According to a recent survey conducted by WorldatWork and FlexJobs, over 80 percent of American organizations have implemented some type of flexible work arrangement. Shockingly, though, only three percent of those same organizations are measuring whether flextime actually makes people more productive and more likely to positively contribute to the bottom line.
This leads us to ask the critical question: “is flexwork worth it?”
Over the last three years, multiple pieces of research have offered clues to the answer. First, let’s look at the lay of the land. The WorldatWork/FlexJobs study provided a good framework for what flexwork actually looks like in American organizations today. First, 64 percent of companies described their flex programs as informal, with no written policy, and 44 percent of organizations said they do not feature or market flexible work options as an employee benefit.
Sixty-seven percent of respondents reported that managers can offer flexibility at their own discretion, and 41 percent of respondents said that access to flexible work is not widespread. The top three flexibility programs across all types of organizations are telework on an ad-hoc basis, flextime, and part-time schedules. So, flexwork comes in all shapes and sizes and is not an equal-opportunity benefit.
Some organizations are more amenable to flexwork than others, and some reasons may be how efficient and automated work processes are, if workers have the tools available to them to better collaborate remotely, and if processes are optimized or not.
For much more detail on this burning issue, check out the QuickBase Fast Track blog.