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As companies move forward with post-pandemic planning<\/a>, one thing is increasingly clear: we have now arrived in the era of the flexible workplace.<\/p>\n For many employers and employees alike, the national conversation around flexibility centers on remote work<\/a> or hybrid work<\/a>. This is because, according to many reports, more than half of U.S. employees in applicable roles plan to pursue permanent remote or hybrid work in the near future.<\/p>\n For many employees, the COVID-19 pandemic<\/strong> and the ensuing widescale, prolonged work-from-home experiment demonstrated that they can be equally productive at home as in the office \u2013 in some cases, more so. Employees prefer no commute and, instead, have enjoyed greater work-life balance<\/a>. They can spend more time with family, easily pursue outside hobbies and interests, and better fulfill caregiver or parent responsibilities.<\/p>\n The pandemic has also caused employees to reevaluate their priorities. Salary and benefits are still important, but higher numbers of U.S. employees cite their physical and mental health, wellbeing and work-life balance \u2013 directly associated with workplace flexibility \u2013 as their top concerns.<\/p>\n For many employees, there\u2019s simply no going back to a pre-2020 world.<\/p>\n Companies refusing to get on board with workplace flexibility may face challenges in recruiting and retaining top talent<\/a> \u2013 especially in today\u2019s fiercely competitive job market \u2013 compared to companies that are willing to adapt to new employee expectations.<\/p>\n If your company falls within one of the following camps, this discussion about workplace flexibility is for you.<\/p>\n First, let\u2019s tackle what flexible workplace<\/em> actually means. Its scope is much broader than many of us think, extending far beyond just remote or hybrid work \u2013 although that is an important component.<\/p>\n A flexible workplace acknowledges that there is no one-size-fits-all work environment that makes everyone happy, engaged and productive. Therefore, a flexible workplace allows employees to have more freedom and autonomy in at least one<\/u><\/em> of these three categories:<\/p>\n For each of these examples, employers should still set consistent rules, establish clear expectations and explain the business rationale for each decision made on workplace flexibility. After all, flexibility <\/em>and autonomy <\/em>do not equate with anarchy<\/em>.<\/p>\n Companies that embrace workplace flexibility can reap significant benefits, such as:<\/p>\n A flexible workplace is a critical component of creating a workplace that employees never want to leave<\/a>.<\/p>\n However, having a flexible workplace isn\u2019t without challenges either.<\/p>\n Aspire to an uplifting and engaging workplace, not one in which managers feel frustrated over misguided expectations and employees feel smothered.<\/p>\n As you examine what your workplace currently allows, evaluate which rules seem arbitrary.<\/p>\n Ask yourself:<\/p>\n You cannot take truly meaningful, effective action if you don\u2019t know what your employees consider important. Find out what they value and want in their workplace.<\/p>\n For most companies, the easiest, most efficient option will be to survey employees<\/a>. Ask what they like and dislike about their workplace. What should the company start doing, stop doing and continue doing?<\/p>\n Of course, it is not realistic to assume that all feedback can be accepted and implemented. However, if you are going to survey employees, be prepared to explain to them why you did not implement certain feedback. Cite business reasons when doing so. Otherwise, employees will feel ignored, become discouraged and hesitate to participate in future surveys.<\/p>\n Armed with your own research and the results from employee surveys, figure out where win-wins potentially exist for both employees and your business. Having a flexible workplace is about striking a balance between employee wants and business demands.<\/p>\n Add new rules and policies to your employee handbook<\/a> surrounding a flexibility initiative. You don\u2019t want to create new layers of complexity or inflexibility, but you need basic, consistent parameters. You have to protect your business in case an employee abuses new policies or claims unfair treatment.<\/p>\n Announce all changes to your workforce, so everyone is aware. Leverage different communication channels, including townhall-style meetings and email. This is your chance to introduce the new policy, generate enthusiasm around the change, establish expectations and answer questions.<\/p>\n Making your workplace more flexible isn\u2019t a one-and-done change. Have a feedback mechanism in place<\/a> so you can learn what is and is not working for employees, and respond accordingly. This is how your organization maintains its morale and engagement internally, and a good reputation externally.<\/p>\n There\u2019s no going back \u2013 the majority of employees clearly want a more flexible workplace and greater autonomy over their work day. Ignore this major shift underway, and you’ll risk significant recruiting and retention problems. However, don\u2019t fall into the trap of thinking flexibility is only about remote or hybrid work \u2013 though that is a big, highly desirable piece of it. <\/p>\n If your workplace cannot accommodate remote or hybrid work, there are many other ways to embrace flexibility and autonomy, and improve working conditions for employees. As a result, you can raise morale and engagement, and more easily entice employees to stay with your company.<\/p>\n Going forward, a flexible workplace will be a critical ingredient for and indicator of a positive workplace culture. To learn more about what makes a great culture, download our free magazine: The Insperity guide to company culture<\/a>.<\/p>\nWhat is driving workplace flexibility?<\/h2>\n
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What is a flexible workplace?<\/h2>\n
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Examples of WHERE flexibility:<\/h3>\n
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Examples of WHEN flexibility:<\/h3>\n
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Examples of HOW flexibility:<\/h3>\n
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Benefits and challenges of a flexible workplace<\/h2>\n
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Basic steps to create a flexible workplace<\/h2>\n
1.\u00a0Review and reassess current workplace rules and policies<\/h2>\n
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2.\u00a0Talk to your employees<\/h2>\n
3.\u00a0Assess what works for your business<\/h2>\n
4.\u00a0Document and communicate all changes in rules and policies<\/h2>\n
5.\u00a0Enable feedback<\/h2>\n
Summing it all up<\/h2>\n