Why You Should Adopt Flexible Work Arrangements

When you make work-from-anywhere flexibility a core component of your company's culture, your employees will feel empowered, engaged, and more resilient in the face of challenges. Resilient? For real? Consider life's obstacles: big and small. Maybe it's car trouble, maybe it's a kid's doctor's appointment, maybe a spouse was recently laid off and could use you around for support. Maybe you're managing a really tough diagnosis, or maybe, like me, you're learning that your cancer has returned. These are huge challenges, whether that's a couple hundred bucks for a tow and a new tire or massive change in the trajectory of your life, the trust of an employer to allow time, space, and support makes all the difference. It doesn't take much imagination to remind ourselves of the weight of getting into the office, pulling yourself together to appear "professional," or stressing out that not being at your desk will count against you. When a company builds in flexibility as the rule, not the exception, this weight is lifted and employees can face the challenge that is immediately before them, without the baggage of wondering what their boss will say. Resiliency is psychological flexibility to adapt to challenges moment-by-moment, and flexibility is hindered by rigid policies that manage performance instead of lead people. You do remember that we are people, right? From someone who is in the middle of one of the obstacles mentioned and who is supported by a caring, people-centered, flexible company culture (Briljent), trust me when I say I give a lot more throughout my tenure by acknowledging that sometimes I need to give a little less when life demands that.

Work isn’t broken. The way we treat people is. For too long, workplaces have clung to outdated norms, expecting employees to fit into rigid boxes that no longer make sense. But times have changed. Expectations have shifted. Flexibility isn’t just a perk—it’s a necessity. It’s about: 1. Working where you're most productive, not just where your desk is 2. Offering remote and hybrid options as the standard, not the exception 3. Trusting employees to manage their time 4. Recognizing that mental health is just as important as performance 5. Taking time off without guilt or micromanagement 6. Setting boundaries so work doesn’t consume life 7. Investing in physical and mental well-being 8 Normalizing breaks and downtime instead of burnout 9. Adjusting workloads during high-stress periods 10. Supporting caregivers instead of making them choose 11. Creating inclusive policies for different life stages 12. Customizing working hours for different needs 13. Prioritizing career development instead of stagnation 14. Giving freedom to explore passion projects 15. Encouraging personal growth, learning, and new skills Yet, too many workplaces are still operating with a decades-old mindset. How can we expect innovation when the workplace itself refuses to evolve? It’s time to rethink work. When people feel truly supported, they don’t just perform better —they stay, they engage, and they help businesses grow. Because when employees thrive, businesses win. P.S. What’s one change you’d love to see in the workplace? — ♻️ If this post resonates, share it with someone who needs to hear it. ➕ Follow Sandra Pellumbi for more. 🦉

I just read that the Midwest excels in return to offices. (story by Cate Chapman of LinkedIn News) And I'm over here scratching my head and wondering, is that a contest you want to win? Don't get me wrong, I totally get why employers (and landlords) want #RTO to be celebrated and embraced 🎉 But, that's still gonna be a no from me dawg - and I'm not alone. As a #parent, I need the #flexibility to show up for my family when they need me - and I've been really fortunate to structure my working life to support a #familyfirst approach. It wasn't always this way, but last year: - My father died - I was #laidoff in an #RIF - I started #consulting full time - We added to our tribe with this little munchkin (#3isthemagicnumber) - My #perspective and #priorities shifted - and I needed to make changes My story isn't unique - and I recognize my own work/life #privilege - while millions of other parents and caregivers struggle to balance their careers and their home lives (with women disproportionately burdened more than men). If you know, you know. So, instead of me further preaching to the choir - or RAGING against the status quo - I'm going to propose we change the conversation. Let's explore some reasons why embracing #workflexibility benefits #employers: 1️⃣ Enhanced Employee Engagement and Retention: By offering flexibility, employers empower their workforce to craft ideal working schedules.This leads to increased job satisfaction, increased loyalty, and ultimately, higher retention rates. Employees who feel supported are more likely to stay committed to their jobs, reducing turnover costs and enhancing team stability. 💡Orgs that provide flexible working arrangements experience +30% in employee retention (source: Deloitte's Global Human Capital Trends) 2️⃣ Boosted Productivity and Creativity: Flexibility optimizes creativity and efficiency by allowing employees to work during their most productive hours. And that autonomy fosters ownership, innovation and improved team collaboration. 💡 According to a Stanford study, companies offering remote and flexible work arrangements saw +13% in performance (source: Forbes) 3️⃣ Diverse and Inclusive Workforce: Promoting flexible work arrangements is an essential step towards building a diverse and inclusive workforce. By accommodating the unique needs of #parents and #caregivers, employers create a more welcoming environment that attracts top talent from diverse backgrounds - resulting in a richer mix of perspectives, experiences, and ideas. 💡 Diversity and inclusion initiatives lead to +35% in employee performance and higher profitability overall (source: McKinsey) There are a lot of studies lately siting #WFH productivity losses 🙄 - so let's kill 'em with data. Because if the argument for #flexibleworking makes dollars and cents - we're going to see companies make accommodations in the short term and lasting changes in the long term. -- #flexiblework #hybridwork

I recently spoke with Hailey Mensik of WorkLife News about a new report from Scoop and Boston Consulting Group (BCG) that found #flexible companies outperform those with more restrictive work policies. One compelling stat shows 20% revenue growth from 2020-2022 at companies without in-office requirements compared to just 5% at those companies with hybrid or fully in-person arrangements.     We’re not surprised that companies that have embraced #flexiblework models are outperforming those who have not. As I said in the article, “This research is dollars and cents data,” and it reflects and validates what we’ve been finding for the past ten years in our research: flexibility drives business outcomes.   Like our research, the Scoop/BCG data points to the increasing need to bring leaders and employees together to reimagine how, when, and where we work. Addressing the current divide is key to moving forward in a way that benefits both the business AND its people:   “There is a gap between the employees working flexibly that did translate into operational growth, and the way leaders are seeing flexibility, that is going to stand in the way of leaders being able to prepare their organizations to be future ready.”     #remotework #hybridwork #returntowork #returntooffice #talentretention #employeeengagement #workflex #flexiblework #flexibleworkplaces #workplaceflexibility #highperformanceflexibiity #futureofwork #reimaginework https://lnkd.in/gQSn8hkN