![]() "We've deployed them in a more limited way on the construction side, because you can't put up a building from your kitchen."Īn organization's flexwork arrangement will depend on the nature of the business, but in all cases, HR needs to develop a clear and comprehensive policy that details exactly how managers can implement it and how employees can use it. "Both flexwork and telecommuting are most common on the design side of our business," Glatzhofer said. They defined flexible work as a variable in-office schedule, while telecommuting is defined as working from home. But as flexwork and telecommuting―an arrangement in which employees work remotely most or all the time―grow in popularity and become more customized, organizations often get creative to develop policies that will work best for them.Īt Los Angeles-based Aecom, a design and construction firm with 85,000 global employees, the HR and legal departments worked together to develop the company's flexwork policy, said Sonja Glatzhofer, vice president of human resources. most days, with a small degree of freedom to work from home on Fridays or sign off early in the event of a personal conflict. How should HR define flexwork? At many employers, initial flexwork programs mean employees work from the office from 9 a.m. The study concluded that a well-implemented flexwork policy can help your company, as long as HR addresses the most pressing concerns of employees and managers. AnĪmerican Sociological Association study demonstrated that IT workers at aįortune 500 company who participated in a flexible work program reported higher levels of job satisfaction and reduced levels of burnout and psychological stress than employees at the same company who did not participate. HR professionals who are new to offering flexwork are often relieved to learn that there is a clear business case in favor of it. And that number is expected to grow as the tight talent market pushes more employers to adopt flexible working arrangements to accommodate the scheduling needs of hard-to-find-and-keep employees. ![]() Employee Workforce report, from 1.8 million to 3.9 million workers. workers who telecommute has risen 115 percent since 2005, according to theĢ017 State of Telecommuting in the U.S. Finding managers who insist that employees adhere to a rigid attendance schedule isn't hard, but it's certainly tougher than before.
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