With remote work more common post-COVID, it’s a great time to talk about work-life balance and how flexibility can enhance total compensation.
Total compensation includes more than salary and benefits; it’s the whole package, with non-monetary incentives like flexibility playing a key role. In my earlier fundraising days, flexible arrangements like telecommuting or flex days (e.g., the "nine-day fortnight" where employees work extra hours daily for an extra day off every other week) often carried a stigma. In competitive fields like fundraising, flexible hours were sometimes seen as a lack of commitment.
Today, things are changing. As a recruiter, I work with clients across sectors, and I’m seeing more organizations offer flexible work options—not just to support roles but also to frontline fundraisers. Many clients are also adopting other programs, like early closures on Fridays, to support work-life balance.
The success of flexibility as a benefit relies on senior leadership embracing it as part of the organization’s culture and making it available to everyone. Flexibility empowers employees to pursue a healthy work-life balance as long as they maintain excellent performance. But it’s also about personalization; flexibility should meet individual needs. Flex days, for example, may not suit everyone. Some people prefer a standard daily routine, others enjoy working remotely a day or two per week, while some prefer to stay in the office.
The future of work is flexible, and adapting to employees’ unique needs can make a real difference in engagement and retention.
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