If you’ve been looking for a job that doesn’t mandate a 9-to-5 work schedule, you’ve either been disappointed by the lack of posted opportunities or discouraged by the too-good-to-be-true looking scams. So what’s the secret to finding legitimate telecommuting jobs, freelancing opportunities, part-time or flexible work?
The good news is that 80 percent of companies offer flexible work arrangements according to a survey conducted by WorldatWork, a human resources association, and FlexJobs, an online career site. However, only 44 percent publicize flexible work benefits.
[See: Explore the 11 Best Jobs for Work-Life Balance.]
Flexible work comes in many forms. It can mean working a nontraditional schedule or performing work from an alternative location. The top three flexible work programs offered to most or some employees according to the study included flex time, part-time hours and telework, sometimes called telecommuting.
The majority of companies surveyed allowed employees to work from a remote location on an as-needed basis, such as staying home with a sick child or meeting a repair person. Ad hoc telework, was the most popular flexible work alternative. The second most frequently referenced work alternative was flexible work hours, which allows employees to start and end their work days at times that are different from the normal operating hours. Offering a part-time schedule, either with or without benefits, was the third most cited flexible work option.
Companies also reported offering employees the ability to work remotely at least one day per week or one day per month, but these types of telework were offered less often than ad-hoc telework. Half the companies surveyed say they customize flexible work to suit an employee’s situation.
If you are looking for a more flexible work schedule, these findings should be good news. More companies are open to the idea of making the workplace more conducive to employees’ schedules.
[Read: You’re New, and Your Job is 1,000 Miles Away. Now What?]
Flexible work isn’t clearly spelled out. There are still flaws in how employers roll out flexible work programs. Most don’t have a formal policy in place. In fact, 64 percent of companies admit that the policies for flexible work were informal or not in writing. An additional problem is that 67 percent of managers offer flexibility at their own discretion. This adds inconsistency in interpretation and administration of an already contentious work benefit.
Companies that have a strategically embedded culture to support flexible work programs have greater employee engagement, higher employee motivation and significantly better employee satisfaction than employers with a weak or nonexistent flex work program. As more companies educate managers and potential employees on how flexible work programs work, the more prevalent flexible work should become in our workforce.
Few employers market flexible work. Good luck finding companies or jobs that welcome candidates looking for flexible work. The study found that almost half of the companies that offer flexible work schedules admit they do not publicly promote their offering.
[Read: 6 Ways Telecommuters Can Show They’re Part of the Team.]
Flexible work isn’t always a work-from-home scam. There are legitimate freelance and telecommuting opportunities. The key is to vet the opportunities. Start by looking at companies that are recognized for offering legitimate opportunities. You can search online by using keywords, such as “top flexible employers” or “top work-from-home companies.” When you see other flexible jobs advertised, be wary if the posting offers a huge salary, requires payment up front or offers immediate interviews. These are some tell-tale signs of a scam. Also realize that sites, such as Craigslist or other job boards with low or no fees, make good targets for posting scams.
Don’t get discouraged. You can search job posting websites geared specifically for telework or flex work, such as Flexjobs.com, which pre-screen and vet opportunities to make your life easier. You will also want to tap into your network and ask employees how open their managers or company is to working nontraditional schedules.
Self advocate. Once you find a lead on a flex-friendly employer, you still need to advocate for yourself prior to joining a company. Ask managers and employees during the interview process to talk about the flexible work arrangements. And even if the employer isn’t open to flexible work, it is worth asking about making an exception for you. The worst you will hear is no.
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What Every Employee Should Know About Flexible Work originally appeared on usnews.com
