“One challenge in implementing workplace flexibility policies is the employer view that flexible work arrangements are primarily an employee benefit, instead of a tool to increase employee engagement and productivity,” said Mark Schmit, executive director of the SHRM Foundation. “However, SHRM research actually shows that 91 percent of HR professionals whose companies offer flexible work arrangements, such as teleworking, have seen positive results on employee engagement, job satisfaction and retention.”

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The report cites the many identified benefits that flexibility offers to employees:

• Improved well-being;
• Better health;
• Increased job satisfaction;
• Improved objective performance;
• Lower stress;
• Reduced turnover intentions;
• Lower work interference with family; and
• Reduced absenteeism.

What are the benefits management can expect to enjoy once flexibility becomes a part of the overall workplace strategy? Increased retention, attracting better talent, lower absenteeism, higher productivity are among them. Others aren't so obvious, such as better service to clients.

“Flexibility can be used to strategically expand availability to clients by allowing employees to work nontraditional hours. But it is critical that employees not feel stressed or burned out because they perceive that flexibility means they are working all the time,” the study says.

The report offers case studies to demonstrate the ways employers that have approached flexibility as a strategy rather than as a benefit have implemented it.