Small-to-medium-sized businesses thrive when they can hire and retain top talent. One thing leaders in these companies can do to entice the best people to work for them is to offer flexible working.
In this article, you’ll learn about the types of flexible working that have evolved since the pandemic and how to set one up for your business.
What is flexible working?
Flexible working means to offer employees alternative arrangements to the traditional 9–5 or 40-hour workweek.
Employers have variable definitions of flexible working. For some, it means allowing your team time off when needed (e.g., in an emergency). For others, it’s about offering remote working or varying start and finish times.
Here are four examples of flexible work arrangements:
A tech company allows its developers to work from home in different states, provided they all attend the daily meeting at 2 PM EST
A marketing agency lets team members start their day between 7 AM and 10 AM as long as they complete their daily set tasks and meet deadlines
A project manager role is split between two part-time employees, allowing them time to balance work with childcare and other commitments
A sales team deploys a four-day workweek between home, the office and in the field during reps’ preferred hours while still meeting targets and quotas
Businesses increasingly offer flexible working arrangements to support employee mental health and reduce workplace stress caused by rigid schedules and long commutes.
According to Mercer’s research, 98% of companies are taking steps to introduce a healthier, hybrid work culture. 88% of thriving employees also say their colleagues support flexible work arrangements.
Certain industries are shifting to flexible work faster than others. According to Moneypenny’s research, IT, advertising and marketing are the top sectors adapting to flexible work in the US.
Companies in various sectors can see more engaged and productive teams by encouraging a healthier work-life balance.
Advantages and disadvantages of flexible working
Flexible working offers a range of benefits and challenges for employers and employees. Understanding these can help you make more informed decisions about implementing or adjusting policies within your organization.
Here are some typical advantages and disadvantages that arise from workplace flexibility.
Advantage 1: Retaining happier employees
Flexible working offers a healthier work-life balance, helping employees avoid burnout and stress. A mentally healthy team is often more engaged and motivated to do their best work.
Since most organizations offered some form of flexible working during the pandemic, many employees now seek this as a standard option. They’re also more likely to leave if it’s not available.
According to Buffer’s survey research of over 3,000 people, 98% would like to work remotely (at least sometimes) for the rest of their careers.
Would you like to work remotely, at least some of the time, for the rest of your career?
When employees have some control over their schedules, they can feel more empowered and satisfied in their roles. Over time, this can lead to higher retention rates.
According to The Conference Board’s research, 76% of people say they’re more likely to stay in their role when they’re satisfied with work-life balance.
Advantage 2: Recruiting from a more diverse talent pool
Flexible working allows companies to recruit from a larger, more diverse talent pool. Fewer location-based hiring limitations mean businesses can attract top talent worldwide.
It also creates hiring opportunities for people with ongoing daily or weekly commitments, such as parents, students and carers.
A more diverse team leads to varied perspectives, experiences and ideas. A broader range of creative thinkers and problem-solvers enables companies to find new ways to innovate, connect with a wider customer base and become more profitable.
For example, McKinsey research found that companies with 30% or more women outperform their competitors financially. Companies in the top quartile for ethnic diversity have an average financial advantage of 27%.
Companies that create an inclusive environment position themselves as progressive and forward-thinking, appealing to a broader range of candidates to reap these benefits.
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Advantage 3: Increasing workforce productivity
Flexible working options often lead to higher job satisfaction and productivity levels. Many people can do their best work when given the freedom to choose environments and schedules that suit their personal preferences.
One study found that 94% of UK workers chose the flexibility to work from home as the top way to increase their productivity and happiness.
US workers cited bonuses as the top reason, but working from home came in a close second for 91% of people.
When employees are happier and more motivated, this can also reduce stress-related absenteeism and boost focus during work hours.
Advantage #4: Meeting CSR and ESG goals
Flexible working can help companies reduce environmental impact by lowering commute-related carbon emissions.
According to one study, remote work can reduce an employee’s carbon footprint by 54%.
By supporting remote work, companies can demonstrate their commitment to sustainability. The results of these emission cuts can help businesses more easily meet their corporate social responsibility (CSR) and environmental, social and governance (ESG) goals.
Achieving – and publicizing – CSR and ESG initiatives can also drive sales and positively impact your bottom line.
In fact, according to Vericast’s Consumer Intel report, people are more likely to buy and remain loyal to brands that are environmentally responsible (and shout about it).
Disadvantage 1: Learning to balance communication
Employers may worry that remote working leads to more personal life interruptions. However, interruptions are just as likely in the office as out of the office.
In fact, research suggests that office teams lose 62 more hours of work annually through daily interruptions than remote workers.
The concern around less face-to-face communication can also lead to more unnecessary virtual meetings, resulting in “Zoom fatigue” (feeling burnt out from overusing video calling platforms).
To combat this, business owners and HR teams can create clear communication and meeting policies to streamline interactions. Remote working tools can also help teams stay in touch synchronously (in real time) and asynchronously (not in real time). We’ll cover these tools in more detail a little later.
Reducing unnecessary online meetings ensures communication remains efficient and purposeful when employees aren’t in the same physical location.
Disadvantage 2: Limiting team bonding
Some companies may worry that a dispersed team working different hours won’t feel as cohesive. However, Buffer’s research also suggests that 75% of remote workers still feel connected to their colleagues.
Employees may struggle to build strong interpersonal relationships online. However, they may not naturally connect in a physical office space, either.
Founder John Martin says “communication, flexibility and a bit of fun” are his secrets to running a productive remote team:
Through team-building activities and regular check-ins, meaningful relationships can develop across all types of environments. Some introverted employees may even prefer less intimidating screen interactions over in-person interactions.
Disadvantage 3: Losing a watchful eye
Managers may be concerned about being unable to closely monitor employee performance and productivity when working at different times and places.
Instead of gauging performance in person, managers can use other systems (e.g., virtual scorecards) and technology (e.g., employee evaluation software) to review teams working across different times and locations.
For example, a digital marketing agency may use project management software to track task completion and client feedback. This approach allows managers to oversee everyone’s progress without constant check-ins.
Instead of time-tracking, flexible working companies should focus on creating a culture of trust and hiring those who fit it.
Founder Jas Schembri-Stothart believes employers should demonstrate trust from day one.
By encouraging open communication, team members should have the autonomy to work flexibly as long as they keep everyone informed.
9 types of flexible working arrangements
As the work landscape continues to evolve, many organizations are exploring various flexible working arrangements to meet the diverse needs of employees.
From telework to job-sharing, these options offer different ways to balance personal and professional lives while enhancing productivity.
Many organizations explore and implement flexible working requests in different ways.
Here are nine of the most typical types of flexible working arrangements:
| Type of flexible work | What that looks like in practice |
| Remote work (telework) | Employees work from a location other than your company’s office (e.g., from home or a co-workspace) |
| Hybrid working | Employees split their time between working remotely and working from the office (e.g., three days from home and two days in the office) |
| Flextime/flexitime | Employees have the freedom to choose their start and end times within a set range of core hours (e.g., starting between 7–10 AM and finishing between 3–6 PM) |
| Compressed workweek | Employees work a longer number of hours over fewer days (e.g., four 10-hour days) |
| Four-day workweek | Employees work regular daily hours over four days (e.g., four 8-hour days means 32 weekly hours is full-time) |
| Part-time work | Employees work fewer hours weekly than a full-time schedule, sometimes with reduced responsibilities (e.g., 20 part-time hours a week) |
| Shift work | Employees work in shifts that cover different times of day or night (e.g., one shift may be 10 PM to 6 AM while the next is 8 AM to 4 PM) |
| Job-sharing | Two or more employees share the hours of one full-time position (e.g., two employees each work 20 hours a week to cover one role’s responsibilities) |
| Additional leave arrangements | Employees take extended leave or combine work with travel (e.g., “workcations”) where they work remotely from a vacation destination |
Switching to fully remote or compressed workweeks may not be possible for your company. However, you could still consider a blend of arrangements (e.g., remote work two days a week and flextime for the other three) to meet your team’s needs and support overall productivity.
Note: Learn about the different types of flexible work schedules in more detail in our dedicated guide.
7 top tips for offering flexible working as a business owner
Adopting flexible working policies can improve employee engagement and productivity. However, success also requires an organizational strategy that considers your company’s needs and operations.
Here are seven ways you can get started offering flexible working practices:
1. Survey staff for their preferences
Understanding how your team wants to work is the first step in creating sustainable, flexible working policies. Surveying staff can help you gain valuable insights into their preferred arrangements (e.g., remote work, hybrid models or flexible hours).
For example, you may find that most team members would like to work remotely daily, while a smaller group prefers to be in the office a couple of days a week.
Using that feedback, you could offer full-time remote work but arrange a monthly in-person meeting or local co-working space for those who want to join.
You can gather employee feedback through:
Sending out anonymous surveys
Holding focus groups
Having one-on-one discussions for more detailed insights
Setting up a dedicated feedback channel in your team messaging software
Encouraging open-door policies for informal chats
Using an employee listening platform, like Culture Amp or TINYPulse
Employees’ reasons for wanting flexible working can vary widely, so it’s essential to consider all insights.
For example, here are two scenarios founder Shoaib Ahmed offers:
By involving employees in the conversation from the start, you’re more likely to get wider buy-in and adoption when you roll out new arrangements.
2. Leverage remote work technology
The right cloud-based tools can make flexible or remote work much more manageable. Team-specific technology (e.g., sales software) and general collaboration platforms (e.g., messaging apps) can help teams stay connected and efficient.
Technology can bridge the gap between physical locations and enable your employees to work productively from anywhere.
For example, Pipedrive is a customer relationship management (CRM) tool that allows remote sales teams to track leads, build relationships and close deals regardless of location.
The user-friendly dashboards and visual reports keep agile teams aligned and able to follow up on leads quickly, even while working flexibly.
Pipedrive also includes add-ons for broader task management, like Projects. The project management software helps remote teams organize tasks, assign responsibilities and track progress.
Working from one unified platform ensures no important client details or activities slip through the cracks.
Another popular remote work app is Slack. Remote teams use this communication tool to converse in real time and asynchronously to stay connected without needing constant meetings.
Note: Slack also integrates with Pipedrive to help you organize all company and customer communications in one place.
When choosing your own remote work tech stack, invest in tools that suit your team’s workflows and train everyone to use them effectively. Technology should always enhance productivity rather than hinder it.
3. Offer only what you can
It’s tempting to offer a wide range of flexible options. However, you must balance requests with what’s feasible for your business. Setting realistic expectations ensures you won’t offer more than you can manage while providing a more flexible working environment.
Start by offering leeway in areas where it’s easiest. For instance, you may allow employees to choose their start and end times or offer one day a week working from home.
If you want to implement flexible working arrangements but don’t think it’s possible for your business, consider whether a little investment will help. For example, some companies invest in improved IT infrastructure or virtual employee management training to support their flex work scheme.
Additionally, it’s crucial to be transparent with your team about what’s possible now and in the future. You don’t have to make any promises.
However, open communication is critical to building trust and ensuring everyone understands the potential limitations.
Note: Create a plan to handle any implications if you decide to offer flexible work for some employees (i.e., based on needs) and not others in the long or short term.
4. Roll out slowly and measure carefully
Rather than launching all options at once, introduce flexible work changes gradually. Doing so lets you track what’s working and adjust as needed.
A phased approach reduces risk, giving you time to evaluate its impact on productivity and employee satisfaction.
You could start by offering flexible hours two days a week. After a month, if teams are more productive, you could increase it to four days.
You can roll your new approach out slowly by:
Starting with a pilot program that tests one or two options
Introducing flexibility to a single department or team first
Offering flexibility on certain days of the week (e.g., Fridays)
Collecting feedback regularly and making data-driven adjustments
Whichever type of flexible work you choose, make employees aware you’ll set up a trial period with clear goals and review checkpoints to keep everyone aligned.
Doing so allows you to gather feedback, assess productivity and adjust policies before fully committing to a long-term approach.
5. Establish clear guidelines
Your flexible work policies need structure. Without it, you can inadvertently cause confusion or inconsistencies, risking frustrating your team and reducing productivity.
Clear guidelines ensure everyone understands the new arrangements, including expectations and protocols.
For example, if you still need weekly meetings with a newly remote team, ensure everyone knows they must be online for an hour on Tuesdays at 2 p.m.
Your guidelines may include:
Clear expectations for communication and availability
Defined core working hours (if applicable)
Policies around remote working tools or security protocols
Procedures for reporting and resolving any issues virtually
Steps for requesting other flexible working options
Remember: guidelines are there to set certain expectations and boundaries for your team. However, this shouldn’t interfere with their autonomy the rest of the time.
According to keynote speaker Joe Mull:
Regularly checking in with your team will help you understand their evolving needs and challenges. By aligning your policies with these, you can create a more trusting environment that drives performance.
6. Focus on outcomes rather than hours
Shifting your focus from the time your team spends at their screens to the results they achieve can significantly improve morale and productivity. For example, you may reward employees based on projects they complete rather than the time they spend working every day.
Allowing employees to work in ways that suit their personal productivity peaks can make their workdays feel more balanced and manageable.
According to CEO and co-founder Emily Hill:
In addition to showing you trust them, it empowers your team to take ownership of their work. Over time, this can improve job satisfaction and even lower stress.
You can create a results-based approach by:
Setting clear expectations and measurable outcomes
Celebrating small wins on the road to larger goals
Using key performance indicators (KPIs) to track success
Encouraging autonomy for employees to manage their own tasks
Holding periodic performance reviews to adjust goals and strategies as needed
Shifting to a results-based approach allows employees to manage their time more effectively and feel less pressure without sacrificing performance.
7. Promote a healthy work-life balance
One of the main benefits of flexible working is the healthier work-life balance it can encourage. You can support this balance through policy and company culture.
For example, implementing flexible hours, promoting regular breaks and encouraging employees to unplug after work can result in less burnout and higher job satisfaction.
Showing employees you value their well-being can increase retention and reduce absenteeism. Healthier employees are also more likely to do better work and have the capacity to collaborate more effectively.
According to professor of organizational psychology and health Sir Cary Cooper:
Here are five ways you can encourage a healthier work-life balance:
Encourage employees to set boundaries between work and personal time (i.e., self-management)
Offer resources like wellness programs or flexible leave options
Promote regular use of vacation days
Provide access to mental health resources (e.g., counseling services or stress management workshops)
Foster a supportive work environment where employees feel comfortable discussing and managing their workload
Regularly assess and adjust these policies based on feedback to maintain a healthy, productive and satisfied workforce.
Final thoughts
Some employers may be skeptical about the effectiveness of flexible working arrangements, but evidence shows that they can lead to more engaged and productive teams.
Explore different options to make an informed decision. Then, you can find the right fit for your employees and your business. Engage with your team, too, to understand their preferences and supply the right tools to foster a healthier, more dynamic work environment.
Try Pipedrive’s 14-day free trial to learn how it can help remote sales teams close more deals wherever reps are in the world.
