The rise of flexible working has transformed how we think about productivity, collaboration, and wellbeing. While greater flexibility offers employees more autonomy and work-life balance, it can also create challenges for connection, learning, and fairness.
The Five Ways to Happiness at Work can help organizations navigate complex workplace challenges such as flexible working policies, ensuring that they not only benefit individuals but also support strong, thriving organizations.
Flexible and remote work options are widely seen by employees as a positive, giving them greater control over their schedules and reducing time lost to commutes. However, without thoughtful implementation, flexibility can lead to:
This is why flexibility needs to be designed intentionally - balancing autonomy with teamwork, fairness, and engagement.
To create flexible working arrangements that support both individual wellbeing and team success, consider each area of The Five Ways:
Flexibility shouldn’t come at the cost of meaningful team connections. Employees and leaders alike can underestimate the value of informal chats, shared experiences, and in-person collaboration until they’re gone.
Solution: Create regular touchpoints in person or virtually - such as team check-ins, hybrid social events, and virtual coffee chats - to maintain strong relationships.
Not all roles can be equally flexible, which can create resentment if policies don’t account for fairness. Additionally, remote workers may face less visibility, with a potential impact on career progression.
Solution: Design policies that acknowledge differences in role flexibility. Consider options such as rotational office days, hybrid team events, and structured feedback loops to ensure equal recognition and opportunity.
Flexible working is most effective when employees feel trusted and in control of their schedules and work.
Solution: Encourage managers to co-create flexible working arrangements with their teams, ensuring autonomy while maintaining accountability.
While remote work can enhance focus, it may reduce opportunities for mentorship and feedback, particularly for younger employees or those in new roles.
Solution: Foster a culture of learning and feedback by prioritizing virtual mentoring, peer learning groups, and regular feedback sessions.
Without an intentional approach, flexible working can weaken a shared sense of purpose, making employees feel disconnected from their team’s mission.
Solution: Reinforce a clear, motivating vision through regular all-hands meetings, leadership communication, and shared success stories to maintain a sense of togetherness.
The shift to flexible work isn’t just about where people sit - it’s about how they connect, collaborate, and thrive together.
By using The Five Ways to Happiness at Work, organizations can design flexible working policies that create both happy individuals and high-performing teams.
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