Many private companies need to embrace flexible work
It’s a sign of major disruption when governments are ahead of the curve compared to major companies, but that’s exactly what’s happening with hybrid work.
Flexibility has become a cornerstone of the modern public sector workplace, as we can see from recent U.S. and Canadian federal government negotiations with workers and New York City’s agreement with its largest municipal union. It’s clear that flexibility is more important than ever, and private companies would do well to take notice and implement a data-driven, employee-centric approach to hybrid work.
The negotiations between the Public Service Alliance of Canada (PSAC) and the Canadian federal government emphasized the importance of remote work. The government agreed to review remote work arrangements on a case-bycase basis, moving away from a “one-size-fits-all” policy. This outcome demonstrates a commitment to tailoring work arrangements to the needs of individual employees.
In turn, the U.S. federal government has recently asked agencies to evaluate how to strike a balance between increasing in-person work where necessary, while still ensuring remote work flexibilities. That balanced approach — focusing on in-person work only where necessary — aligns with the new case-bycase approach of the Canadian government, and reflects the U.S. government’s negotiations with the American Federation of Government Employees (AFGE) union. It goes against the top-down, onesize-fits-all, command-and-control policies of companies like Amazon, Starbucks, Disney, Apple and many others.
In a move that echoes the federal government’s actions, New York City Mayor Eric Adams announced a tentative contract agreement with District Council 37 (DC 37), the city’s largest municipal union. This agreement includes a plan to allow some non-essential city employees to work remotely starting in June, with a “flexible work committee” established to oversee the pilot program.
The contract reflects a shift in Adams’ position on hybrid work. Previously an advocate for strict return-to-office policies, Adams acknowledged the need for flexibility in the face of high vacancy rates and increased demand for hybrid work opportunities. This decision by New York City, a global business hub, sends a clear message: flexibility is the future of work and organizations must adapt to stay relevant.
Both the two federal governments and New York City’s actions serve as valuable lessons for private companies. As the world of work continues to evolve, embracing flexibility isn’t just a perk — it’s a necessity.
First, flexibility boosts employee satisfaction and morale. As demonstrated by the negotiations with PSAC, AFGE, and DC 37, workers increasingly value the ability to work remotely or on a hybrid schedule. Companies that accommodate these preferences will find it easier to attract and retain top talent.
Second, flexibility leads to increased productivity. Studies have shown that employees working in a hybrid or remote environment are more productive than their officebound counterparts. By allowing workers to choose where and when they work, companies can capitalize on this increased efficiency.
Finally, flexibility promotes inclusivity. Remote and hybrid work arrangements can help level the playing field for employees who may face barriers in traditional office settings, such as those with disabilities or caregiving responsibilities. By fostering a more inclusive workplace, and addressing bias, companies stand to benefit from a diverse range of perspectives and ideas.
As governments pave the way for flexible work, the private sector must follow their lead or risk losing out on top talent. The benefits of embracing flexibility are numerous: increased employee satisfaction, improved productivity and a more inclusive workplace. By adopting flexible work policies, companies and government agencies alike not only enhance their internal operations but also contribute to a broader cultural shift that values work-life balance and well-being.