Done right, work flexibility equals greater productivity

Today’s modern organizations know that work-life flexibility is essential for a healthy, thriving, productive culture. Some may refer to it as “flexible work arrangements” or “work-life balance.” While the terms are often used synonymously, they don’t always mean the same thing in the eyes of company leaders.

Some leaders fear promoting worklife balance because it can feel like it encourages less work and more play. Work-life flexibility means creating a culture where employees meet the demands of their personal lives while maintaining high levels of work performance. Flexible work arrangements include options for when, where – and how – the work gets done.

Since the pandemic began, the value of workplace flexibility has increased for employees and job-seekers looking for a work environment that prioritizes it. Undoubtedly, workplace flexibility will continue to play an important role in organizations looking to attract talented employees in an ever-evolving work environment. During the interview process, a great question to ask potential candidates is: What is workplace flexibility, and what does it mean for you? A flexible mindset is a sought-after quality among employers, and it can prove valuable for the employee as well. When employees adopt a flexible mindset, they tend to experience lower stress levels and better overall well-being. It also enables employees to learn new skills in a changing environment, ultimately benefiting their career path down the road.

Flexibility and adaptability in the workplace can take on a lot of different forms, depending on the environment and industry you work in, but here are a few general ways employees can demonstrate flexibility:

• Arrive to work early or staying

later than regular working hours.

Learn new software or skills to streamline or improve a process. Adapt to a changing role that requires additional tasks or responsibilities.

Set daily tasks aside when needed to address emerging emergencies.

Cover extra shifts or handle work when a co-worker is on vacation or out sick.

• Train new employees or help co-workers with tasks when needed.

• Offer solutions rather than complaints when problems arise.

• Stay updated on industry trends. Work-life flexibility has benefits that go beyond the scheduling needs of employees. It starts with encouraging managers to identify employee work styles and personal needs. Work-life flexibility requirements will differ significantly for people, and it is a good idea to create an inventory of what challenges need to be accommodated.

Managers play a vital role here, as they must adapt their communication and feedback methods to support employees through a host of challenges.

Some companies fail to adopt a work-life flexibility mindset because they haven’t become comfortable trusting employees to perform and do their jobs.

Laura Brinton is content marketing director at Energage, a Philadelphiabased employee survey firm. Energage is The Denver Post’s survey partner for Top Workplaces.