Flexibility in the workplace is about an employee and an employer making mutually beneficial changes to when, where and how a person will work to better meet individual and business needs. Flexibility enables both individual and business needs to be met through making changes to the time (when), location (where) and manner (how) in which an employee works.
Formal flexibility policies are generally approved by a company’s human resources department and authorize supervisors to implement flexible guidelines for their areas.
Informal flexibility refers to unofficial policies that are available to some employees, even on a discretionary basis.
Workplace flexibility generally falls into three basic categories: Flexible Work Arrangements, which encompass variations in work schedules; Time Off, which includes arrangements for periods away from work; and Career Flexibility, which addresses career development at various stages. Innovative workplace flexibility models are emerging as employers continue to experiment with options that will address their particular work environments.
Flexibile Schedules and Locations
This includes flexibility in the scheduling of hours worked, such as alternative work schedules and arrangements regarding shift and break schedules. Flexibility in the number of hours worked include part-time employment, job sharing, phased in retirement plans and seasonal jobs.
Flexibility in the work location includes working from home or at a satellite location. For example, a company that has offices in multiple cities within the state allows an employee to work at the location closest to his or her home.
Most of us, at some point in our lives, have worked in organizations that are rigid and unyielding. A company may be able to survive being managed that way, but it won’t grow. For example, companies such as Google, Facebook and Apple are known for their innovations. They employ exceptionally creative people and are known to provide flexibility in scheduling and work location as well as other perks, such as catered lunches and even spot massages to alleviate stress.
A strong management team understands that talent is the single most important factor in a company’s success. And to attract and retain that talent, you have to work with them to customize their jobs. This makes people feel valued, which leads to peak performance. The key is to be flexible and collaborative with hours and location.
The five major benefits of collaborating with employees to design their optimal workplace flexibility include:
When you work with people to help balance their work-life fit, you are treating them with respect and trust. In turn, they will be dedicated and devoted to the company. And when talented employees decide to work from home three days a week, they are making a serious commitment to the organization. Instead of working for you, they are working with you. This builds enormous buy-in and a better workplace culture.
Studies show that organizations that offer workplace flexibility have less absenteeism and turnover, and higher levels of engagement and productivity. Again, it comes down to control. We all need to feel in control of our lives, and by working with employees on flexibility, you grant them real control. They feel trusted and valued, and their investment in the work, and in the organization, grows.
Many organizations today view workplace flexibility as a strategic move, not an employee benefit. The bottom line is that progressive companies have an easier time attracting and retaining dedicated and skilled employees. People with a lot to offer want to work at companies that treat them like adults and have empathetic, energetic, progressive cultures. Pragmatically, telecommuting can save costs on supplies, real estate, and utilities. For example, Unilever is a company that permits 100,000 employees — virtually its entire workforce except for factory workers — to work anytime, anywhere, as long as the work gets done.
Truly engaged employees don’t leave the job behind when they’re off the clock. They are always open to new inspiration or insight. An employee with a well-rounded, active life will bring “value-added” to any job, and may find inspiration in surprising places.
Flexibility in Network Marketing
Workplace flexibility is built into the network marketing model. Flexibility is one of the primary reasons given by successful network marketers when asked why they choose to work in the industry. Network marketing is flexible in that: