With remote work now a standard post-COVID, it’s the perfect time to discuss work-life balance and how flexibility has become a key component of total compensation.
Total compensation is about more than just salary and benefits; it’s the entire package, with non-monetary incentives like flexible work arrangements increasingly valued by employees. In my early fundraising days, options like telecommuting or flex days (e.g., the "nine-day fortnight," where employees work extra hours daily to earn an extra day off every other week) often carried a stigma. In highly competitive fields like fundraising, flexible schedules were sometimes perceived as a lack of commitment or drive.
Today, the landscape has shifted. As a recruiter working across sectors, I’ve seen flexible work options become the norm. Remote and hybrid arrangements are now offered widely—not just for support roles but also for frontline fundraisers. Many organizations are also adopting other initiatives, such as early Friday closures and wellness programs, to promote work-life balance and employee well-being.
For flexibility to be successful as a benefit, it requires senior leadership to champion it as a core aspect of organizational culture and ensure it’s accessible to all employees. Flexibility empowers individuals to manage their work-life balance while maintaining high performance. But it’s also about recognizing that one size does not fit all. Some employees may prefer a standard routine, while others thrive with options like remote work a few days a week or condensed workweeks.
The future of work is undeniably flexible. Organizations that adapt to meet their employees’ unique needs will find it pays dividends in engagement, retention, and overall satisfaction. Flexibility isn’t just a perk anymore—it’s a strategic necessity.
Photo by OPPO Find X5 Pro on Unsplash