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Workplace Flexibility: Business Strategy vs. Employee Entitlement

Almost everyone today wants more flexibility to create better work-life fit. How can innovative approaches to workplace flexibility meet this demand while still being good for your business and customers?

On a HR Executives Dbriefs webcast, Workplace Flexibility: Business Strategy vs. Employee Entitlement held on May 23, 2013, Tracy Haugen, Naomi Leventhal, directors, Deloitte Consulting LLP and Mary Barnes, General Services administration, discussed:

  • Is workplace flexibility really attainable?
  • Benefits you can get from a new approach to workplace flexibility, including an improved talent brand, stronger customer relationships, potential cost savings and more power to operate in the open talent economy.
  • Practical considerations for workplace flexibility, including the changing role of managers, performance management, change management and technology readiness.

Watch the Dbriefs webcast replay to learn ways to help elevate workplace flexibility from a perceived entitlement to a central element in your business strategy.

The following polling questions were conducted during the webcast:

How supportive is your work environment of workforce flexibility?

The biggest driver for workplace flexibility is:

What are the biggest barriers to change in the field of workforce flexibility?

How many additional hours would the average worker be willing to work if given more flexibility?


What is the most surprising strategy you will need to implement to impact your success in achieving a flexible workplace?


How do you feel about the future of workforce flexibility in the workplace?

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