Flexibility as an Essential Employee Benefit

When you make work-from-anywhere flexibility a core component of your company's culture, your employees will feel empowered, engaged, and more resilient in the face of challenges. Resilient? For real? Consider life's obstacles: big and small. Maybe it's car trouble, maybe it's a kid's doctor's appointment, maybe a spouse was recently laid off and could use you around for support. Maybe you're managing a really tough diagnosis, or maybe, like me, you're learning that your cancer has returned. These are huge challenges, whether that's a couple hundred bucks for a tow and a new tire or massive change in the trajectory of your life, the trust of an employer to allow time, space, and support makes all the difference. It doesn't take much imagination to remind ourselves of the weight of getting into the office, pulling yourself together to appear "professional," or stressing out that not being at your desk will count against you. When a company builds in flexibility as the rule, not the exception, this weight is lifted and employees can face the challenge that is immediately before them, without the baggage of wondering what their boss will say. Resiliency is psychological flexibility to adapt to challenges moment-by-moment, and flexibility is hindered by rigid policies that manage performance instead of lead people. You do remember that we are people, right? From someone who is in the middle of one of the obstacles mentioned and who is supported by a caring, people-centered, flexible company culture (Briljent), trust me when I say I give a lot more throughout my tenure by acknowledging that sometimes I need to give a little less when life demands that.

I just read that the Midwest excels in return to offices. (story by Cate Chapman of LinkedIn News) And I'm over here scratching my head and wondering, is that a contest you want to win? Don't get me wrong, I totally get why employers (and landlords) want #RTO to be celebrated and embraced 🎉 But, that's still gonna be a no from me dawg - and I'm not alone. As a #parent, I need the #flexibility to show up for my family when they need me - and I've been really fortunate to structure my working life to support a #familyfirst approach. It wasn't always this way, but last year: - My father died - I was #laidoff in an #RIF - I started #consulting full time - We added to our tribe with this little munchkin (#3isthemagicnumber) - My #perspective and #priorities shifted - and I needed to make changes My story isn't unique - and I recognize my own work/life #privilege - while millions of other parents and caregivers struggle to balance their careers and their home lives (with women disproportionately burdened more than men). If you know, you know. So, instead of me further preaching to the choir - or RAGING against the status quo - I'm going to propose we change the conversation. Let's explore some reasons why embracing #workflexibility benefits #employers: 1️⃣ Enhanced Employee Engagement and Retention: By offering flexibility, employers empower their workforce to craft ideal working schedules.This leads to increased job satisfaction, increased loyalty, and ultimately, higher retention rates. Employees who feel supported are more likely to stay committed to their jobs, reducing turnover costs and enhancing team stability. 💡Orgs that provide flexible working arrangements experience +30% in employee retention (source: Deloitte's Global Human Capital Trends) 2️⃣ Boosted Productivity and Creativity: Flexibility optimizes creativity and efficiency by allowing employees to work during their most productive hours. And that autonomy fosters ownership, innovation and improved team collaboration. 💡 According to a Stanford study, companies offering remote and flexible work arrangements saw +13% in performance (source: Forbes) 3️⃣ Diverse and Inclusive Workforce: Promoting flexible work arrangements is an essential step towards building a diverse and inclusive workforce. By accommodating the unique needs of #parents and #caregivers, employers create a more welcoming environment that attracts top talent from diverse backgrounds - resulting in a richer mix of perspectives, experiences, and ideas. 💡 Diversity and inclusion initiatives lead to +35% in employee performance and higher profitability overall (source: McKinsey) There are a lot of studies lately siting #WFH productivity losses 🙄 - so let's kill 'em with data. Because if the argument for #flexibleworking makes dollars and cents - we're going to see companies make accommodations in the short term and lasting changes in the long term. -- #flexiblework #hybridwork

BEFORE you schedule a standing meeting for 8am or list your work hours as “8am - 5pm” - Consider this… One of your BEST employees just found out she is pregnant… One of your TOP candidates coaches his daughter’s soccer team… One of your leadership team just learned of her parent’s cancer diagnosis… One of your key business partners is about to finalize their divorce and enter single-parenthood. There are 32.6M families in the US with children in the home under age 18 - with 91.9% of these families having a working parent. There are 23M Americans who are also in the role of caregiver for an older loved one. And in total 73% of the US workforce is in a caregiving role - for a child, spouse, or parent. 73%. Remote work. Flexible hours. Hybrid environments. These offerings matter to millions of US workers. They’re not just good for employees - for retention and engagement- and candidate attraction and retention. They are good for business. Flexibility with your employees - increases productivity - decreases turnover - increases employee wellbeing. Flexibility at work - codified - understood- AND practiced - is not just good for mom and dads - it’s good for humans! #HybridWork #RemoteWork #8to5what #FlexibleHours #GoodForBusiness

Never forget that you are in the life changing business... It begins by making flexibility equitable... For the 80% worker whose role limitations often conflict with personal needs. While not every position can enjoy the same type of flexibility, our research shows that many 80% workers understand the realities of their jobs, and simply desire flexibility for personal things--going to their kid's game or performance, handling a project differently, or flexing time and workload when someone they care for is sick. But more than life balance, equitable flexibility is ultimately about giving employees voice and choice in how they accomplish their work, autonomy over their time, and providing them space and energy to pursue interests and skills. This approach will lead to new ideas, innovations, and process improvements that will benefit both employees and the business. So, mindfully discover unrealized opportunities to change the lives of your people in big and little ways, because when employees perceive they have a high level of flexibility, it increases the odds they will also have a high sense of appreciation by 12x! Thanks Gartner ReimagineHR Conference and O.C. Tanner for the stage. Access more insights in our 2024 Global Culture Report: https://lnkd.in/d5uwszR6

Is your Work From Home Policy Killing your Talent Pool? Listen, I get it…. If you want people in the office three days a week, that seems fair and reasonable.  There are all sorts of reasons why the employee should be fine with that.  However, this policy could be limiting your ability to access the best talent. Let me explain… If you allowed fully remote work, you could be tapping into entire spectrum of service talent across the country. And by far the majority of candidates we speak with, still express a desire to work from home.  Heres why: >More flexibility and freedom in their day to day lives. >No wasted time commuting, freeing up time for family, gym, dog walks, etc.  >Candidates report being more productive working from home. However, there are significant advantages to working at the office. >Building meaningful, deeper relationships with your team >People learn their jobs faster when they come into the office. >Face to face communication is better for understanding each other and for faster decision making So the million dollar question, whats the solution? Here’s my 2 cents >If you don’t want fully remote, offer as much flexibility as you can.   >If you insist on two days in the office, offer perks to encourage everyone to coming in on that third day voluntarily. (Like free car washes, or catered lunches). >On the days people come into the office, allow for staggered hours. >For the employee who has a sick child, or the cable guy showing up that day, let them work from home. Younger people without a family should take advantage of these early years in their career to accelerate learning and build business and personal relationships. >Support them by creating a culture where they have FOMO if they don’t come in.   >Provide more in office training.  >Assign mentors, and encourage collaboration in the office. If you want every advantage in recruiting the best talent for your agency you MUST listen to what candidates want and be flexible.  However, in my anecdotal experience, the strongest and best cultures most often come from the teams spending the most time with each other. So provide the incentives, with special emphasis in supporting the younger generation, and give it time.

In the whirlwind of life's unexpected moments, the true value of remote and hybrid work models has never been more apparent to me. Recently, my mom had a medical emergency, thrusting me into the dual role of caregiver for her and my son, all while navigating the demands of my career as a single parent. This experience has been a profound reminder of the balancing act many of us face daily. I'm incredibly fortunate to have a supportive team at work and at home along with the flexibility to adjust my work schedule as needed. This flexibility has been my lifeline, allowing me to manage my mom's care without sacrificing my professional responsibilities or my role as a parent. But as I navigate these challenges, I can't help but think of other moms who find themselves in similar situations without the support and flexibility I have. Here's what this experience has taught me: ➡️ Flexibility is more than a policy; it's a lifeline. For working moms, having the ability to adjust work hours or work from home isn't just a convenience; it's essential. It allows us to be present for our families in critical moments without losing our footing professionally. ➡️ Community and support are invaluable. The support from my team has been a beacon during this stressful time. It highlights the importance of a workplace culture that truly understands and accommodates the complexities of employees' lives. ➡️ The need for inclusive work policies is universal. My situation has underscored how vital it is for workplaces to adopt flexible, inclusive policies that support all employees, especially those juggling multiple caregiving responsibilities. It's not just about enhancing work-life balance; it's about ensuring that talented, dedicated individuals can continue to contribute to their fullest potential without having to choose between work and family. This period of my life has been a stark reminder of the realities many working moms face. While I navigate my own challenges, my heart goes out to those without the same level of support and flexibility. It reinforces my belief in the importance of advocating for work environments that recognize and adapt to the diverse needs of their workforce. When we champion these values, we not only support working moms but also build stronger, more compassionate workplaces. Has your company made a commitment to understanding the needs of your employees? #worklifebalance #remotework #workingmoms

The Talent Market in 2023: Flexibility is Key As an executive recruiter, I've noticed a major shift in what candidates are looking for in their next role. Flexibility has become one of the most sought-after benefits and a key factor candidates consider when exploring new job opportunities. In today's market, top talent expects and demands more flexibility whether it's remote work options, flexible hours, or hybrid onsite/remote schedules. Companies that offer increased flexibility and work-life balance programs have a competitive edge in attracting skilled candidates. The past few years have accelerated the future of work. Professionals now expect greater autonomy over when and where they work. At the same time, businesses recognize that offering flexibility helps expand their talent pool and allows them to retain their best people. As an executive recruiter, I'm advising all my clients to highlight their flexible work policies upfront in the recruiting process. Candidates want to know the details around remote work eligibility, hybrid office/remote schedules, flexible hours, and other programs that provide more freedom and work-life balance. They aren't afraid to ask about it and make it a negotiating point in their job offer. Companies that don't adapt to offer greater flexibility will face more challenges competing for and retaining the top 1% of talent today. Flexibility has become table stakes. To attract the best candidates, your workplace needs to keep up with the shifting attitudes and demands around flexible work arrangements. The talent landscape continues to evolve quickly, and flexibility has emerged as a top priority for today's workforce. It's a trend I'm observing closely in my role as an executive recruiter. Companies looking to hire skilled professionals need to recognize this reality and demonstrate how they can provide flexibility as part of their employee value proposition. Those that do will gain a key advantage. Curious, how flexible is your workplace? #flexibility #remotework #employeradvice

I’ll never forget the TWO difficult times when I needed flexibility the most. First, when my dad passed away unexpectedly in Brazil, I had to spend a week away. Second, I had to deal with cancer treatments and couldn’t work my regular schedule. Flexibility allowed me to ease back to work, and improve my productivity and overall job performance. You don’t need to go through a tough time like me to ask for what you need. Flexibility isn't just a perk; it's a game-changer! It nurtures well-being, fosters employee loyalty, and boosts productivity. In this month’s newsletter, I discuss how flexibility can be a win-win solution for employees and employers. - For job seekers: How to negotiate flexibility in a job offer - For employees: How you can ask for flexibility Asking for flexibility may be a conversation worth having with your manager. -------------------- Hi, I'm Ana! 👋 I help you advocate for your career well-being. 💜 I write about career development, job search, work environment, and well-being. Follow and ring the bell icon on my profile. 🔔 #FlexibilityMatters #WorkLifeHarmony #CareerSuccess

The preschool my son went to had it figured out when it comes to hiring and retaining great employees. When we checked them out a few years ago, it had this cozy, caring vibe you could feel. I instantly loved it and it came highly recommended by many parents I knew. Near the end of the tour, the Director said to me, "I want to let you know that our holiday breaks and summer breaks are a little longer than average. We recognize that it's hard for a person to work here because we only offer 6 hour work days and our industry is not one that supports very high wages, but it's important work. So in order to attract great employees and keep them, we give flexibility - longer breaks and longer summers so our team has more time off which is especially beneficial when they have young children or grandchildren of their own home for summer, Christmas, Spring break, etc." She added, "This has helped us significantly with finding and keeping great people in a super competitive industry. Some of our team has been here over 25 years. They refer their friends. One of our teachers here is a grandmother and her daughter works here now too." "We know we aren't in a position to offer people tons of money so we give what we can: time." That comment has stuck with me ever since. "Give what you can." If you're an employer offering no flexibility, wages that aren't competitive, and your search is limited to say, a 30 mile radius (that's about the max. people are interested in commuting anymore).... Know that the candidate pool you're hiring from will likely yield adverse selection. The "good ones" are being scooped up by your competitors. 😉 #hiring #insurancejobs #itssimple #competitivejobmarket #insurancecareer #cpcu #cic #cisr #realitycheck

Yesterday, I had a conversation with a CHRO from a home furnishings company, during which he shared a unique policy he implemented: a "work from home" accrual system. Given the nature of his industry, where a weekly work-from-home option isn't feasible, he devised a system allowing employees to accumulate work-from-home days throughout the year. This approach was a proactive response to the absence of a regular hybrid option. Interestingly, this initiative has been warmly received by employees who value the newfound flexibility. It's a testament to the power of creative HR solutions that adapt to specific industry constraints. I'm curious to learn about other innovative benefit schemes implemented by HR professionals. Please share any unconventional or customized offerings that have made a positive impact in your workplace! #hrbenefits #companyculture #employeeengagement