True Flexibility Is Key to Success in the Future of Work

By MBO Partners • January 31, 2025

3 MIN

Key points

When asked what workplace flexibility means, many leaders may talk about tactics rather than strategy.
However, true flexibility occurs in a workplace where workers and managers align to meet both performance and life goals.
Companies that fail to encourage workforce flexibility are likely to be left behind in the future as cultures and management styles change.

If you asked leaders at your company to define “workplace flexibility,” what would they say? Many might point to remote or hybrid work, flexible schedules, or skill-based roles. While these are important aspects, they only tell part of the story.

True flexibility goes beyond individual tactics. It requires creating an environment where those strategies work effectively—what you could call a culture of flexibility. This type of culture brings benefits such as:

A location-independent workforce
The basis for an optimized workforce
Motivated workers who are able to achieve life goals
The retention advantages of being an Employer of Choice and a Client of Choice
Metrics focus rather than workstyle focus

To establish this culture, flexibility must be core to organizational strategy and operations. While we may cheer on such a culture and readily perceive its business benefits, establishing one can be challenging.

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Putting Workforce Flexibility at the Core of Your Business

True flexibility happens in a workplace where workers and managers work together to balance performance goals with work-life needs. It’s a two-way process that depends on clear and open communication. Managers set objectives, provide the necessary tools and resources, and listen to feedback from workers.

At the same time, workers figure out the schedules, locations, and methods that help them be most productive. They also stay in regular communication with managers to ensure everyone is aligned and moving toward shared goals. In short, managers create the framework and resources, while workers organize their tasks to meet goals effectively.

Getting there from here depends on where “here” is for a company. True flexibility needs well-developed soft skills in managers and workers along with a high degree of trust. Company policies and performance metrics must actively support flexibility. The more effectively a company meets these requirements, the closer it comes to building a culture centered on flexibility.

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Making the Change: Challenges to Incorporating Workplace Flexibility

For many workers, this culture aligns with their personal and professional goals, supporting the work-life balance they seek. As a result, they are often motivated to adapt their workstyle to thrive in a flexible environment.

However, managers who feel the need to closely monitor their teams, are uncomfortable with remote or hybrid setups, or lack the soft skills needed to lead in a flexible environment may struggle to make the shift. Policies and metrics can provide support, but a manager who has used the same approach for years may resist giving teams more freedom or adopting new management styles. Training and HR teams can help overcome these challenges.

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A Successful Workforce Is a Flexible Workforce

Some companies merely pay lip service to flexibility. They may adopt a few tactics associated with a flexible workplace but avoid making the deeper changes needed to achieve true flexibility.

But as workplace cultures and management styles evolve, these companies risk falling behind. On the other hand, successful organizations will fully commit to establishing and encouraging genuine workplace flexibility.

If you’re interested in learning more about the future of work, visit MBO’s blog for the latest news and insights impacting companies across all industries. We cover a variety of topics, including Employer of Record (EOR) services, contingent workforce management, worker compliance, AI/technology, and more. Stay informed with expert content so that you can succeed in building the best workforce possible.