According to a recent survey from Merrill Lynch, 16% of the Baby Boomer workforce is looking for part-time work, and 42% will only take jobs that will allow them time off for leisure. Similar types of findings across all demographics are forcing companies to re-evaluate the flexibility options that they offer employees, especially as the so-called war for talent intensifies. While organizations recognize that inflexible work arrangements are a primary reason top talent leaves an organization, the actual implementation of these flexible work arrangements can be difficult to implement. As a guide, the article provides a review of flexible work arrangements at six different companies.

When it comes to implementing a flexible work arrangement, a number of conditions prompt organizations to reconfigure their work plans. For example, the company could be losing market share, experiencing a deteriorating bottom line or facing a chronic shortage of talent. While there may be many reasons for an organization to embrace more flexible work situations for employees, common arrangements include flex scheduling that accommodates doctor appointments or school visits. Other arrangements include telecommuting one or more days per week; compressing workweeks from five days to four or three days per week; and job sharing.