Rice Law Office Blog

This blog is the third post in a four part series looking at technology and the changing American workplace.

Sir Richard Branson has a policy that allows all Virgin employees to “take off whenever they want for as long as they want.” Several high profile companies and CEOs have championed flexible working conditions—that is to say, a program whereby employees have the opportunity to spend some portion of their time working from home.

The degree of flexibility can vary a great deal. Branson maintains that mobile technology has made it impossible to track how much time employees spend on the job anyway, and that the focus should be on what the employee achieves, not how long they spend working. Virgin’s program was inspired by Netflix, which instituted a similar policy in 2010 with great results.

Today, companies have the option to provide flexible workplace programs that allow employees to work from home with limited disruption to normal office operation. In many cases, periodic work from home can help drive employee productivity and morale. Nearly nine out of ten HR leaders believe these programs improve employee satisfaction, and while many companies have some sort of flexible work program, employers still fear they will be taken advantage of when employees are allowed to work from home.

The reality is that work and personal time are becoming blended, and it’s not a process that can be reversed. As employers demand responsiveness from employees at all times of day (in the office or out), they should also consider ways to empower their workers with more flexible work conditions.

This blog is the second in a four part series examining technology and the changes it has wrought on the American workplace and American employees.

More than two thirds of all HR professionals think that their employees enjoy balanced lives, but nearly half of all employees disagree. Where does this disconnect come from? The 24/7 connectivity facilitated by mobile technology, and the resulting ability to work remotely, have blurred the lines between work and personal time. As a result, employees feel like they’re working more. 

Modern technology and an evolving understanding of work productivity are changing both employees and employers view of work life balance. With near universal access to smart phone technology in the United States, employees are capable of staying connected and productive even while outside of the office. While this enables a greater degree of work flexibility, it can also drive employees to spend large portions of their personal time working. 

How to strike a work life balance in this new environment is a tough question, and unsurprisingly, employers and employees see the challenge differently. While mobile technology can facilitate flexible working schedules, it also means work is never farther than the cell phone in your pocket.

There have undoubtedly been changes in the work-life structure in recent years, and for now, employees and employers look at the current arrangement from distinct perspectives. Many employees spend 10 and 20 hours a week working during “personal time”, and the ability to work flexibly is lagging behind the current reality of work-life balance.