Flexibility in Job Responsibilities

BEFORE you schedule a standing meeting for 8am or list your work hours as “8am - 5pm” - Consider this… One of your BEST employees just found out she is pregnant… One of your TOP candidates coaches his daughter’s soccer team… One of your leadership team just learned of her parent’s cancer diagnosis… One of your key business partners is about to finalize their divorce and enter single-parenthood. There are 32.6M families in the US with children in the home under age 18 - with 91.9% of these families having a working parent. There are 23M Americans who are also in the role of caregiver for an older loved one. And in total 73% of the US workforce is in a caregiving role - for a child, spouse, or parent. 73%. Remote work. Flexible hours. Hybrid environments. These offerings matter to millions of US workers. They’re not just good for employees - for retention and engagement- and candidate attraction and retention. They are good for business. Flexibility with your employees - increases productivity - decreases turnover - increases employee wellbeing. Flexibility at work - codified - understood- AND practiced - is not just good for mom and dads - it’s good for humans! #HybridWork #RemoteWork #8to5what #FlexibleHours #GoodForBusiness

As more and more employers are requiring workers to #returntooffice, a new study suggests that allowing workers to retain at least some #flexibility in deciding when and where to work is still a good idea. Marta Angelici and Paola Profeta partnered with an Italian firm to study the effects of offering workers the ability to take one “smart day” a week in which the worker could determine where and when to complete their work. Using a randomized controlled trial, they find that workers in the treatment group took significantly fewer days of leave than those who did not have “smart days”, indicating that the workers in the treatment condition were using those days to accomplish other tasks that they might otherwise have had to ask for time off to do (doctor’s appointments, care for sick children, etc.). However, the ability to take care of these extra-work tasks did not negatively impact the #productivity of the workers; if anything, workers in the treatment group had higher productivity than those in the control group, significantly so going into month 7 and 8 of the 9 month study. The workers were also asked to complete a set of after-treatment questionnaires, and the researchers found that women workers in the treatment condition reported significantly higher #worklifebalance. Now, one question that is often asked is if both genders benefit equally from flexible work. The concern is that men use the flexibility to do more work, whereas women might use the flexibility to engage in more household related tasks, thereby perpetuating the gender gap. These researchers find that all workers in the treatment condition – both men and women – report spending more time on housework and care activities, suggesting that the option of smart work relieved the stress that women felt about their household and care-taking responsibilities, while also increasing the participation of men in those tasks. Another fascinating finding: the workers in the treatment condition reported exerting more #effort in their work, but also that they were more #satisfied. Workers, in essence, are willing to exchange effort for flexibility, and to feel more satisfied in the process. So before company leaders go all in on bring workers back to the office, consider retaining some flexibility in work arrangements. The research suggests that flexible work can be win-win for workers and companies. Marta Angelici, Paola Profeta (2024) Smart Working: Work Flexibility Without Constraints. Management Science, 70(3):1680-1705   https://lnkd.in/gSPKfXE6

Everyone wants flexible work, right? Yet “flexible work” can trip people up. Why is that? Because it’s too vague:  - Employees saying they want "flexible" work can be heard as "I’ll exclusively decide where and when I’ll work" and the employer doesn't know when the person is available and feels unsettled. - Employers saying they offer flexible work can be heard as "we'll let you 'sneak out' a bit if you need to but don't make a big deal about it and by the way we’ll ask *you* to flex all the time.”   Instead of asking for “flexibility,” or saying that you offer it, here’s what you should do instead:  - Identify the requirements for specific jobs - one type of flexibility won’t work for every job in a whole organization  - Designate “core hours” for collaboration and synergy when teammates know they need to be available for one another or for clients  - Offer Training and Support: Provide training sessions and resources to help employees AND managers create adaptive work environments.  - Schedule regular check-in meetings between managers and team members to discuss progress, challenges, and goals. People’s lives will change and their needs will change. Your organization will change and your needs will change. - Lead with mutuality - you’re in this *with* your team. Clear communication and team-and-position specific approaches are key to making flexible work arrangements successful. Ready to Embrace Flexibility? Start Today: Take the first step towards creating a more flexible and productive work environment by implementing these strategies in your organization. #WorkReimagined #FlexibleWork

Everyone I speak to who works from home always seem so relaxed....now I know why 👀😂 But in all seriousness flexibility is no longer a "nice to have" but a "must have" for companies looking to get the best permanent engineering talent. What are the benefits? 1️⃣ Increased Productivity & Focus: When people can work where they feel most comfortable, they’re more productive and focused. Less time commuting means more time for deep work - getting that chunk of PLC code done without getting interrupted. 2️⃣ Flexible working arrangements and remote options isn't just about more time in bed – it's about building a better, more inclusive workplace for all. Stress free drop off for kids or being able to handle caring responsibilities for older parents are a reality for a lot of people now. 3️⃣ Broader Talent Pool: No longer limited by 20 miles either side of Sheffield, organizations can attract top talent from around the country🤩 4️⃣ Enhanced Employee Retention: Why would someone who feels trusted and has the autonomy to work in ways that fit their lives answer a call from someone like me? 😭 5️⃣ Reduced Costs & Environmental Impact: We should all do our bit to make sure the M62 (the UK's largest car park) is less full 🚗. Remote work can help organizations reduce overhead costs and lessen their environmental footprint by cutting down on commuting. As employment law evolves over this parliament, let’s embrace policies that promote flexibility and respect individual needs 👍

High expectations and flexibility can coexist,     And as Chief of Staff leader, you’re the one who makes it work.     It’s no secret that the workplace has evolved. Gone are the days of rigid rules about when, where, and how work gets done.     But that doesn’t mean you lower the bar.     As a Chief of Staff, you’re expected to set the standard—and still create a culture that values flexibility.     So, how do you lead with high expectations while giving your team room to thrive?     Here are 7 ways to balance high expectations with flexibility in your role:     Clarity over control     🚀 Define clear goals, then empower your team to decide how to achieve them.     Trust first, adjust later.     🚀 Assume your team will deliver—don’t make them “earn” flexibility. Trust drives results.     Outcomes over hours     🚀 Focus on the results, not the clock. Ensure hours are completed, but don’t stress about when.     Lead through example     🚀 Model the boundaries, autonomy, and accountability you expect from others.    Customize support     🚀 Recognize that one-size-fits-all leadership doesn’t work. Adapt to the unique needs of your team.     Encourage ownership     🚀 Give people the trust and space to own their projects—and watch them rise to the challenge.     Celebrate results, not effort     🚀 Effort is important, but it’s the impact that truly matters. Celebrate outcomes, not just activity.     In short…     As Chief of Staff, you set the bar high because you know it drives performance.     But you also create an environment of flexibility that allows your team to do their best work.     The key isn’t control—it’s trust, clarity, and support.     Great Chiefs of Staff set the standard—and EMPOWER their teams to exceed it.     CoS in the comments: How do you balance high expectations with flexibility?     ♻ Share to help spread flexibility in the workplace.       👋 Follow Maggie Olson for daily CoS & leadership insights.  

𝗠𝗼𝘀𝘁 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝘁𝗶𝗹𝗹 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝘁𝗶𝗺𝗲, 𝗻𝗼𝘁 𝘁𝗿𝘂𝘀𝘁. 𝗦𝗼𝗺𝗲 𝗱𝗮𝗿𝗲 𝘁𝗼 𝗳𝗹𝗶𝗽 𝘁𝗵𝗲 𝘀𝗰𝗿𝗶𝗽𝘁. 𝗔𝗻𝗱 𝗿𝗲𝗮𝗽 𝘁𝗵𝗲 𝗿𝗲𝘄𝗮𝗿𝗱𝘀 I recently read about a Cardiff-based company that has gone beyond a four-day week. They gave employees complete autonomy to choose their own hours, any day, as long as their goals were met. It’s a bold pivot from rigidity to trust. Here’s how it worked: ↳ Productivity stayed strong ↳ Engagement rose ↳ Turnover dropped ↳ People balanced life around work, not vice versa This is how I look at it: 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀𝗻’𝘁 𝗮 𝗽𝗲𝗿𝗸. 𝗜𝘁’𝘀 𝗮 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆. With autonomy comes self-leadership. Organizations must shift from policing time to empowering purpose. ➙ If HR defines flexible working only in hours and shifts, they miss the point. ➙ True flexibility lies in freedom with accountability. When you give your people control, you’re saying: I trust you to deliver results responsibly. That message is rare in corporate playbooks. Yet when it lands: ↳ Employees feel seen ↳ They perform better ↳ Engagement becomes intentional, not enforced But don't make this mistake: this model isn’t for everyone or everywhere. It requires: ➥ Roles that can be measured by outcomes, not seats ➥ A culture of open communication and results-based reviews ➥ Training in self-discipline, how to plan, prioritize, and refuse “busyness” culture Any organization that wants to thrive must ask ↓↓ 𝗔𝗿𝗲 𝘄𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗴𝗶𝘃𝗲 𝘂𝗽 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝗳 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗴𝗮𝗶𝗻 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝘃𝗲𝗿 𝗶𝗺𝗽𝗮𝗰𝘁? 𝘞𝘩𝘢𝘵 𝘸𝘰𝘶𝘭𝘥 𝘪𝘵 𝘵𝘢𝘬𝘦 𝘧𝘰𝘳 𝘺𝘰𝘶𝘳 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯 𝘵𝘰 𝘢𝘥𝘰𝘱𝘵 𝘵𝘩𝘪𝘴? DM me if you’re exploring how to lead your team or your career with more freedom and impact. #futureofwork #autonomy #leadershipdevelopment #empoweryouredge #smitadasjain #smitadjain