12 examples of flexibility at work explained

Have your employees been operating on the 9-to-5 grind and asking to work more flexibly? Let’s analyze 12 examples of flexibility at work, showcasing how you can break free from traditional constraints.

From remote work to job sharing, these flexible working practices revolutionize how workers balance their professional and personal lives. But it’s not just about employee satisfaction. There are plenty of benefits for you, too. Increased productivity, reduced turnover, and a wider talent pool are just the tip of the iceberg.

How do you implement these game-changing strategies in your organization, and most importantly, which ones should you pick to make your business and teams thrive? Stick around for our expert tips at the end to help you find the perfect flexible work approach. It’s time to unlock the full potential of your workforce!

‍

The reasons why implementing some of the examples of flexibility at work below matters

Whether it’s about working from home, with asynchronous schedules, or part-time, people have developed a more flexible mindset regarding how they work. Covid-19 has allowed employees and companies to try new working styles like remote and hybrid work.

While some companies have forced their staff back into the office like before the pandemic, many others have realized the benefits of these models. Flexible work arrangements are now a top priority for employees and job applicants. 81% of desk workers expect to be able to work remotely (partially or fully). ¹

Here is a non-exhaustive list of the advantages of implementing some of the examples of flexibility at work we are about to describe:

• greater employee satisfaction;
• higher talent retention and attraction rates;
• increased employee productivity and engagement;
• larger recruitment opportunities;
• lower office expenses;
• decrease commuting costs and fatigue for employees;
• better work-life integration for your team members.

👉 Discover how to lower your costs thanks to the hybrid work model’s best practices!

12 examples of flexibility at work based on location, time, and working models

Examples of flexibility at work in terms of location

The traditional office model has dominated the business world for many years but is no longer the only option available. With technological advances and growing demand for work-life integration, flexible working practices have become increasingly popular. Here are three examples of flexibility at work related to location.

1. Full remote work schedule

Also known as telecommuting or telework, a fully remote work schedule enables employees to work from anywhere as long as they have an Internet connection. This type of flexibility at work can be particularly attractive to job applicants who want to work from home or live in a different city or country from their employer. Moreover, remote work can help companies reduce the costs of maintaining a physical office, such as rent and utilities.

👍 Pros: it enables hiring globally, enhances work-life balance/integration, reduces office costs, and matches employees’ expectations.

👎 Cons: it can increase the risk of isolation and employee disconnection, make it harder to sustain a strong corporate culture, and make it more challenging to have effective collaboration.

2. Full office

The traditional office model involves employees coming to a physical office space to work every day. While it may not sound as flexible as other examples at first, it is a form of work flexibility if you make it a choice for your team members. Some people favor working on-site rather than at home or a third office. As soon as it remains an option and not an obligation, it is a way of giving more flexibility to your workforce.

👍 Pros: it facilitates workplace connection, makes it easier to develop a corporate culture, and boosts collaboration.

👎 Cons: it no longer matches employees’ expectations and makes it harder to create a healthy work-life balance (especially if flexitime is not allowed).

3. Hybrid work model

A hybrid work model is the perfect mix between remote and in-person models. This concept allows people to work from home some days and come on-site the others. The schedule can be flexible, depending on the employee’s and the employer’s needs. This model offers the best of both worlds. Team members get the freedom and autonomy they require for better work-life integration while maintaining workplace connections. Organizations enjoy the benefits of having remote staff (reduced office costs, wider talent pool, etc.) with the advantages of traditional work settings (face-to-face interactions, office events, etc.).

👍 Pros: it allows companies and employees to enjoy the benefits of in-office and remote work and cuts office costs.

👎 Cons: It needs a well-designed policy to keep everyone on the same page, maintain workplace connections, and foster a strong corporate culture.

💜 Discover how deskbird helps you design your workforce's best hybrid work policy!

Examples of flexible working practices related to time

Time is another crucial factor in work flexibility. Many employees want to control their work hours to achieve a better work-life balance. Here are five examples of flexibility at work related to time.

4. Flexitime and staggered hours

Flexitime and staggered hours give employees more control over their working hours. Flextime allows employees to choose when they start and finish work as long as they work a set number of hours per day or week. Staggered hours, also known as asynchronous work, allow employees to work at different times than their colleagues. This can be useful for employees who need to accommodate personal commitments, such as picking up children from school.

👍 Pros: it gives employees more autonomy over their schedules and enables a better work-life balance/integration.

👎 Cons: it also requires to be well-structured with a policy to avoid abuses and unfair practices.

5. Compressed hours

Compressed hours, also called “condensed work week,” involve working the same number of hours in fewer days than usual. For example, some team members might work 10 hours a day over four days instead of five days of 8 hours. This can give them an extra day off each week, which can be helpful for those who want to spend more time with family or pursue personal interests.

👍 Pros: it decreases the time and cost of commuting, cuts office expenses, and gives employees more time for personal responsibilities and hobbies. 

👎 Cons: it implies longer working hours, which can impact productivity. 

6. Part-time jobs

Part-time jobs involve working fewer hours than a full-time job. This can be a great option for employees who wish to work part-time due to individual commitments or activities, such as caring for children, creating a side business, or volunteering for a cause. Part-time contracts can also be helpful for people who want to transition into retirement gradually.

👍 Pros: it enables you to expand your workforce and reduces labor costs while covering business needs.

👎 Cons: it can impact work output and team collaboration consistency, increase HR administrative tasks, and limit career advancements. 

📆 Start a free trial of the deskbird app to give your employees more flexibility with workspace booking and week planning while saving costs!

7. Unlimited time-off

Unlimited time-off policies allow workers to take as much time off as they need as long as they complete their work responsibilities. This can be a valuable option for people who need to take time off for private reasons, such as employee burnout or new training.

👍 Pros: it fosters employees’ autonomy and empowerment, enhances work-life balance/integration, and attracts top talent. 

👎 Cons: It requires a well-structured and clear policy to avoid uneven workload distribution and blurry expectations, which can prevent employees from taking advantage of this benefit.

8. Annual hours

Annual hours involve setting a total number of hours that must be reached yearly rather than a fixed amount per week or month. Team members have more control over when they work. The only rule is to meet the required number of hours by the end of the year. This can be useful for people who want to work more during busy periods and take time off during slower periods.

👍 Pros: It enables you to better match staffing needs with fluctuating demand periods and offers flexibility for employees to manage their workload based on personal and professional needs.

👎 Cons: it can create confusion among employees if not supported by a clear policy, leading to intense work periods (risk of burnout).

Examples of work flexibility based on work models

Work flexibility can also be organized around different work models. Here are some of the most common examples of job flexibility.

9. Job-sharing

Job-sharing is a flexible work arrangement where two people share one full-time job. Each employee typically works part-time, with their schedules overlapping to ensure continuity of work. This arrangement can benefit workers who need more flexibility in their agendas and companies looking to retain valuable talents who may be unable to work full-time hours.

👍 Pros: it boosts knowledge sharing and collaboration and retains talents seeking a part-time opportunity.

👎 Cons: it requires more HR administrative work, implies strong communication and collaboration skills, and can create conflicts if team members don’t have the same working styles or standards.

10. Distributed work

Distributed work, also known as remote work or telecommuting, involves employees working outside the traditional office. This can include working from home, a co-working space, or any other location with an Internet connection. Distributed teams have greater flexibility in their work environment. It is an effective approach to save money on office space and related expenses.

👍 Pros: it enables global hiring, offers a better work-life balance/integration, and answers employees’ work-life flexibility expectations. 

👎 Cons: it can create challenges for team cohesion and feelings of workplace disconnection and isolation.

💡Read more about this model: Distributed team | Embracing flexibility to its fullest!

11. Shift swapping

Shift swapping involves employees trading shifts with one another to accommodate their individual schedules better. This can be a useful option for companies outside of traditional business hours, such as those in the hospitality or healthcare industries. It can also be a valuable tool for team members with personal obligations requiring them to work non-standard hours.

👍 Pros: it enables scheduling flexibility, empowers employees, and decreases absenteeism. 

👎 Cons: If not appropriately managed, it can create scheduling conflicts and friction among team members.

12. Phased retirement

Phased retirement is a flexible work arrangement that allows people to reduce their working hours as they gradually approach retirement age. This can benefit employees who want to ease into retirement and companies who wish to retain team members who may otherwise choose to retire. Phased retirement can also offer a great opportunity for knowledge transfer from older staff to younger ones.

👍 Pros: it encourages knowledge transfer and mentoring opportunities and offers a smoother transition from work life to retirement for older team members.

👎 Cons: it often involves higher costs due to the high salaries of older employees and the remuneration of the following generation of workers.

👋 Learn more about managing a multigenerational workforce!

Tips to embrace the best approach to flexible work for your business and your employees

Implementing the right flexible work policy can be challenging and tricky. Many parameters must be considered, like your organization’s goals, corporate culture and values, and employees’ needs. Here are a few recommendations to help you determine what is best for your company and your team members.

💡 Reminder: you can combine several types of flexible work arrangements. For example, you can simultaneously allow a compressed work week and remote work. 

Focus on employee-centricity

First, we highly recommend considering your employees’ expectations throughout this process. Happy and satisfied team members are (a lot) more likely to be engaged, loyal, and productive. Therefore, as soon as it aligns with your company’s objectives, we suggest you adopt flexible work arrangements that match their needs and help them thrive professionally and personally.

Collect feedback and discuss the flexible work options with your staff

To know and understand your staff’s expectations, you must ask them directly. Don’t assume they want this or that based on comments you’ve heard in the corridors. Send surveys and sit with your team members to discuss this topic properly. Listen to their request, expose your needs, and create this new system together. This is the best way to design work policies that make your employees and business thrive.

Analyze your office occupancy data

When choosing the right flexible work arrangements, your office use and occupancy are other important resources to look into. Tools like deskbird gather analytics based on your staff’s desk and room booking. It tells you more about office attendance, the busiest days of the week, and the most active times of the day…. If you require your staff to be on-site every Tuesday, Wednesday, and Thursday, you must consider this parameter. However, it is a key resource for understanding what could work if your employees can currently come to the office whenever they want.

Be ready to adjust your flexible work policy regularly

Flexibility at work can take various forms, and employees can have very different points of view on it. Work trends can also impact whatever policy you put in place and make it obsolete. Therefore, it is paramount to constantly verify that your approach to flexible work still answers your workforce’s needs and business goals. To ensure it remains relevant, keep applying the two tips above: often discuss it with your team members and check your office analytics regularly.

In today’s fast-paced and ever-changing work setting, some of the above examples of flexibility at work are no longer perceived as a luxury but have become a norm for many organizations. By allowing flexible work practices, you attract and retain top talent, boost satisfaction and productivity, and create a positive corporate culture that values employee well-being.

Technology plays a massive role in making these types of flexibility work. From digital collaboration tools to desk booking software, tech has become a key ally for forward-thinking organizations. Are you one of them? 

Then, request a free demo of the deskbird app to discover how we can help you manage your flexible work environment and level up your employee experience!

‍

¹ Work-life balance statistics: key numbers to remember, deskbird.

‍