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With the rise of remote work and evolving employee expectations, workplace flexibility options like adaptable schedules and locations and other flexible work arrangements have become crucial in attracting and retaining top talent. So, how can companies offer flexibility at work that’s both practical for their business and keeps workers happy? Let’s start with the basics.
What is workplace flexibility?
Workplace flexibility, or “flex work,” has moved beyond simply clocking in and out. Flexibility in the workplace gives employees a say in where, when, and how they work.
Unlike the concept of work-life balance, which can sometimes feel like a tug-of-war between conflicting priorities, flex work recognizes that work and life often intertwine and flow together.
Workplace flexibility examples
Flexible hours / flex time – Adjusting work schedules to accommodate personal needs or preferences, like flex time where start and end times can be chosen within a defined range
Flexible locations – Option to work from various locations, such as home, co-working spaces, or satellite offices
Unlimited paid time off – As much paid time off as desired with manager approval
Condensed schedules – Longer hours on fewer days of the week or pay period
Remote work – Working outside of the traditional office setting, often using technology to communicate and collaborate
Job sharing – Two or more employees divide the workload and hours of one full-time position
The feasibility of work flexibility can be affected by factors like industry and the nature of the work. Despite some industries traditionally favoring fixed schedules, many companies are trying innovative new scheduling approaches. For example, dairy producer Land O’ Lakes moved from fixed shifts to flexible scheduling, allowing employees to choose their hours. This shift is helping boost recruitment for previously hard-to-fill positions, increase productivity, and improve job satisfaction.
The importance of workplace flexibility
Designing work to support mental health can make a big difference in employee and organizational success.
“There’s a clear connection between work design and mental health, and workplace flexibility is a crucial aspect,” said Keren Wasserman, a senior manager on Lyra Health’s Workforce Transformation team. “The reality of each employee’s uniqueness is that when the best work gets done is incredibly personal and dependent on individual circumstances. In order for employees to produce their best work they need a schedule that is manageable. It’s impossible to be fully present at work if the tradeoff is that personal responsibilities such as caretaking duties are neglected at home. As much as possible organizations should work to provide employees workplace flexibility so that personal needs and work demands aren’t in constant conflict, but can rather find a state of harmony and integration.”
Flexibility in the workplace can:
Drive employee well-being and work performance
“Workplace flexibility is a work design lever that lives at the intersection of employer and employee needs,” said Wasserman. By offering flexible schedules or remote work options, team members can attend family events, pursue hobbies, and take care of personal needs without sacrificing their professional responsibilities.
Boost job satisfaction
Companies that prioritize flexibility at work show they’re committed to employees’ well-being by accommodating their circumstances. This can increase job satisfaction and morale, making it more likely workers stay with their current employer longer.
Increase productivity
Flex work options empower employees to work when and where they’re most productive. Without the constraints of traditional work hours and locations, they can optimize their work environments and time, leading to better productivity and efficiency.
Gain a competitive edge
Top talent has options—and they’re looking for employers who understand the value of work-life balance. Research shows flexible work arrangements attract skilled professionals who prioritize flexibility and autonomy. This brings fresh perspectives and strengthens the organization.
Support diversity, equity, inclusion, and belonging (DEIB)
Historically, traditional work arrangements assumed a single breadwinner with the other partner largely responsible for household and child care duties. “In today’s reality, dual-income households are common and caregiving responsibilities are often shared, making workplace flexibility essential for balancing work and family responsibilities,” said Wasserman.
Flex work can also accommodate individuals with disabilities and other underrepresented groups.
Expand talent pool
Workplace flexibility isn’t just a trend—it’s a game-changer for recruiting. With remote work options, for example, employers can cast a wider net, accessing talent from across the country and even around the globe. This diversity of perspectives and experiences enriches teams and drives innovation.
7 tips for managing employees in flexible workplaces
As remote work and flexible schedules become more common, mastering the art of managing employees in these environments is essential for a cohesive and productive team culture. Workers take notice when their employers offer the flexibility they need. Lyra’s 2024 State of Workforce Mental Health report found that 85% of HR and benefits leaders felt they offered enough work flexibility for parents to care for their child’s mental health needs, while only 63% of employees felt the same.
Here are some best practices for managing flex work employees:
#1 Set clear expectations
Communicate clearly. For example, outline expected response times and availability for virtual meetings in remote or hybrid settings. “Setting clear expectations around work quality, quantity, and deadlines ensures smooth communication and collaboration despite differing schedules or locations,” said Wasserman.
#2 Use relevant performance measures
Set up systems that make sense for the type of work and setting. For example, “in remote environments ‘being online’ is meaningless to performance. Rather, it’s the quality of the work and the impact of that work that needs to be used to measure performance,” said Wasserman. “No matter what the model, evaluate on quality and impact, not just showing up.”
#3 Invest in the right technology
Opt for technology that allows workers to stay connected throughout the day. For example, cloud-based collaboration tools enable remote workers to communicate in real time, while project management platforms help coordinate tasks and deadlines across teams with varied schedules.
#4 Schedule thoughtfully
Try to schedule company meetings and gatherings at times most employees can attend. “For hybrid settings, be careful about how and when conversations are happening to be inclusive,” said Wasserman. “Rather than engaging in ‘hallway conversations’ be mindful about when and where problem-solving and key decisions are made. Try scheduling meetings when everyone is in the office so there isn’t an ‘in-person advantage.’”
#5 Adopt processes that work for everyone
Establishing work processes that are inclusive and adaptable creates clarity, fairness, and encourages productivity across different flexible work arrangements. For example, a transparent, accessible task management system accommodates flexible hours and locations, while regular check-ins via video conferencing promote collaboration and accountability in remote work settings.
#6 Evaluate work hours and schedules
Understanding the impact of work hours and schedules on employee well-being is essential to a supportive and productive workplace. “You can evaluate whether work hours and schedule are impacting employee mental health through psychosocial risk assessments,” said Wasserman. “These assessments diagnose which aspects of work are driving employee work-related mental health distress so that organizations can specifically address employee concerns and improve ways of working.”
#7 Allow for rule exceptions
For organizations with more rigid scheduling or in-office requirements, consider where you can include a flex work policy for extenuating circumstances. “The more that policies can acknowledge that life can be unpredictable, especially regarding health or family responsibilities, by including provisions that allow employees to flex their schedules when necessary due to sickness, child care needs, elder care responsibilities, or other unforeseen circumstances the more leaders and the organization as a whole will be seen as valuing their employees and supporting them with managing their work-life balance.”
Is workplace flexibility the missing piece?
Workplace flexibility looks different for every organization. Even small changes in how work gets done can yield big results. “Using the lever of work flexibility is a strategic mechanism to improve both employee well-being and productivity,” said Wasserman. “Allowing employees to have flexibility so that they can do their best work not only supports employee well-being but also cultivates an organizational culture that demonstrates care for their people while also being able to emphasize the importance of work quality and impact over employee attendance.”
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By
The Lyra Team
28 of May 2024 - 6 min read
Mental health at work
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