Has Flexibility Gone Too Far?
Judi Casey August 27th, 2008
Those of us who have worked in the work-life arena for a while are thrilled that telework and the four day work week are getting such great press and appear to be gaining in popularity. Typically, these trends are evolving due to high gas prices and concerns about pollution and traffic congestion. Another driver is real estate costs and the expenses associated with providing and maintaining offices for workers.
But perhaps the pendulum has swung too far? Although a compressed schedule or remote work may benefit some employers and employees, it may not fit for everyone. The trick is to determine which businesses and employees will have higher productivity and improved life satisfaction by such arrangements. And for those where it is not a fit, what are alternative arrangements that meet both business and employee needs, such as job shares or flexible schedules?
What do you think? Has the pendulum swung too far?
For resources on flexible work arrangements, telework and part-time work, please see our Topic Pages, Fact Sheets, and Effective Workplace Series. The Flexibility Case Studies provide examples of flexibility efforts at various organizations.
I think it swings too far if it begins to impose the kind of inflexibility it is purported to address. While business finances and work objectives are the key constraints for how to structure flexibility, the focus cannot be redirected from using flexibility to attract and retain workers.Often times, it comes down to the members of a work group to flexibly support each other in meeting those objectives. Individuals should be encouraged to discuss their necessary arrangements in addition to their flexibility preferences as they determine how to achieve business goals. This type of discussion increases employee engagement and productivity, which ultimately has at least as much impact on the bottom line as the effects of real estate costs and increased gas prices.
Flexibility hasn’t gone too far, but sometimes it’s implemented in ways that don’t make sense. One size doesn’t fit all — there should be a range of flexible work arrangements available — and whatever arrangement is chosen has to fit the needs of both the individual and the business. I’ve been working in the field of flexibility since 1979 and thought by now that discussions like this wouldn’t be necessary — but I was wrong. We still have a long way to go. But there are lots of wonderful organizations working to make things change.
[...] Today’s entry is a follow-up to our August 27th entry, Has Flexibility Gone Too Far? [...]
[...] attention to being environmentally conscious or “green” with increased implementation of four-day work weeks and telework. Initiatives previously viewed as work-family are now being reframed as environmental. [...]