How Flexible Should Companies Be When Hiring?

Flexible schedules, defined by the U.S. Department of Labor, are generally beyond the traditional nine-to-five workday. A recent Axios Harris Poll 100 found that 77% of Amercians want their employers to allow a flexible schedule when their job can be done remotely. Companies who offer this alternative, are frequently desired by candidates looking for their next career opportunity.

Also, many job seekers consider flexibility more valuable than compensation. However, if employers require in-person attendance, with a set schedule, then employees usually want a higher salary for their physical presence. As an employer, balancing company business and managing employee expectations is important for success.

What do prospective job seekers want in regards to flexibility

For many, the idea of a set work schedule with no flexibility is unacceptable. In an article from Gallup, discussing the future of hybrid work, employees who wanted flexible schedules and were required to be in-person, would usually seek other jobs. Because of advancing technology, such as video conferencing, many jobs have changed and the workforce has learned new ways to manage their projects remotely. This is why a lot of companies are offering flexible schedules, which are now becoming the new standard. Also, workers wanting this flexibility are actively looking for hybrid, flex-time and fully remote positions.

Why is flexibility important to job applicants post pandemic

When several states began their lockdowns in March of 2020, due to the pandemic, many people were prevented from going to the office and had to work from home. This became a big adjustment for the competing demands of work and family life. Over time, many people adapted and learned how to navigate both efficiently to enjoy their new flexible lifestyle.

Employees discovered a great amount of time and money was saved by working from home, and how their previous schedule dictated their lifestyle. For example, according to Upwork, since 2020, 4.9 million people moved away from the city centers to less expensive suburban areas. In addition, Upwork stated that 18.9 million people plan to leave in the future due to their ability to work remotely. Employees now find they have more options for living where they want versus being physically limited due to their commute.

Advantages for the employee working from home include:

• No commute – eliminating time and stress
• Childcare – expensive daycare not needed
• Outside costs – gas and restaurant spending reduced
• Comfort – casual clothes and personalized work environment
• Accomodation – easier to navigate a chronic illness or disability
• Work/life balance – improved physical and mental health

The Spring 2022 McKinsey American Opportunity Survey, found 87% were working at least one day per week remotely. This survey also stated that most computer and mathematical jobs had flexible work options and 77% of people were open to doing fully remote work. These opportunities, according to the McKinsey survey, have expanded across different industries with 80 million Amercians working a flexible schedule.

Types of the most common flexible schedules:

• Hybrid – working both in the office and remotely on different days
• Fully remote work – working outside the office from anywhere
• Condensed work weeks – generally a longer four-day workweek 
• Flex-time – choosing your start and stop times to work required hours
• Part-time – typically considered no more than 34 hours per week 
• Job sharing – two people working part-time shifts of the same full-time job

Ways companies can realistically accommodate these requests

It’s important to understand how the team functions when different flexible schedules are implemented. In order to avoid proximity bias – where special attention is given by managers to people they see in-person – keeping the entire team on track will be easier if the following steps are taken on a consistent basis:

Ongoing communication – Having regular discussions with each employee about their preferred schedule, and options to troubleshoot any problems will help avoid misunderstandings.  

Productivity metrics – Agreeing to the expected productivity levels to help meet both personal and project metrics will clarify expectations.

Enabling inclusion – Encouraging remote and in-person employees to use team platforms for resolving issues to further promote transparency, autonomy and teamwork.

Benefits of being as flexible as possible without compromising business

When employees work remotely, it may seem like all the benefits favor them. But in many cases the employer has advantages as well. Besides becoming an employer of choice, many companies are responding to the needs of a changing labor market, with more employees choosing flexibility and mobility when possible.

Reduced overhead – Home offices are replacing the need for large office buildings and other on-site resources. According to Global Workplace Analytics, an estimated $11,000 can be saved in overhead costs for each halftime employee working remotely.

Increased productivity – Working from home usually offers a distraction free environment. According to an Airtracker survey, remote workers averaged an additional 1.4 more days per month or 16.8 days per year compared to in-person employees.

Employee satisfaction – According to the Tracking Happiness website, which researches mental health, a survey of remote workers found 20% were happier than employees who only worked in the office.