceded that collaborating in a hybrid model is one of the company’s biggest challenges. “We’ve learned that more flexibility gives employees true autonomy at work. “The pandemic just set this plan in motion a bit earlier,” said Lundström. Spotify had long planned to introduce the WFA scheme to become a fully distributed – or remote – organization by 2025.

Spotify jobs work from home