Client Login

Stay Updated

Subscribe to the INSURICA blog and receive the latest news direct to your inbox.

Subscribe to the blog


Make Your Workplace Flexible to Benefit Your Employees and Your Bottom Line

Flexibility can be a great way to attract talent to your company. Employees are looking for innovative workplace solutions to cater to their needs. Luckily, technology makes it easy for most teams to create flexible – and often remote – solutions.

When you create a flexible work environment, you are showing your employees that you trust them because you assume that the work will get done (and be done well), regardless of where they’re located.

For employees, flexibility allows for an easier time establishing work/life balance. Less time commuting means more time for leisure time, important personal tasks, family and social interactions, and more. Employees can work from the comfort of their home.

Types of Flexible Working Arrangements

There are many ways to introduce flexibility in your employees’ work. Below are some of the more common arrangements:

  • Part-time employment (reduced work hours)
  • Flexible scheduling (employees are available within core hours, but may vary arrival/departure times)
  • Telecommuting (working remotely)
  • Compressed workweeks (full schedule in fewer than five days)
  • Summer hours (reducing work hours during summer months)

Employers may offer these options as-needed or as part of formal company policy. Consider the nature of your work and which of these methods could offer the greatest flexibility and benefit to your employees. If implemented properly and in the right situations, you can essentially create a new benefit for your workforce without increasing costs.

Benefits of Flexibility

Companies that offer a flexible working environment can expect to see:

  • Increased retention and productivity
  • More job applicants
  • Reduced real estate costs
  • Lower carbon footprint

Creating a Successful Program

Developing a program to make your workplace more flexible is fairly simple. Here are some suggestions on how to get started:

  • Establish guidelines. Outline who is eligible to participate and determine how flexible you want to be. Consider the needs of your organizations, individual needs, and management structure.
  • Onboard your management team so they can train and coach employees.
  • Communicate with your employees so they’re aware that the program exists and what the guidelines are.
  • Measure your success. Measure things like employee retention and satisfaction, sales metrics, and utilization numbers to see if the program is working.

Employers need to find new ways to attract and retain the top talent. Workplace flexibility gives you an additional offering for bargaining. Workplace flexibility can be a good option if you are unable to offer vacation time, healthcare contributions, bonuses, or other workplace benefits.

About the Author


Share This Story

Keep up to date

Subscribe to the INSURICA blog and receive the latest news direct to your inbox.

Subscribe to the blog

Related Blogs

Q4 2022 Essentials for Plan Sponsors

December 1st, 2022|Blog, Employee Benefits|

The RxDC reporting requirement requires employers to submit prescription drug data to the Department of Health and Human Services (HHS), the Department of Treasury, and the Department of Labor (DOL). The deadline is December 27, 2022. Some of the required information includes:

Five Critical Issues for Employers Reporting 2023 ACA Compliance

November 29th, 2022|Blog, Employee Benefits|

According to the Affordable Care Act (ACA), applicable large employers (ALEs) are obligated to offer full-time employees and dependents affordable minimum essential health coverage. They must also report to the IRS information about the health coverage plans they offer.

Go to Top