Question of the Week – Does Your Organization Provide Flexibility

Question of the WeekLast week I offered some ideas for time off as recognition. 

There are some organizations where a manager or supervisor wouldn’t be allowed to give time off, offer flexible scheduling, or telecommuting. It is against policy. Productivity is measured by “butt in seat time.”

There are others organizations where the culture allows, even encourages managers to be flexible and focus on what gets done rather than where, how and when it gets done.

In Make Their Day I talk about the inherent recognition that comes from this kind of flexibility. When an organization or a manager trusts their team, allowing them to focus on results rather than how and when the work gets done, it sends a strong positive message. It also provides a kind of free, powerful recognition.

I want to hear from you!

1) Do you work for a highly flexible company/manager? Has that made you more loyal and productive?

2) Have you worked for a company/manager that refused to grant you flexibility in how/when you worked? How did this affect your work and/or your sense of loyalty?

Tell me your stories!



My name is Cindy Ventrice. I am the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies That Work.

My work has been quoted in The New York Times, Alaska Airlines Magazine, Workforce Magazine, and Tim Sanders' book The Likeability Factor.

Visit my website today!

Subscribe to feed

Subscribe to receive as Email



%d bloggers like this: