As remote and hybrid work have become synonymous with flexibility and work-life balance, many companies are touting these as benefits in their job postings. But how can those commitments to flexibility be confirmed?
When it comes to researching a company's ability to walk the walk, Toni Frana, career services manager at job-search site FlexJobs, has advice on the specific qualities employees should look for, the right questions to ask, and how employers can set themselves apart to engage talent.
"Work-life balance is one of the top benefits employees want," says Frana. "Our surveys show that 63% or people would choose a better work-life balance over pay, and they feel like remote and hybrid jobs would improve that balance. "
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Employees and job seekers who wish to incorporate more balance into their schedules need to look beyond a company's broad advertisement of flexibility. This means researching and asking questions to find out exactly what a company's expectations are throughout the workday, and how much time is actually available for employees to spend as they see fit.
Frana notes that this process begins with diving into the words of a company's job description, and should follow with research on Glassdoor or Google that can give an
"A question I love is, 'What would a typical work week look like,'" Frana says. "Another question to ask is, 'What are some typical perks associated with this job? With this company?' If a company is offering benefits that you can do on your own, but they don't offer work flexibility, it may be a warning sign that they're not as committed to work-life balance as you think. To allow a potential employer to lay out how it manages work-life balance, simply ask how employees are encouraged to have a work-life balance."
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When it comes to seeking out and
"You can talk about the generous or unlimited paid time off policy and wellness programs, or mental health support that is offered," she says. "If there are professional development or training program stipends, or paid volunteer initiatives — a lot of people really like having the opportunity to give back, and I've seen more and more organizations offer pay-it-forward initiatives."
Employers can ensure that those who are new to remote positions acclimate quickly and recognize the flexible perks offered by starting the engagement process immediately post-hire.
"It comes down to having a strong onboarding plan," says Frana. "When you start a job, there's always a period of getting a lay of the land, and you want to understand the culture. In a remote environment, you don't necessarily 'see' people taking their lunch break, but if a manager is open with communication and reinforces flexible or life balance components of the company, then it will help an employee get up to speed and comfortable with the environment they're in."
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The definition of work-life balance differs for everyone, so an employer's ability to recognize the needs of its employees is key to promoting and maintaining satisfaction in the workplace. In addition to offering a
"Employees will take advantage of those hours that are built into their day by putting in a workout where they normally would have been commuting, or dropping their kids at school when they were not able to do that before," Frana says. "A key component of this work arrangement is communication — having regular check-ins to make sure the set-up and flow of work is going well, and that it indeed feels like there's a good work-life balance."
