Flexible work schedules don’t just allow employees to respond to personal business that conflicts with the work- day. They allow organizations to respond to their own fluctuating need for employees, depending on whether sales and the economy are headed up or down.
Once, the conversation about workplace flexibility focused on how businesses can help employees juggle work with the rest of their lives. During the pre-recession years of ultra-low unemployment, the discussion turned to how to use offers of flextime and telework to recruit talented workers.
Today, flex still reigns as a morale-builder and recruitment tool. But the dialogue has matured into an examination of how flex—from staggered hours to all-mobile workforces—is integral to:
- Attracting star employees during a period of high unemployment plagued by a lack of highly skilled specialists
- Engaging employees so they are as productive as possible during work hours
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