Employers, if you think that inflexible work environments isn’t an issue, think again. A new study from Werk published in the Harvard Business Review found that almost all employees need work flexibility, but few are actually getting it. And this discrepancy isn’t only affecting employees, but the companies they work for, too.
In the study from Werk, which profiled 1,583 white-collar professionals spanning several industries, researchers discovered that while 96% of people surveyed said they needed flexibility, only 47% have it. The work flexibility gap widens for women, since 34% claim to have the flex they need. But of all the employees who stated that they need flex (97% of men and 95% of women, to be exact), only 19% claim that they have access to formal flexible work programs.
Researchers looked at six various types of work flexibility:
- Unconventional Hours: Employees are allowed to shift their hours earlier or later, to avoid rush hour or simply improve productivity.
- Flexible Schedule: Workers have a traditional workday, but are free to adapt the day as needed for personal matters, as long as they make up those missed hours later.
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- Remote Work: Although employees are based out of a traditional office, they are allowed to work remotely some of the time.
- Location Independent: Workers do not report to an office and can work from anywhere.
- Minimal Travel: Employees have little or no travel; the max is 10% travel annually (which equals two to four days per month).
- Part-Time: Individuals work on a part-time basis.
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The 54% gap of those who need flex but don’t have it isn’t only a worker issue, but really an employer issue as well. After all, when employees are struggling to fit their work and family lives into the rigid requirements of each workday, it has negative consequences for employers. From reduced productivity to frequent absences, the quality of the work being produced by individuals can be affected. Not to mention that companies that don’t offer flexible working options run the risk of losing their talent to flex-friendly competitors and a decrease in the engagement and advocacy of workers towards their companies.
Here’s how to employers can shrink the work flexibility gap:
There is, however, an easy solution to this dilemma—offer work flexibility. Talk to your employees to see what works best for them. Find a method that works well for your company. Then, create a solid work flexibility program that will meet everyone’s needs while offering those extra benefits—higher productivity, fewer sick days, and less office realty costs!
Not only will your company be able to pick from a greater talent pool, but you’ll be able to retain the workers you already have, get better results from them, and have the benefit of them positively promoting your company to their own networks. That’s why establishing a flexible work policy can make all the difference in having a healthy, happy, productive workforce, and establishing your company as the one to work for.
Photo Credit: bigstockphoto.com
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