As a manager, talking about flexible work options with job candidates can be stressful if you don’t take a proactive approach. According to Learning and Organizational Development Expert Sam Roberts, Founder of Be Happy Remote, most companies don’t provide this needed guidance.
“Often, companies launch intentionally vague flexible work policies to give themselves room to negotiate and possibly renegotiate,” said Roberts, who noted that where she has seen broad flexible work policies work best is when companies also provide discussion guides to their managers.
Below are tips from Roberts and other human resources experts for HR leaders and managers to use as a framework when discussing flexibility with potential hires or existing team members.
Discuss Types of Work Flexibility: Flex Schedule, Flex Time, etc.
Roberts notes that flexibility can mean a wide variety of different things to different employees and candidates.
“When discussing flexibility with a candidate, you could be talking about flexing where they work from, what schedule they work, how they dress, their benefits and leave allowances, their home office allowance, and the list goes on,” she said. With this in mind, be sure to cover the range of possible options in your discussion.
Emma Williams—a certified Strengths and Career Coach and the Chief Research Officer at HIGH5 Test, where she leads its human resources, coaching, and research programs—agrees that it’s important to tailor the conversation to discuss a candidate’s specific needs and preferences around flexible work options.
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“Every potential employee is different, so it is crucial to clarify if they prefer remote work or a flexible schedule, the reasons behind their preferences, and how they plan on maintaining productivity within the chosen work arrangement,” Williams said.
Know That Work Flexibility Is Deeply Personal
With the different types of flexibility in mind, managers should never assume that they know which type of flexible work option will best enable each person on their team to perform at their best. Roberts advises managers to start by simply asking the candidate what they expect and why.
“Truly listen to what they want and why they feel it would benefit their work,” she said. “Based on this, you can make sure you are not offering more than what they ask for, and you are not offering flexibility in areas they didn’t ask for.”
Set Expectations
When it comes to discussion about flexible work options, it’s vital to confirm that both parties are on the same page and aligned with the company’s objectives.
“Ensure that the candidate understands the expected goals, performance metrics, and communication protocols that come with any flexible work arrangement,” Williams said.
Showcase the Company Culture
Williams believes it’s important to emphasize the company’s commitment to work-life balance and how flexible work options are supported.
“Share examples of how other employees have successfully transitioned or benefited from flexible arrangements,” Williams said.
Remember: You’re Not Getting Married
Whatever option you land on together, Roberts notes that you don’t have to commit to it forever. Instead, you can put an agreement in place that clearly defines a pilot period and what success looks like.
“When starting a new job, we all expect to have probationary periods, so why not have a similar process in place for new hires‘ flexible arrangements?” Roberts said.
She added that she has heard horror stories about people being hired as fully remote employees, and then a few months or a year later, these employees are told to come into the office full-time or find a new job.
“If your company or team gets that sort of reputation, you will find it hard to hire in the future and may lose the trust of your existing team members,” Roberts said.
Williams agreed with the importance of keeping the door open for future discussions. “Emphasize that the company is open to reassessing and revising flexible work arrangements over time, depending on both the employees’ and the organization’s needs,” she said. “This can convey a sense of flexibility and the company’s willingness to adapt to the evolving needs of its workforce.”
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