Data Points to Growth in Flexible Work Arrangements

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With Yahoo’s Marissa Mayer’s recent decision to eliminate employee’s work-from-home option, has come a firestorm of commentaries and rumors about what her very public decision at a prominent employer means for the future of flexible workplace practices at workplaces across the nation.

Image Source: Adam Tinworth

Locally, in 2013 the Plain Dealer ran an article citing ERC data and giving an inside look at how some of Northeast Ohio’s top workplaces structure highly functional work-from-home options for their employees. Now that the dust has settled following the big Yahoo announcement earlier this month, it appears that Mayer’s decision was largely based on internal issues specific to the tech giant.
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Telecommuting: Should You Allow It?

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Telecommuting

Yahoo's ban on telecommuting and work-from-home arrangements has sparked an interesting debate in the workplace. Should your organization follow suit?

The issue of whether or not to allow telecommuting or work-from-home options in the workplace is hardly a new problem. In fact, organizations have been questioning whether or not to offer it and the pros and cons of such arrangements for the past few years as this flexible work practice has become more common.

Before you change your policy, here are some important considerations.

1. Telecommuting can be attractive and beneficial as a flexible work option.

Offering telecommuting or work-from-home options can help attract talent, especially employees in segments of the workforce that traditionally need or want more flexible arrangements (i.e. women, disabled workers, Millenials, etc.). Allowing telecommuting to be used as an option for the following can be advantageous.
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