From charterworks: Many organizations have focused over the past year on where employees do their work. However, when asked, some 93% of workers surveyed last year said when they work and how much flexibility they have around that is important
employees do their work—determining how many days they expect people to go to an office, for example. they work and how much flexibility they have around that is important., is both a manifesto for such a broadened conception of flexible work, where both place and schedule are reimagined, and a detailed playbook for how to best enable it, based on the latest research and case studies.
Flexible work is “about freeing oneself from the outdated notion that work=office and the workweek=9-to-5,” write the authors, Brian Elliott, Sheela Subramanian, and Helen Kupp, cofounders of, a future-of-work consortium launched by Slack. “Instead we can push the boundaries of how we think about the ways in which we can work together and offer people more freedom and autonomy to get things done in ways that suit them better.
“Purposes may vary somewhat from company to company, but they all come back to addressing one key issue: talent,” they write. “Flexible work helps companies attract top talent. It allows them to recruit from a larger pool of candidates. It helps them engage and retain the talent they already have.” Sample principles include Slack’s “Digital-First doesn’t mean never in person.” Specific norms and policies flow from such purposes and principles.
When presented with concerns about the impacts of flexible work, Elliott, Subramanian, and Kupp recommend answering questions with questions. For example, a response to “How will I know my people are working and being productive?” could be “How did you know they were productive before?”Email Address
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