Flexible Work
What is flexible work? Policies companies can adopt or enhance to increase flexibility, allowing employees to choose the work style that suits them best, whether it’s remote, hybrid, or on-site. Currently, there’s a surge in adoption of the “structured hybrid” model, where companies define clear expectations for in-office presence, now standard for 32% of companies….
What is flexible work?
Policies companies can adopt or enhance to increase flexibility, allowing employees to choose the work style that suits them best, whether it’s remote, hybrid, or on-site. Currently, there’s a surge in adoption of the “structured hybrid” model, where companies define clear expectations for in-office presence, now standard for 32% of companies. Keep in mind that flexibility extends beyond just work location and hours; companies that prioritize designing work around human needs, values, and long-term success tend to foster productivity, resilience, inclusivity, and equity.
As employers and employees navigate the evolving work landscape, seeking solutions to enhance productivity and satisfaction, it’s important to remember that flexible work is not a one-size-fits-all concept; and comfort levels with working practices vary across demographics. Reconfiguring decades-long working practices will require time and exploration.
Did You Know
Support Work-Life Balance
Offering options for remote, hybrid, or on-site work can promote better work-life balance for employees. This can lead to increased job satisfaction, productivity, and overall well-being.
Access Broader Talent Pools
Remote and hybrid work options allow companies to
access broader talent pools, fostering a more diverse
and inclusive workforce and bringing in specialized
skills not available locally.
Improve Retention
Flexible work arrangements demonstrates the company’s trust in employees and commitment to their needs. This can contribute to higher employee satisfaction and retention rates.
Invest in Resilience
Flexible work policies make companies more resilient
and adaptable to unforeseen circumstances, such as
public health emergencies or natural disasters, where
remote work ensures business continuity.
The Numbers
73%
Of surveyed tech professionals said it is
“extremely” or “very”
important that their next role includes the option to work remotely at least three days a week.
1 in 2
BLNA women in the
technical workforce
believe that flexible
work options have had a significant impact on their decision to join, remain at, or advance within their companies.
46%
Percentage Points
Of U.S. employees said they would look for another job if they were not allowed to work remotely after the pandemic in 2021.
$11,000
Percentage Points
Is the average amount a typical U.S. employer can save annually per half-time telecommuter, primarily due to increased productivity, lower real estate costs, reduced absenteeism and
turnover, and improved disaster
preparedness.
Policy in Practice
Meet Leslie, a Systems Analyst at your company, who is struggling with the traditional 9-to-5 office routine due to personal commitments at home. Contemplating leaving, Leslie recalls a previous employer’s strict enforcement of in-person return-to-office policy. Fortunately, your company recently revamped its work policies, offering optional remote work and flexible hours for some teams within the organization, after piloting a structured hybrid rollout that showed that remote work options have improved your employee’s productivity by 50%.
Despite working remotely part of the time, Leslie maintains effective communication and collaboration with team members, thanks to virtual tools and in-person meetings. With the ability to choose their work environment and hours, Leslie feels more motivated and focused, leading to higher productivity levels.
Policy Pairings
If you’re looking to supercharge your flexible work strategy, consider also implementing the recommended cornerstones:
- Expanded mental health benefits
- Flexible working hours
6 Design Questions
1
How can we use quantitative and qualitative data to identify how pain points differ for each group?
Utilize both quantitative and qualitative data through surveys, interviews, and performance metrics to understand the unique challenges faced by employees in remote, hybrid, and on-site work arrangements.
2
How can we offer employees multiple relevant options?
Develop a range of work style options, such as fully remote, hybrid, and on-site, to cater to diverse employee preferences and needs.
3
Have we ensured that all options are accessible and easy to use?
Provide resources and support for all work arrangements, like equipment, clear guidelines for hybrid setups, and equal opportunities for employees to participate in company activities and advancement opportunities.
4
How are we communicating frequently and clearly about this practice?
Implement transparent and consistent communication channels to keep employees informed about available work options and changes to policies (e.g. through newsletters, employee resource groups, offline bulletins, firmwide town halls, annual review meetings).
5
How are we promoting a culture that encourages adoption?
Provide training and resources to managers to effectively manage remote and hybrid teams and promote inclusive collaboration across all work styles, ensure performance bonuses and incentives and career advancement is not tied to in-office attendance.
6
How are we continuously measuring impact and iterating as needed?
Establish key performance indicators (KPIs) to measure the impact of flexible work policies on employee satisfaction, productivity, retention, and overall business outcomes.
Questions?
Get in touch at impact@rebootrepresentation.org