Workplace flexibility is gaining traction as one of the most important perks an employer can offer. According to a WorkplaceTrends report, while 67 percent of companies believe their workers have a work/life balance, 45 percent of employees disagree. The "2015 Workplace Flexibility Study" found 75 percent of employees ranked this benefit as most crucial to their satisfaction with their employer. Businesses are listening, too: 53 percent of employers plan to invest more money into these programs in 2015.
Participation is low
Despite the additional investment companies make into flexible work programs – including the ability to work remotely, extended maternity and paternity leave and family friendly schedules – many employees choose not to participate. In fact, no more than 12 percent of workers are using the offered plans, according to the "Women in the Workplace 2015" study by LeanIn.org and McKinsey.
The reasons for lack of participation include fear of being a burden to colleagues and the possible negative effect on employees' careers. Workers worry that taking advantage of flexible workplace schedules will limit their careers, making them seem less interested in advancing within the company. Employees feared regular use of these programs would make workers look less committed to their positions and colleagues than the employees who didn't use the perk. Additionally, these workers worried promotions would be less common.
HR should focus on culture
The Workplace Trends study reported 40 percent of employers worry flexible workplace programs will not fit into their culture. To make this perk more successful, companies and their human resources team should work on making workers feel safe when using the perk. This ties directly into company culture, according to the Wall Street Journal. This can be difficult, as workplace sentiment usually comes around naturally.
Employers should focus on creating an accommodating company culture that promotes flexible workplace programs.If the work culture allows, employers can work with HR to make employees more comfortable with these programs. Employers should show workers that flexible workplace options are not career limiting. In addition, HR could encourage higher-level employees to champion the perk, alleviating some of the fear from other levels of the business. Companies should also focus on performance instead of attendance when it comes to promotions and accolades.
Pros and cons
Although these plans are becoming more common in the workplace, companies should still weigh the advantages and disadvantages before implementing their own flexible arrangements. One of the largest concerns for employers is that workers will abuse the privilege. The perk may not work for all industries or for every position within a business.
"Flexible workplace programs are an important tool for attracting and retaining talent."
Productivity can be affected, for better or worse. While some employees thrive when making their own hours and in remote locations, others do not. Distractions can get the best of workers, leading to decreased efficiency.
Flexible workplace programs are an important tool for attracting and retaining talent, but these perks need structure to truly succeed. HR should communicate the requirements of the program to all employees. Companies may allow employees to work remotely, but still during normal hours of operation, for example. With a solid framework and understanding of the benefit, employees can worry less about limiting their careers and focus on advancing in the workplace.