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Flexibility At Work: Why Companies Hesitate

Posted: February 8, 2011

In theory, flexibility at work is beneficial to both employers and working women. Yet why do companies hesitate to embrace it?

By Sairee Chahal

(Sairee Chahal is Co-Founder, Fleximoms. Fleximoms works towards creating, enhancing and co-creating workflex opportunities for women professionals. It also helps organizations harness flexibility as a value driver. Co-founder, SAITA Consulting Pvt. Ltd, a management consulting firm focussed on SMBs, member of the CII Committee on MSMEs, a visiting faculty at IIFT, New Delhi and mother of a 3-year-old, Sairee is your regular Fleximom.)

Our lives are complicated and our work not getting simpler. Any clued in business leader agrees that Flexibility at work is an imperative – something that needs to stay on the business radar. Businesses and employees realize that money is important but creativity, freedom and innovation are critical to bringing in that money.

US President Obama recently said in an address that workplace flexibility is an issue that impacts the success of our businesses and the well-being of our families.

However, most companies are not geared to adopt flexibility at work. The letting go of traditional structures and command and control formats means undoing over a century of corporate learning.

Reasons why employers hesitate to adopt flexibility at work

Why should I?

Businesses are not geared to look at innovation unless it is a necessity. Companies are not particularly familiar with the business case for Workplace flexibility. Therefore, the incentive to adopt is really low. However, with changing business and life needs, senior managers do foresee the imperative of flexibility at work.

There are enough people to work

In a country like India, the first argument thrown against workplace flexibility is that there are more people than there are jobs. There are the teeming youth millions, so why should companies invest in newer workplace choices and trends? While the teeming millions is a truth, anyone who manages or leads new economy teams will be able to tell you the value of a skilled and empowered workforce.

By enabling people at different life stages to stay on in the workplace, flexible work helps preserve skills, experience and very significant ‘team attention’ into the eco-system. There is enough research to prove that flex jobs help manage attrition, and is a valuable practice for high-value, high-skill, high-complexity sectors.

By enabling people at different life stages to stay on in the workplace, flexible work helps preserve skills, experience and very significant ‘team attention’ into the eco-system.

Who will manage Flex?

One of the biggest challenges companies face is the capability to initiate and manage flexibility at work. The Human Resource function in most organizations is still geared to treat people as a resource and therefore on ‘spending’ the resource as opposed to empowering, preserving, enhancing its value. The DNA of this function is still set in the industrial age. In a converged world, as companies depend more on the ‘discretionary’ skills of their knowledge workers rather than on mechanical/assembly-line work, the need to have project and HR leads understanding and supporting workplace flexibility will grow.

The success of workplace flexibility depends on an organization’s culture. Therefore the real custodians of flexibility are not policy owners or makers but every single employee and team member. Project heads and HR teams have a key role in shaping up the flavour of flexible work and work-life balance.

What is the benefit?

The business case for workplace flexibility has been established and adopted. However, as a trend, it is still climbing its learning curve, especially in India. Let us not forget – new emergent, accepting, exuberant corporate India is about 20 years old. As the learning and benefit of workplace flexibility emerge over a mid-long term horizon, there won’t be a need to talk about its benefits.

How do we do it?

Being able to extract business value out of flexibility at work remains a challenge for most businesses. The ability to adapt and implement best practices in one’s own eco-system in order to achieve the desired business goals is something most business decision makers have not dwelled on.

For example, the Flex needs of a small business are very different from the Flex needs of an outsourcing set up. The customization of flexibility solutions in one’s own context is key to its success and businesses that begin to invest in it will begin to reap the rewards sooner.


Flexibility at work has mostly been viewed as a retention and motivation tool, never a core value driver for the bottomline. The ownership of flexibility at work is that of a business owner’s or a CXO, from where it percolates to other key leaders in the organization. Without such ownership by the top management, flexibility at work is often misconstrued as favours or special treatment rather than a policy or a cultural value in business.

The ownership of flexibility at work is that of a business owner’s or a CXO, from where it percolates to other key leaders in the organization. Without such ownership by the top management, flexibility at work is often misconstrued as favours or special treatment…


Flexibility sometimes implies loss of control – over an individual’s actions, discretion and availability. It is also assumed that flexibility is a sign of weak management control.

Making flex work

Many organizations agree with the concept of workplace flexibility but fail to coach teams and establish systems and process to carry the process forward. An investment into building work flexibility means careful understanding of business and organizational objectives. It also means deployment of the appropriate tools and techniques to reach those objectives and adequate amount of cultural support.

There have been steps towards closing the large gap between flexibility at work aspirations and reality, like the recent partnership between Society for Human Resource Management and Family Work Institute.

Clearly, Flexibility is a low cost change agent with maximum impact. It is time to fire up the imagination and create a spark!

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  1. An interesting read… but a key challange and a very practical one is the work-ethic that most people bring (and not just FlexiMoms)! Workplace processes for the most part are meant to ensure that people are ‘on the job’ when they say that they are!

    TWB, my organization, finds a large workforce in what you describe as a FlexiMom – but while we are able to get some to work full time – and everyone is only to happy to be Flexi with no of hrs, working from home/telecommite etc, we find that in almost 100% cases the flexible employee starts slipping on committments because something more immediate takes priority because of its urgency. How do you refute a lady calling in that she can’t deliver because her kid is sick.. and she could not even communicate because it was so bad to begin with?

    If for the most part, and as a rule flexi-moms stayed true to committments, organizations would find it easier to have a more flexible workspace. I know that we’d love to!

    • In our society, compared to men lesser woman are working. In past even hardly women were working. As a result the system was and is still at large is of women taking care of kids and homes, and hence men are ABLE to give their much to work. He never had( and for most still has) to bother much about daily things regarding food, laundry,kids etc.

      If every man has a working wife and they share house and kids responsibility equally, then all employee, irrespective of gender, would need flexibility. The need of flexibility per head will be more uniform. Woman would probably as for lesser flexibility as she might have her husband at home when the kid is ill!

      The system has to change.

  2. Praveena Seshadri -

    A well laided out HRpolicy detailing on the job expectations and responsibility will definitely handle this situation smooth. Anybody who is on a “slipping on committments” mode will definitely do so even in office place. So, wholistic approach to policy drafting communicating the expectations and ofcourse reminder and reinenforcement are key to company success through HR.This is much needed to a country like india where equal responsibility to women to work is increasing day by day. Gone are the days of “Happy Home Maker” which every women can only dream off.

  3. As you have said rightly flexibility at work place is a low cost change agent with maximum impact. Already some organizations, mostly the startups, like the one am associated with, have started to recognize flexibility at workplace. For instance I took a break of 3 years and joined this organization with an work at home option. I contribute to the routine activities and am also looking for women employees who can contribute in a similar way. And am seeing more and more websites/portals on flexible work opportunities for women professionals. And its certainly making an impact in the way business is perceived.

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