When we hear about workplace flexibility, many of us think first about employers being flexible with childcare obligations and healthcare needs. But flexibility is a perk valued by employees of all kinds, including those without a lot of medical appointments or kids.
Varying Needs for Flexibility
Just because an employee doesn’t necessarily need the ability to clock out a little early a couple days a week or work from home, that doesn’t mean they don’t value that flexibility.
Maybe a 20-something employee hosts a standing game night with friends, for example, and would appreciate the flexibility to work from home those days to help get prepared. Or maybe an employee is a digital nomad and craves the ability to work remotely from anywhere with an internet connection. These are certainly nice-to-have perks, but to the extent employers find themselves struggling to attract and retain top talent, why not break the “nice-to-have” perks mentality?
Making Equitable Flexibility a Priority
“Employees not only crave flexibility, but also need flexible work environments that allow them to better balance their lives and greatly improve their sense of fulfillment,” explains Mindi Cox, Chief People Officer at O.C. Tanner. “This means creating a work culture where equitable flexibility is a priority. In 2024, more leaders will put in the effort to learn their employees’ unique needs and work with them to find a level of flexibility that works for all. In turn, the employees involved will feel more connected, engaged, and will want to stay.”
Many employers have traditionally offered some workplace flexibility—perhaps begrudgingly—to employees who have a clear need for that flexibility. That need might include obligations to care for children or to take time off to seek medical treatment or rest and recuperate. But increasingly, employees who don’t necessarily need greater flexibility are still demanding and expecting it. In a competitive contest for talent, employers would be wise to do what they can to accommodate those expectations.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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