If you are responsible for taking care of a member of your family, then you know just how difficult it is to balance work and home life. In many instances such as these, people are forced to choose one over the other, which can ultimately lead to resentment and anger. Why are we forced to put our careers on hold? What if there was a way that we could get the best of both worlds? Well, that’s where the term “flexwork” comes into play.
For those unfamiliar with flexwork, in short, it is a term used to describe an employee with the ability to easily shift or “flex” his or her schedule. More and more companies are offering flexwork to employees as a way to stay competitive and attract new talent. Prospective employees look for employers that are willing to offer flexwork because it takes a tremendous amount of stress on their lives. In fact, the practice is so popular that roughly 67% of small businesses offer flexwork in some way, shape or form, according to an article from Forbes.
Flexwork is a practical alternative to those who must watch their sick or elderly parent or relative, or for new mothers who want to be on maternity leave, as well as get some work done. Probably the most common form of flexwork is working from home, or out of the office. There are other arrangements (job shares, short-term freelance roles, etc.), but you’ll find that working from home is the norm.
Women tend to require to work from home more than men, according to a Pew Research study, typically because of a newborn child. This is unfortunate and unfair to women. Pausing your career can make it challenging to return to work or even to find new employment. There’s also the obvious issue of finances. If you’re out of work, you probably aren’t receiving a steady paycheck, which can put a tremendous strain on home life.
This is precisely why flexwork is so beneficial. It allows employees the ability to continue their careers, continue to achieve their professional goals and to take care of important family matters. If you’re an employee dealing with a life-changing event and you need to work from home, ask your employer to see if you can come up with a flexwork plan; on the flip side, if you’re an entrepreneur starting a new business or the CEO of a decades-old Fortune 500 company, why not create or implement some form of flexwork for your employees? The ones who need it will thank you greatly, they will work diligently and you’ll avoid having to look for new talent.