Embracing Workplace Flexibility
In modern workplaces, flexibility has become a key factor in attracting and retaining top talent, fostering employee wellness and satisfaction, and boosting productivity. While remote and hybrid work tend to dominate discussions about flexibility, the question of where to work is only a small piece of the conversation.
Find a Model that Works for Your Team
There is no one-size-fits-all approach to flexible work—Gallup emphasizes that your approach needs to be tailored to the unique needs of your organization and the people within it. They also caution that often, organizations offer elaborate programs that don’t actually meet most of their employees’ needs—so figuring out what will work best begins with talking to your team.
According to Forbes, despite the growth of hybrid workplace policies over the last five years, many managers and employees feel disappointed with the results, and leaders should take a fresh look at other approaches to more broadly support workplace flexibility. For example, one survey of desk-based workers found that the desire for schedule flexibility was a higher priority for most than location flexibility.
Flexibility Requires a Commitment from Both Sides
The Embracing Flexibility at Work e-book by Willo discusses how flexibility is a two-way street:
“Employees are given all possible autonomy over how and when they work; in return, they tacitly agree to show up when needed and deliver high-quality, deadline-driven work.”
The e-book outlines 3 pillars to success in this type of model:
- Jobs are well defined (clear expectations and norms help with motivation)
- Accountability is based on results (change how you approach performance management)
- Autonomy and trust are given first (rather than something to be ‘earned’)
(Their e-book is a helpful guide if you’re looking to explore and implement flexible work strategies)
Beyond Remote & Hybrid: Flexibility Options
As we mentioned earlier, work location (i.e. onsite, remote, hybrid) is only one aspect of flexibility to consider. Here are some other tangible ways an organization may be able to offer workplace flexibility:
- Flexible start and end times (can be structured around core work hours)
- Flexible lunch and/or break times
- Staggered shift schedules
- Compressed work weeks
- Unlimited vacation time
- Flexible definitions within paid time off (for example, broader definitions of what a ‘sick day’ means)
- Part-time and/or job sharing options
- Time banking
- Flexible benefits and perks (ability to opt-in or out based on what’s relevant)
- Paid time off for volunteer work
- Gradual retirement
- Sabbaticals
- Flexible (or no) dress code
- Fewer restrictions on (reasonable) personal calls or errands during the workday
Showcasing Flexibility to Attract Talent
If your organization does offer flexibility, make sure you showcase this to prospective employees. Start by brainstorming a list of all the benefits and perks of working in your company, including specifics about flexibility. Once you have that list ready:
- Include it in your job postings
- Talk about it when screening and interviewing candidates
- Where relevant, make sure it’s included in your offer letter and/or employment agreement
Tip: As you develop this list, talk to your team. They may think of aspects of your organization that are important to them that you missed!
