Creating a Flexible Workplace

Lori K. Long, Ph.D.  Class One 

Employee and Labor Relations  2008
 Growing Demand

• Role of technology
> Communication
> Information access
• Generational priorities
> Baby Boomers
> Generation Y

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 The Business Case for Flexibility

• Increases productivity
• Improves retention
• Helps meet diversity goals
• Aligns with social responsibility

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 Increased Productivity

• A meta-analysis of 31 studies on flexible work found

that flexible schedules increased productivity and
reduced absenteeism.
• 39 percent of employees with flexible work
arrangements reported increased loyalty and a
willingness to work harder.
• Approximately one-third of managers said their
work group was more productive because it
included employees who used flexible work
arrangements.

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 Productivity – Organization Examples

• Flexible work options

> Merck, Unilever, Bank of Montreal, Starbucks, and Baxter
International
• Telework program
> Cisco
• Flexible work arrangements
> McGraw-Hill
• Workplace flexibility
> Capital One

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 Improved Retention

• A Catalyst study found a strong correlation between

a positive work/life culture and employee intent to
stay at the organization.
• 73 percent of employees with high availability of
flexible work arrangements say they would stay for
at least another year.

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 Retention – Organization Examples

• Best Buy: 90 percent reduction in employee turnover.

• Deloitte: $41.5 million savings in turnover costs.
• Aflac: Employee retention improved from 87 percent to
94 percent.

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 Meet Diversity Goals

• Gender
• Age
• Disability
• Culture/religion

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 Social Responsibility

• Reduces commuters
• Supports families
• Supports the community
• Encourages ethical behavior

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 Wrap-up

• There are many reasons why flexible work is a good

business decision.
• Before implementing flexible work options,
employers should:
> Understand flexible work options (Class Two).
> Determine the goals of their initiative and select the
right options for their employees (Class Three).

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 Flexible Work Options

• Categories:
> Alternate schedules
> Reduced-hour alternatives
> Telecommuting

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 Alternate Schedules

• Flextime
• Flexible schedule
• Compressed workweek

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 Reduced-Hour Alternatives

• Part-time work
• Job sharing
• Contract work
• Seasonal work

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 Telecommuting

• Full-time
• Partial week
• On occasion

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 Beyond Schedules

• Other programs, policies and benefits can support

work/life balance.
• Such programs and policies build a flexible culture.

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 Wrap-up

• Before selecting the flexible work options, an

employer should consider:
> Employee feedback
> Nature of work
> Phased implementation

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 Organizational Barriers

• Corporate culture
• Opposing policies
• Lack of understanding by managers

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 Planning for Flexible Work

• Research to build a business case

> Outside research
> Determine internal goals
• Involve employees
> Surveys
> Focus groups
> Exit interview data

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 Flexible Work Policies

• Simple is better.
• Ask employees to submit a written proposal.
• Consider how other benefits may be affected.

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 Resources

• Management training
> How to determine who can participate.
> How to measure performance outcomes.
• Employee support
> How to write the proposal.
> Coaching on how to work with flexibility.
> Networking opportunities.

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 Evaluating the Initiative

• Identify any issues and make any changes to

improve the program.
• Justify the investment.
• Build support for future programs.

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 Wrap-up

• Creative employees and employers will continue to

find flexible ways to work.
• Flexible work initiatives will likely become
organizational “must-haves” as more employers and
employees discover the benefits of flexible work.

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Thank You!

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Resource made available by SHRM US