The short answer: Yes. Flexibility is quickly transitioned from a “nice-to-have” to a cornerstone of any corporate culture focused on employee wellness.
Ever since the days of the lockdown, employees have been advocating for more flexible schedules and work arrangements. In fact, 58% of knowledge workers prefer to work remotely at least three days a week, according to a USA Today survey. At the same time, 42% would even take a 10% pay cut to have greater flexibility in the workplace—despite finances being the No. 1 stressor for most employees.
Of course, remote work options aren’t the only defining characteristic of a flexible work arrangement. Today, the term has evolved to include a range of accommodations, from hybrid work to personalized schedules; however, these competing definitions have caused a bit of confusion among employers.
To help leaders understand what truly flexible workplaces look like, let’s explore the various factors of flexibility, why it’s necessary, and how businesses can achieve it and use it to their advantage.
True work flexibility is about creating an inclusive environment that adapts to the diverse needs of employees and empowers them to choose when, where, and how they work. This doesn’t just give employees the ability to balance their work and personal lives—it gives them a flexible schedule to seamlessly coordinate both.
Achieving a truly flexible work environment requires a strategic approach that balances organizational goals with employee needs and preferences.
While some employers may still feel hesitant about remote work, let alone flexible hours, Harvard Business Review argues that a flexible workplace “aligns employers and employees to achieve mutual gain in meeting both performance and work-life needs.” Beyond giving employees the freedom to work when and where they’re most productive, this strategy also offers a number of health and wellness benefits.
Despite employee preferences, many companies are shifting back to in-office arrangements. However, employees are not eager to return to these traditional nine-to-five models, especially after having experienced the benefits and autonomy of remote and hybrid work models. A recent study from University of Pittsburgh reveals 99% of companies that issued a return-to-office mandate saw a significant decrease in employee satisfaction.
The pandemic-era lockdowns demonstrated that many jobs could be done effectively outside of the conventional office environment, challenging long-held beliefs about work structures. As a result, employees have developed new expectations around workplace flexibility and the integration of their personal and professional lives. But more than employee expectations, the push for back-to-office mandates often overlooks the significant business benefits to a flexible workplace.