Flexibility is Key — How Can Employers Meet the Demand

Workplace flexibility is more than remote work options. Job seekers and employees want flexibility across all facets of work, from where and when to how they complete their work.

While often viewed as a short-term trend in response to pandemic needs, the desire for workplace flexibility increased years before the pandemic, and it looks like it's here to stay. Here’s how you can offer flexibility in your workplace.

As employees want flexibility, responsive employers see benefits  

Flexibility is a win-win for employees and employers. Employees get to work in a more productive, healthy, and loyal workforce. The increased autonomy helps them feel trusted to get the job done. 

Flexibility also directly affects work-life balance and wellbeing. Indeed’s Workplace Wellbeing Score found that flexibility is closely connected to happiness, stress, and satisfaction.  

On the other hand, employers who offer greater flexibility can attract and hire top-quality candidates. They’re also more likely to retain talent and encourage employee loyalty.

Employers can offer flexibility in four key areas:

1. Work schedules

Offer flexibility through flexible work schedules. Employees want flexibility in their work schedule and work hours. Moving away from 9-to-5 office workweeks can also benefit employers. A United Nations work-life balance study shows that productivity and job performance drop when employers enforce strict schedules, while turnover and absenteeism increase.

While not every job or industry can allow employees to set their own hours, there are other ways to incorporate schedule flexibility. A survey from Randstad shows employers can give workers the ability to choose their preferred schedule. Another alternative is to offer scheduling flexibility by implementing shortened workweeks like a nine-day fortnight.  

Specific segments of the workforce greatly value flexible work schedules, and employers miss out when they overlook these people. Gig workers who make up the alternative workforce highly value flexibility. Flexible work schedules are also crucial to attracting and retaining people who must juggle job and caregiver responsibilities, states Indeed & Glassdoor's Hiring and Workplace Trends Report. 

2. Location

Offer flexibility through work locations, both in person or online. Given remote work’s rise throughout the pandemic, many offices have adopted a hybrid model that allows employees to split their time between home, wherever that may be, and the office. 

When employers offer such flexibility, employees can still meaningfully interact with each other in person. Opportunities to network, collaborate, and socialize in person help combat the loneliness and isolation that may accompany remote work. Collaboration makes employees happy and more likely to stay. 

An Indeed study found that women want flexible working conditions, as it allows them to continue their many different roles. They’re not alone. Offering a hybrid work schedule that allows for on-site and at-home work is also attractive to Gen Z employees. Employers should better communicate to all employees and job seekers the flexibility they offer for where work takes place.  

Flexible work arrangements and fewer people in offices have also led to physical changes at work. Consider creating an agile workspace that takes full advantage of flexibility and uses design elements and technologies to increase productivity and optimize space.

3. Employee benefits

Employees increasingly want flexibility and choice. A young worker, for example, may value perks that pay back student loans, while older workers seek contributions to retirement plans. Employers can rethink their work perks through flexible employee benefits and offer customizable benefits that better meet individual needs.  

Flexible benefits packages are especially helpful now, during the cost-of-living crisis. Employers can provide workers with more value and security. Employees who feel supported and secure are less likely to leave their jobs.

4. Time off

A Canadian study found that 60% of Canadian workers seek flexible paid time off options. Workers want more paid time off hours and greater flexibility to care for sick children or parents and attend appointments or school meetings, for example.

Employers should thoroughly evaluate their paid time off policies to ensure they meet employee needs. Surveys from Gallup among on-site workers found that increased paid time off or vacation time is the top perk people would change jobs for, far surpassing the runner-up perk—a four-day workweek. Additionally, offering leave of absences provides another way to enhance time off flexibility.

Introducing flexibility into the workplace, even in small measures, can yield significant impacts. According to a Telus Health’s Mental Health Index Report, personal-needs flexibility, which allows employees to attend to unexpected or unscheduled personal matters during the workday, is the most desired form of flexibility among Canadians, ranking higher than flexible work hours and work location.

Flexibility is key for top employers

When it comes to flexibility, companies shouldn’t overlook the importance of integrating it into their recruitment processes. Employers can demonstrate their commitment to flexibility in job postings by emphasizing candidates' choices of location or schedule and by using virtual interviews to better accommodate potential employees.

By prioritizing greater flexibility throughout their organizations, companies can attract top talent and cultivate a productive, healthy, and loyal workforce.