Blogs

Workplace Flexibility: Balancing Employee Needs with Business Demands

By Brandy Walker posted 01-20-2025 07:47 AM

Recommend

Editor’s note: This is the first installment of a two-part series on workplace flexibility. Click here for part two.

The demand for workplace flexibility is growing, with many employees considering it a necessity. Consider that 62% of workers would rather stay at a job where they enjoy flexibility than accept a pay raise for a position that demands strict office hours, according to Omnipresent, a global HR services provider.

What does flexibility mean? Popular options include flexibility with where work is done (remote, hybrid) and when it is done (start and end times, days of week). For employers, offering options like these and others can have a host of benefits.

In part one of this two-part series, we present some of the benefits employers can gain by offering flexibility and examine options for providing it. In next week’s part two, we’ll go over strategies for implementing flexibility in the workplace.

Benefits for Employers

Many employers have concerns that workplace flexibility will lead to a lack of structure and accountability. On the contrary, flexibility does not mean a free pass for poor attendance or that behavioral issues are written off. A culture of workplace flexibility requires accountability at all levels. 

Moreover, creating a culture of flexibility does not negate business needs. In fact, successful integration of flexibility requires developing flexible practices that support business needs.

Surveys show offering flexibility can increase retention, promote workplace diversity, improve productivity, and boost profitability. Consider the following:

Flexibility reduces barriers to entry, supporting employees with family and caregiver needs and promoting an inclusive culture. A hiring trend report from recruiting platform JazzHR shows that 80% of working parents with children under 18, 78% of Black workers, and 77% of Millennial workers consider workplace flexibility necessary when selecting an employer.

Flexibility moves the organization toward its strategic goals faster by allowing employees to work during their most productive hours and in environments where they can focus best. According to the Gartner Digital Worker Experience Survey, 43% of respondents said that scheduling flexibility helped them achieve more productivity.

Between decreased turnover and increased efficiencies, employers with flexible workplaces experience 21% higher profitability, according to Yarooms, a workplace experience platform.

Identifying Options for Flexibility 

The key to any successful flexibility program is clarity, consistency, and leadership support modeled from the top. Successfully implementing flexibility requires a firm understanding of where your organization is and where it is going.

There are many options to consider, including the following:

A popular option for flexibility in the last several years has been the increase in remote and hybrid work. According to a recent Forbes article that cited data from Global Workplace Analytics, remote work can save employers an average of $11,000 per employee in overhead costs. This option is usually limited to desk and white-collar workers.

Another popular way to be flexible is with the hours an employee is scheduled to work. This approach requires clear expectations for business and coverage needs, while also allowing employees greater input on factors like start and end times or what days an employee is available to work.

According to a recent Gallup survey, frontline workers value flexibility in choosing what days of the week they work over other flexibility options. Flexible start and end times, compressed workweeks, split shifts, and the four-day workweek can provide greater work/life balance to employees, without forfeiting full-time pay. Employers also gain additional staffing coverage during peak times or outside of traditional business hours by leveraging scheduling flexibility.

Flexibility can also come in the form of fractional positions. Job-sharing, part-time positions, and seasonal or temporary work allow employees the flexibility to balance personal obligations with their careers. Being open to part-time hires gives employers access to top talent that would otherwise be overlooked. Employers who hire part-time and seasonal workers benefit from this by being able to meet demands during peak seasons or for specific projects. This also reduces both absenteeism and payroll expenses.

Here are some additional options for flexibility:

- - Career development flexibility, such as online courses, self-paced learning, mentorship, or personalized coaching.

- Financial flexibility through benefits programs such as flexible spending accounts (FSAs), health savings accounts (HSAs), stock options, and financial wellness programs.

- Environmental flexibility, such as a small desk lamp instead of overhead lighting or allowing employees to keep a blanket at their desk.

- Workstyle flexibility, such as co-working spaces for employees who prefer body doubling.  Or allowing headphones in the office for employees who find ambient noise distracting.

Remember that flexibility is more than remote work, and ultimately, anything that employees perceive as granting them freedom of choice in the workplace can be seen as a form of flexibility. One thing is certain: Employees desire greater control over how, when, and where they work. So, how do we give that to them? We’ll explore that in part two next week. In the meantime, review Employers Council’s training catalog to learn about courses that can help improve retention and enhance leadership skills, including the following: