Article: Workplace Flexibility Benefits Both Employees and Employers

By: Molyneaux Insurance (GRHRA Platinum Partner)

October 21, 2021


Conversations around work-life balance and flexible schedules have been around for years; however, the COVID-19 pandemic has pushed the subject to the forefront. Now one of the top benefits employees look for when looking for a job; employers are beginning to realize the value flexible working arrangements offer their organization.

For many industries, telecommuting is not an option; however, it’s important to understand there are different types of flexible working arrangements. Options include:

  • Reduced hours/part-time work
  • Varied schedules where employees are available during core hours during the day but have flexible start and end times
  • Working from a remote location
  • Compressed workdays and/or workweeks
  • Reduced hours during the summer months
  • Employers can also create a program that allows employees to work without a formal work schedule or location – known as a results-only work environment.

Employers who have implemented workplace flexibility benefits have had positive results. Not only have many benefited from a decline in turnover, tardiness, and absenteeism, an increase in employee morale, engagement, and productivity has also occurred. Further, flexible working arrangements are a valuable incentive in attracting top talent in a competitive job market.

For employees, one of the most important benefits of flexible working arrangements is work-life balance. Whether it’s childcare, personal obligations, or a difficult commute, giving employees some flexibility to schedule their work – without sacrificing productivity – allows them to focus on the job without worrying about their other responsibilities.

Employees who have the option to work flexible schedules have been found to have greater job satisfaction and are generally happier. Perhaps this is because they experience lower stress, have more control over their workday, or they feel more valued by their employer.

It’s essential that employers create a formal, written policy describing the company’s flexible working arrangements. While these arrangements can be limited to specific situations, the policy must comply with the Department of Labor’s Wage and Hour Division laws and not discriminate.

When implementing a flexible workplace policy, consider these best practices:

  • Create a link between workplace flexibility and your company’s goals.
  • Determine who is eligible, how the program will be used, and how it will be administered.
  • Describe the expectations for management and employees.
  • Balance company guidelines, individual needs, and management desires.
  • Enlist and train the management team on how to promote and administer the policy.
  • Include workplace flexibility as part of the employee benefits communications.
  • Ensure your policy is clearly defined so that everyone understands the expectations and procedures.
  • Link the flexible working arrangement to business results.

With worker shortages and employees' desire to work from home or set their hours, many companies are beginning to define "work" differently. By establishing a flexible working arrangement – and establishing guidelines for when, where, and how work gets done – performance is no longer gauged by how much face time employees put in the office. Rather, performance is measured by the quality of the work and whether it gets done.

Workplace flexibility can be a powerful tool. For additional information and resources to help you implement a flexible workplace arrangement at your company, contact Molyneaux Insurance, an AssuredPartners agency, at 563-324-1011.