Flexible Work Arrangements: Benefits, Challenges, and Tips

June 6, 2023
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In today’s fast-paced and evolving work environment, companies must adapt to attract and retain top talent. One effective strategy is offering flexible work arrangements, particularly for IT employees. Flexible work arrangements give employees more control over their work schedules, increasing job satisfaction and productivity. In this article, we will explore the benefits of implementing flexible work policies, discuss the impact on both the company and employees, and provide practical tips on implementing such policies effectively.

What Are Flexible Work Arrangements?

Flexible work arrangements (FWAs) are work schedules or work environments without the constraints of a traditional 9-to-5 workday or a fixed office location. FWAs encompass various options: flex time, compressed workweek, reduced hours, part-time work, job sharing, remote work, and unlimited paid time off.

The Advantages of Offering FWAs

Increased Productivity and Performance

Data from the National Bureau of Economic Research reveals that remote employees work approximately one hour longer each day than their in-office counterparts. This translates to an additional 193 working hours annually for full-time employees.

But it’s not just longer hours; a Standford study of 16,000 employees over nine months showed employees with FWAs increased performance by 13%. With flexible schedules, IT professionals can align their work hours with their most productive times, improving focus and efficiency. Furthermore, they can better manage interruptions, reduce workplace distractions, and optimize their workflow, resulting in higher-quality work and faster project completion.

Improved Work-Life Balance and Well-being

Flexible work arrangements empower IT employees to achieve a better work-life balance. Employees can better manage personal obligations, reduce commuting time, and dedicate more time to their families, hobbies, and personal development by allowing them to choose when and where they work. This balance promotes employee well-being, reduces burnout, and increases job satisfaction and productivity. Additionally, FWAs enable IT professionals to balance personal and professional responsibilities, pursue further education, engage in hobbies or volunteer activities, and address family, health, or individual needs. By reducing stress and conflicts arising from competing demands, FWAs can improve IT employees’ work-life balance and well-being.

Higher Job Satisfaction and Retention

FWAs can increase employees’ job satisfaction and retention by making them feel valued and trusted by their employers. Companies offering FWAs experience a 25% lower turnover rate, as employees appreciate the recognition and respect shown for their skills and contributions. Additionally, the autonomy and empowerment provided by FWAs contribute to job satisfaction. By fostering a positive and supportive work culture, FWAs enhance job satisfaction and retention.

Increased Attractiveness and Competitiveness for Employers

 By offering flexible work arrangements, IT staffing companies can tap into a larger talent pool and attract highly skilled professionals. Remote work or flexible arrangements eliminate geographical constraints, allowing companies to recruit candidates from different locations. This increased access to talent leads to a more diverse workforce and enables companies to find the best fit for their specific requirements.

In today’s competitive job market, job seekers actively seek flexible work options. This demand has remained high over time, according to Google Trends, a tool from Google that measures search volume on a term or topic. Remote Work had an interest index of 86 in the first week of January 2022 and is 87 going into the first week of June 2023.

As reported by Staffing Industry Analysts, a May 2023 Flexjobs survey found that of the 42% of workers actively considering quitting their current jobs, remote work options were cited as the top reason at 50%. Remote work options even came above higher pay, which came in at 48%.

By incorporating flexible work arrangements into your company’s policies, you position yourself as an employer of choice. This can significantly enhance your ability to attract high-quality applicants, including experienced IT professionals prioritizing work-life balance and flexibility. Moreover, existing employees are likelier to stay with a company that values their well-being and offers flexible work arrangements.

FWAs can also benefit employers by making them more attractive and competitive in the IT talent market. With the ability to work from anywhere, job seekers are no longer limited to job opportunities in their immediate vicinity. This has led to increased job satisfaction as individuals can find positions that align with their personal and professional goals. Moreover, remote work has become more common and desirable in recent years, with more companies adjusting their policies to allow for fully remote work or a hybrid schedule. By offering FWAs, employers can attract, access, and retain a larger pool of qualified and diverse IT candidates who may otherwise be unavailable or unwilling to relocate.

This is reflected in the Software Development job postings on Indeed, the largest job board in the US. While many speculated FWAs would be most prevalent during COVID-19 and then die down to pre-pandemic levels afterward, this is not the case. A report from Indeed shows that software development job postings advertising remote work peaked near the end of 2022, well after the pandemic’s end, with no sign of slowing down.  

Direct and Indirect Cost Savings

Implementing flexible work policies can result in significant cost savings for IT staffing companies. Remote work arrangements reduce overhead costs associated with maintaining large office spaces, such as rent, utilities, and supplies. A study by Global Workplace Analytics estimates that employers can save up to $11,000 per year for each remote employee.

Additionally, FWAs can reduce absenteeism, increase employee engagement, and minimize turnover costs, saving recruitment, onboarding, and training expenses. To see what employee turnover might cost you (and the subsequent cost savings of reducing that turnover), check out this employee turnover calculator.

Challenges and Solutions with FWAs

While the benefits of FWAs are evident, there are challenges that employers and employees may face. It is crucial to address these challenges proactively to ensure successful implementation:

Communication and Collaboration

Remote work may hinder effective communication and collaboration among team members. Companies can leverage technology tools like project management platforms, video conferencing software, and team collaboration apps to overcome this. Establishing regular check-ins and fostering an open and inclusive culture can enhance communication and collaboration.

Accountability and Productivity

Employers should set clear expectations, establish performance metrics, and provide employees with the necessary resources and support to ensure accountability and productivity. Regular feedback, performance evaluations, and project milestones can help track progress and maintain high levels of productivity.

Social Isolation and Engagement

To combat social isolation and promote team engagement, companies can organize virtual team-building activities, encourage informal communication channels, and provide opportunities for virtual social interactions. Regular video calls, virtual coffee breaks, or online community platforms can foster a sense of belonging and camaraderie among remote team members.

Implementing Flexible Work Policies

While FWAs can offer many benefits for IT employees, they also require careful planning and management to ensure their success. Here are some tips on how to implement flexible work policies effectively:

  • Develop a written policy outlining expectations, guidelines, and procedures for FWAs. The policy should specify the eligibility criteria, approval process, communication methods, performance standards, evaluation methods, and dispute resolution mechanisms for FWAs.
  • Communicate with all employees about the possibilities and benefits of FWAs. The communication should aim to achieve equality, transparency, and fairness among all employees, regardless of their work arrangements. It should also address any concerns or questions that employees may have about FWAs.
  • Ask employees to document their planned versus actual work hours to foster work routines and increase transparency about when they are working and when they are off. The documentation should also include goals, tasks, deliverables, and deadlines for each work period. This can help to monitor the progress and quality of work, as well as to coordinate with other team members or stakeholders.
  • Provide regular feedback to employees who use FWAs. The feedback should focus on their work’s results and outcomes.
  • Review and revise the FWA policy periodically to ensure its effectiveness and relevance. The review should collect feedback from employees and managers who use or oversee FWAs. The revision should incorporate any changes or improvements needed to address any challenges or opportunities arising from FWAs.


Flexible work arrangements have become essential in IT, offering numerous advantages for employers and employees. By embracing FWAs, IT companies can enhance productivity, improve work-life balance, increase job satisfaction, attract top talent, and reduce costs. To successfully implement FWAs, companies should address communication challenges, ensure accountability, and prioritize team engagement. Embracing flexibility will position IT staffing companies at the forefront of innovation, fostering a positive work culture that empowers employees and unlocks their full potential for success.

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