5 Considerations for a Flexible Workplace

There is no single approach to workplace flexibility that will work for every organization, team or role.

Flexibility can take many forms, and what works well in one workplace may not be practical in another. As organizations consider what flexibility continues to look like for their people, here are five things to keep in mind.

1. Flexibility Means More Than Where You Work

Working from home may be the first thing that comes to mind, but workplace flexibility can go much further. It can include flexible start and finish times, modified schedules, compressed workweeks, reduced hours, job sharing or greater choice in how work gets done.

Understanding what employees value can help employers identify where flexibility can realistically be offered.

2. Fair Doesn’t Have to Mean Identical

Not every role can offer the same type of flexibility. Some employees can work effectively from virtually anywhere, while others need to be on site. Some teams can easily accommodate flexible hours, while others depend on specific schedules or coverage.

The goal doesn’t necessarily have to be giving everyone the same options. It can be about considering what meaningful flexibility looks like across different roles while maintaining a sense of fairness.

3. Leaders Play an Important Role

Even with a workplace policy in place, the day-to-day experience of flexibility can depend on the people leading the organization or team.

Leaders can set the tone by applying guidelines thoughtfully, communicating clearly and considering both individual circumstances and the needs of the business.

4. Clear Expectations Matter

Greater flexibility doesn’t have to mean less structure.

Employees should understand what is expected when it comes to availability, communication, deadlines, collaboration and performance. When those expectations are clear, there can be more room for choice in how work gets done.

5. Find What Works for Your Organization

More flexibility isn’t necessarily the goal. The right flexibility is.

Consider what employees value, what the organization can realistically support and where there may be opportunities to provide greater choice. It may take time, feedback and adjustment to find an approach that works well for both employees and the organization.

Workplace flexibility has become an important part of the overall employee experience. Alongside compensation, benefits, retirement programs, professional development and workplace culture, it can influence how people feel about where they work.

Flexibility and consistency don’t have to be competing priorities. With the right approach, they can work together.

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If you are thinking about how to better support your team, we are happy to share a few practical ideas.

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