Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Flexible work arrangements are officially the norm! We did it, Joe!
While this seems like a call for celebration, corporations have come to water-down the great benefits that come with this model in what some are calling “flex-washing.”
Similar to the concept of greenwashing, in which companies claim to be making significant environmental changes that are actually the bare minimum, flex-washing has become the most recent attempt at attracting employees and consumers without doing much.
According to Jabra’s 2022 Hybrid Ways of Working Report, 63% of respondents prefer a hybrid work model. However, there is no one true definition of hybrid work.
Instead, companies are loosely using the phrase “flexible work” as a catch-all solution in the future of work. Unfortunately most of the time, these organizations fall short of offering true flexibility.
For some, providing four-day work weeks could be self-described as a flexible work option. Others may require employees to be in the office three specific days a week, while the other two can be spent working from home.
Regardless, setting strict guidelines on when and where employees can work negates the real benefits of flexible working. Using a strings-attached approach neglects autonomy at work, which is a pillar to successful distributed workforces.
