We already know that structured flexibility helps parents, caregivers, and workers with chronic conditions and/or disabilities, but flexibility isn’t about granting accommodations to folks with special circumstances. At Werk, we've proven that everyone can perform better and more efficiently when given access to structured flexibility. And when the workday is tailored to employees’ unique skills and needs, it’s also companies who reap the benefits.
As we previously reported, one company enjoyed a 13.5 percent boost in work output from employees who had the option of working away from the office a few days per week. The reason? Location variety, or DeskPlus, as we call it, saves workers from office distractions, long commutes, and productivity-halting meetings so they can focus on “maker time.”
Another flexibility type that helps maximize employee productivity is TimeShift™. Current corporate culture forces everyone onto the same schedule, but TimeShift lets employees capitalize on their most productive hours, which in turn yields better results.
Meanwhile, MicroAgility™ prevents the unexpected from becoming a major interruption; PartTime entails a reduction of hours but not a reduction of ambition; and TravelLite™ limits the amount of business travel at a time when frequent work trips carry serious health implications that can wreak havoc on already-skyrocketing healthcare costs.
Without these flexibility types as accessible options, employees report productivity obstacles. Our survey of nearly 1,600 white-collar workers from a variety of demographics and firmographics showed that current workday structures make it challenging for 29 percent of respondents to perform optimally in their role, for 29 percent (including 34 percent of millennials) to perform in a sustainable way over time, and and 37 percent (including 40 percent of millennials) to feel inspired or energized by their physical workplace.
And let’s not forget the myriad of other benefits: companies with structured flexibility policies have net promoter scores that are 48 points higher than those without, they are winning the war for talent and retention, they’re keeping their real estate and healthcare costs at bay, and they’re emerging as leaders in diversity and inclusion.
So forget about accommodation and just imagine the potential business gains if everyone could do their job optimally, sustainably, and energetically. It's time for companies to stop looking at flexibility as a perk for the few, and start using flexibility strategically to harness the power of their most important resource: their people.