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Develop a Targeted Flexible Work Program

Select flexible work options that balance organization and employee needs to drive engagement and improve attraction and retention.

  • A one-size-fits-all approach to selecting and implementing flexible work options fails to consider unique employee needs and will not reap the benefits of offering a flexible work program (e.g. higher engagement, enhanced employer brand).
  • Improper structure and implementation of flexible work programs exacerbates existing challenges (e.g. high turnover) or creates new ones.

Executive Summary

Critical Insight

  • Flexible work is more than flexible location. Organizations must understand the needs of unique employee groups to uncover the options that will attract and retain talent.
  • Provide greater inclusivity to employees by broadening the scope to include flex location, flex time, and flex time off.

Impact & Result

  • Uncover the needs of unique employee segments to shortlist flexible work options that employees want and will use.
  • Assess the feasibility of various flexible work options and select ones that meet employee needs and are feasible for the organization.
  • Equip the organization with the information and tools needed to implement and sustain a flexible work program.

Research & Tools

1. Assess the organization’s current state

Identify prioritized employee segments, flexibility challenges, and the desired state to inform program goals.

2. Identify potential flex options and assess feasibility

Review, shortlist and assess the feasibility of common types of flexible work. Gain leadership approval and investment and identify implementation issues and cultural barriers.

3. Implement selected options

Equip managers and employees to adopt flexible work options while addressing implementation issues and cultural barriers and aligning HR programs.