Chances are, you've accessed or given access to MicroAgility before, even if you've never heard of it. If you've ever gone to a doctor's appointment in the middle of the workday, for instance, you've used MicroAgility. If you've ever let an employee come in late because their toilet overflowed, that's MicroAgility. Life is messy, but MicroAgility allows employees to clean up the mess by giving them the autonomy to step away for a short period of time to accommodate interruptions so that they don't become major distractions—without having to use up hard-earned PTO hours. And though a lot of us have used MicroAgility at some point in our careers, it's not typically baked in to an organization's culture. That's a big problem.
While 82 percent of employees need MicroAgility, only 26 percent have access to it. And in our research, we identified MicroAgility as the flex type that can give your company the most room to lead.
MicroAgility can be a game-changer for employees' abilities to take care of themselves and others. It allows employees to attend medical appointments and to focus on their physical health. It also allows employees to be better parents, spouses, partners, and caregivers. It makes life and work more compatible, reducing employee stress while increasing employee engagement. It would help the 33 percent of parents who told us that their current workday structure makes it challenging for them to be the types of parents they want to be. It helps the 36 percent of employees who said that their current workday makes it challenging for them to make time for exercise and healthy living.
Basically, by eliminating the friction between one's professional and personal responsibilities, MicroAgility and the other flex types make employees feel more respected at work, more loyal to their employer, and more willing to be employee brand ambassadors.
We also believe MicroAgility and the other five flexibility types should be needs-agnostic. Part of the reason access to MicroAgility is in such scarce supply is that many employers explicitly or implicitly expect employees to justify their need for flex. But the why is immaterial: Employees shouldn't have to state their case for MicroAgility, nor should they be viewed as unprofessional or unproductive because of their flex needs (the truth is, employees who have their flex needs met are more productive than their peers). The how, when, and where, however, are important: Employees who use MicroAgility should communicate their plans and meet their daily objectives. Instead of nitpicking the parameters around the work at hand, employers should only care that the work gets done.
So, yes, we do put a high value on MicroAgility, but it's important to note that our analysis is based on aggregate workforce data, and your mileage may vary. That's why we believe it's so important to collect people analytics data on your organization before implementing any sort of flexibility strategy. And Werk's platform shows flexibility data per individual, per demographic, and for the whole organization. Those results show you the best flexibility opportunities and the best ROI. Find out more here.