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If you seek change in the workplace, don’t let intuition guide your argument. Your instinct is fighting the instinct of people who fear that flexibility leads to inactivity, that telecommuters watch TV all day instead of working, and that people call in sick just to get a free day off work.

Instead, let the research do the talking for you. There’s plenty of it. Read a selection below.

Research on Flexibility

  • Flex Works | Catalyst | 2013. “Stories from around the world provide insight into the new global workforce and the flexibility needs of all. And using research from experts in the field, we bust myths and set the record straight.”
  • Millennial Workers Want Greater Flexibility, Work/Life Balance, Global Opportunities | PricewaterhouseCoopers | 2013. “The largest, most comprehensive global generational study ever conducted into the attitudes of ‘Millennial’ employees has found that in order to foster a greater sense of commitment among Millennials (those born between 1980 and 1995 and currently under 33 years of age) it will be necessary to transform the core dynamics of the workplace.”
  • 2012 National Study of Employers | Families and Work Institute | 2012. “[O]rganizations that can offer more flexibility around reduced time, caregiving leaves and flex careers will have a competitive edge in recruiting and retaining employees as the aging workforce and dual focus on personal and professional lives among younger employees become increasingly important drivers in the labor market.”
  • Flexibility Drives Productivity | Regus | 2012. “Business managers across the globe report that staff are more energized and motivated thanks to flexible working. This results in additional benefits, with energized, motivated staff less likely to leave their company. Flexible working is being successfully used as an important talent retention tool.”
  • Business Impacts of Flexibility: An Imperative for Expansion | Corporate Voices for Working Families | 2011. “We continue to document the business benefits of workplace flexibility, as well as its growing role as a strategic business imperative for domestic and global enterprises.”
  • The Economics of Workplace Flexibility | White House Council of Economic Advisers | 2010. “[T]he best available evidence suggests that encouraging more firms to consider adopting flexible practices can potentially boost productivity, improve morale, and benefit the U.S. economy.”
  • Workshifting Benefits: The Bottom Line | Global Workplace Analytics | 2010. “Half-time home-based work among those with compatible jobs could save employers over $10,000 per employee per year—the result of increased productivity, reduced facility costs, lowered absenteeism, and reduced turnover. The cumulative benefit to U.S. companies would exceed $400 billion a year.”
  • Results-Based Management | Global Workplace Analytics | 2010. “The message is clear. This isn’t your father’s workforce. Winning companies understand the transformation and cultural changes it demands. They’ve already taken steps to make work flexible; to manage their salaried, hourly, and contingent workforce by what they do, not where, when, or how they do it; and they’ve adopted the tools and technologies that make flexible work possible. Those that haven’t are, or soon will be, scratching their heads and wondering why more than half of their people are looking for a new employer.”
  • 2009 Flexible Work Arrangement Pulse Survey | Institute for Corporate Productivity | 2009. “[A] full 84% of companies overall believe that flexible work arrangements in their organization boosts employee morale.”
  • Overcoming the Implementation Gap: How 20 Leading Companies are Making Flexibility Work | Center for Work and Family at Boston College | 2008. “In order to be competitive, and attract and retain the future workforce, having effective flexible work arrangements is not just an option, it’s a necessity.”
  • Flexible Work Strategies: Attitudes & Experiences | Corporate Voices for Working Families | 2008. “The goal of this research was to gain insight into the views of senior-level executives regarding why flexible work strategies are used and what kind of an effect they can have on companies’ productivity.”
  • Workplace Flexibility in the 21st Century | Society for Human Resource Management | 2008. “Although organizations in the United States are not required to offer FWAs, findings from this research show that formal FWAs have a positive impact on both employees and employers.”
  • How time-flexible work policies can reduce stress, improve health, and save money | Diane F. Halpern, Berger Institute for Work, Family, and Children, Claremont McKenna College | 2005. “The business case for family-friendly work policies may prove to be the best tool we have in changing how we live and work.”
  • Human Capital As a Lead Indicator of Shareholder Value | Watson Wyatt | 2002. “Superior human capital practices are not only correlated with financial returns they are, in fact, a leading indicator of increased shareholder value.”

Research on Telecommuting

Research on Paid Leave