Where do I start with building a flexibility-first culture?

Flexibility is no longer just a perk - it’s an expectation. Across Europe, our research reveals that extra days off and flexible working hours rank as the second and third most-preferred employee benefits, following salary as the top priority. However, only 50% of employees report being satisfied with their current work-life balance.

After fixed salary, extra days off and flexible working hours rank in the top 3 preferred forms of reward for employees. Survey specifics: 18 countries, 18,000 employees, 5,118 HR decision leaders.

In a competitive labour market, flexibility isn't an "extra." It’s an essential element of fostering trust, productivity strategies, and employee wellbeing. Offering flexibility, however, requires a cultural shift - one that prioritises trust over control and accommodates diverse needs.

A New Way of Thinking About Flexibility

For many organisations, embracing flexibility means rethinking traditional workplace norms. Employees today don’t equate productivity with hours at a desk. Instead, they value autonomy and the ability to align work with personal commitments.

Here’s how organisations can foster a flexibility-first mindset:

Listen & Acknowledge Needs: Recognise that productivity looks different for everyone, and that flexibility means different things to different employees. This applies not only to individual needs, such as those of neurodivergent employees, whose growing visibility in workplaces across Europe highlights the need for varied working styles, but also to the nature of the work itself. For example, creative or strategic tasks may require more flexible, unstructured schedules, while operational roles might benefit from clear routines. By understanding what matters most to your workforce, and aligning flexibility with the type of work being performed, you can ensure that employees can deliver their best results.
Shift from Control to Trust: Rethink traditional productivity measures. Recognise that productivity isn’t about hours logged but the value delivered. Empower employees with autonomy while supporting collaboration through clear communication tools. For example, ensure remote or hybrid teams stay connected and engaged without micromanaging. This approach fosters trust and enhances engagement.
Monitor & Measure Impact: Leverage productivity, wellbeing, and collaboration KPIs alongside regular feedback to evaluate the success of flexibility initiatives. Tracking these metrics ensures initiatives remain sustainable, adaptable, and aligned with both employee needs and organisational goals.

On the journey to fostering a flexibility-first mindset, technology can also play a key role in enabling seamless communication and collaboration, bridging gaps in remote or flexible setups while avoiding micromanagement. At the same time, HR leaders must define clear policies and provide training for both employees and managers to uphold them. When trust and autonomy are supported by strong guidelines, accountability, and the right tools, a truly flexible and connected work culture can thrive.