Workplace flexibility is a way to define how, when and where work gets done and how careers are organized.
The Sloan Work and Family Research Network defines it as “the ability of workers to make choices influencing when, where, and for how long they engage in work-related tasks.”
The Families and Work Institute suggests that workplace flexibility may include:
- having traditional flextime (setting daily hours within a range periodically)
- having daily flextime
- being allowed to take time off during the work day to address family matters
- being able to take a few days off to care for a sick child or other family member without losing pay, having to use vacation days, or make up an excuse for absence
- being able to work some regular hours at home
- being able to take breaks when one wants to
- having a work shift that is desirable and predictable
- having complete or a lot of control over work schedule
- being able to work part-time (if currently full-time) or full-time (if currently part-time) in one’s current position
- being able to work a compressed work week
- being able to work part-year in current position
- seldom being required to work paid or unpaid overtime with little or no notice
- believing that one can use flexible work arrangements without jeopardizing job advancement
We believe a culture that includes true workplace flexibility contributes to a workplace that is both supportive and effective.
Click here to learn how WFC Resources’ e-courses can help your managers and staff create such workplace.