Research suggests that flexible work options and an adaptive mindset are essential elements for employee well-being and high-performing work culture. Workplace flexibility empowers employees and can foster an environment of trust, inclusivity and productivity.
We acknowledge that one size does not fit all and that you’ll need to identify which offerings work best for your business model. This resource is meant to highlight the possibilities and inspire action.
WHY SHOULD BUSINESS LEADERS PRIORITIZE FLEXIBILITY?
1. Talent Attraction and Retention: In a competitive talent landscape, offering flexible work options is a powerful recruitment and retention tool. Employees increasingly seek flexibility as a key factor in their job satisfaction.
2. Productivity and Engagement: Workplace flexibility allows employees to optimize their work-life balance, leading to better work outcomes and oftentimes a deeper commitment to their employer.
3. Cost Savings: Remote work and flexible schedules can reduce overhead costs associated with office space and utilities. Business leaders can leverage these savings strategically.
4. Health and Well-Being: Prioritizing flexibility demonstrates a holistic commitment to employee well-being. Promote workouts or walks during lunch breaks, use of treadmills or standing desks, etc. to foster a healthier workforce, both physically and mentally.
5. Employees Are Asking For It: Employees are increasingly asking for workplace flexibility for various reasons, reflecting changes in personal needs, environmental trends and technological advancements.
SOLUTIONS FOR SMALL BUSINESSES
Businesses may have previously thought workplace flexibility strategies were out of reach, however, these recommendations can work for teams of all sizes. This is a great place to start as businesses consider options that will support the team structure and company culture.
Hybrid Structure
Research suggests that the hybrid model is here to stay. Offer flexible remote work options as workload and workflow allows. This saves commute time and provides an optimal work schedule. 85% of employees report higher job satisfaction in a hybrid work model.
Shift Trading
Allow employees to swap shifts with their colleagues. This allows employees to adjust their work schedules to meet personal needs without affecting overall staffing levels and can lead to reduced absenteeism.
Modified Schedules
Go beyond traditional work hours to allow for flexibility in daily start and end times. This acknowledges the needs of individual employees while still providing structure and accountability.
Job Sharing
Splitting the responsibilities of a single full-time position between two employees can offer increased flexibility in work hours and provide shared benefits. This can reduce workload burdens and enhance job satisfaction.
Wellness Room
Provide a private, comfortable space for any employee to use on breaks for meditation, nursing or taking a personal phone call.
Financial Wellness
Financial wellness goes beyond offering a 401k plan. It includes empowering employees with knowledge and resources so they can make decisions that will lead to their personal prosperity and stability in life. Connect employees to financial planners for advice on investments, retirement planning, debt management and budgeting.
ADDITIONAL SOLUTIONS FOR MEDIUM SIZED TO ENTERPRISE BUSINESSES
Providing flexible work environments and enhanced benefits do require resources, but these solutions are sure to deliver a strong return on investment. Consider these elevated strategies to attract and retain top talent, increase productivity and support team members’ overall wellbeing.
Flexible Hours
Empower employees to adjust their working hours around school drop off/ pickup times, kids’ activities or elder caregiving responsibilities. This can help accommodate personal commitments and leverage peak productivity times.
Compressed Workweeks
Give employees the option to work extended hours on selected days, enabling shorter workweeks. This flexibility enhances work-life balance, accommodating personal pursuits and family commitments.
Dependent Care Benefits
Provide child care or elder care subsidies or a dependent care flexible spending account option to alleviate the financial burden and stress of maintaining quality, reliable care for children or loved ones. Offer back-up care solutions through third-party vendors like Bright Horizons or Care.com.
Model Flexibility
Paid Parental Leave
Extend paid leave to new parents, including adoptive and foster parents, during the pivotal initial phase of parenthood. Employees who receive support during major life transitions tend to exhibit increased engagement and productivity upon their return to work.
Wellness Time
Allocate up to three hours per week of company-sponsored “Wellness Time” for employees to engage in physical or mental fitness activities. This initiative aims to promote active lifestyles and enhance overall health and wellness.
Adaptable Benefits Packages
Offer a variety of flexible benefits, encompassing health care choices, wellness initiatives, tuition compensation and financial planning support. These cater to the diverse needs and personal development of employees.
Urge leaders to demonstrate the use of PTO, hybrid schedules and other benefits. This sets a precedent, assuring employees they can avail these benefits without fear of repercussions or judgment.
TIPS FOR MANAGING FLEXIBLE ENVIRONMENTS
EFFECTIVELY
Create Formal Policies and Set Expectations
1. Define Flexibility: Engage management in conversations about flexibility and its benefits for recruitment and retention and clearly outline what flexible work arrangements are available and who is eligible.
2. Leadership Training: Provide leadership training on best practices for managing remote teams, employee engagement and encourage management to role model the new flexibility policies and practices.
3. Communicate Expectations: Ensure employees understand their responsibilities, performance expectations and how their work will be evaluated.
4. Documentation: Have clear policies documented and accessible to all employees.
Encourage Open Communication
1. Regular Check-Ins: Schedule regular one-on-one and team meetings to stay connected and address any concerns.
2. Multiple Communication Channels: Invest in collaboration and project management tools that facilitate communication and teamwork (e.g., Slack, Microsoft Teams, Asana).
3. Feedback Loops: Encourage employees to share their feedback on the flexible work arrangements and make adjustments as needed.
Foster a Results-Oriented Culture
1. Focus on Outcomes: Emphasize results and deliverables rather than hours worked. This approach helps build trust and accountability.
2. Set Goals: Establish clear, measurable goals and review progress regularly.
3. Recognize Achievements: Acknowledge and reward employees for their contributions and accomplishments.
Build a Strong Company Culture
1. Inclusive Culture: Foster an inclusive environment where all employees feel valued and included, regardless of their work arrangement. Identify champions to lead flexibility efforts throughout the organization.
2. Team Building: Organize regular team-building activities, both virtual and in-person, to strengthen relationships and enhance team cohesion.
3. Transparency: Maintain transparency in decision-making processes and keep employees informed about company updates and changes.
Monitor and Adapt
1. Track Performance: Use metrics and reports to monitor employee performance and productivity. Adjust strategies as needed to address any issues.
2. Solicit Feedback: Regularly seek feedback from employees about their experience with flexible work arrangements and use this input to make improvements.
3. Stay Agile: Be prepared to adapt policies and practices as the needs of the business and employees evolve.
Sources
• 100+ Hybrid Work Statistics and Trends in 2024, https:// www.flexos.work/learn/hybrid-work-statistics-and-trends
• Hybrid Workplace Statistics and Employee Preferences in 2024, https://archieapp.co/blog/hybrid-workplace-stats/
• Family-Friendly Workplaces: A Guide for Utah Business Leaders, https://issuu.com/saltlakechamber/docs/family_ friendly_workplaces_final?fr=sOTliZjExNTA2NQ
• The Future of Flexibility at Work, https://hbr. org/2021/09/the-future-of-flexibility-at-work
• What Is Workplace Flexibility? Pros, Cons, and Tips for Thriving in Flexible Working, https://www.themuse.com/ advice/what-is-workplace-flexibility
Utah’s Child Care Challenge
Child care is one of the most significant costs distressing working families as both availability and affordability are increasingly out of reach. The unfortunate truth is that Utah parents in half of the state’s 29 counties spend 15 - 20% of their household income for full-time care of children ages zero to two at a licensed center facility. The need to have more than one child in child care, regardless of the child’s age, only compounds the problem. For child care to be considered affordable, the U.S. Dept. of Health and Human Services states that a family should pay no more than 7% of its household income. For many working parents, the lack of access to high-quality care and the cost of care strongly influence their choice of whether or not to participate in the workforce.
Additionally, Utah’s economy takes a direct hit with child care issues resulting in an estimated $1.36 billion loss annually. Utah employers take the brunt of this impact, with absenteeism and employee turnover accounting for annual losses of roughly $1.10 billion. The child care challenge requires a variety of solutions because businesses have a myriad of needs and leaders should consider taking action in ways that best support their unique infrastructure, culture, and business priorities. This critical issue affects businesses of all sizes and has repercussions on recruiting and retention of top talent.
The Salt Lake Chamber views child care as a business imperative and encourages leaders to contemplate how it influences their workforce. To learn more about potential solutions, please download our Family-Friendly Workplaces Guide or visit us at slchamber.com/utah-communitybuilders/.
Workplace flexibility isn’t just a trend — it’s a strategic imperative. It is not just about changing policies, it’s about changing culture. It’s about creating an environment where both employees and companies succeed. By championing flexible work arrangements, you contribute to a thriving workplace where both productivity and well-being flourish. Let’s make work better, together.
For additional resources or to continue the conversation, contact Kabi Catalano, Executive Director at kcatalano@slchamber.com.
