Establishing a Flexible Work Arrangement

Job flexibility is a business tool to get work done and meet organizational goals. This section is designed to help employees and supervisors determine if a flexible work arrangement is an option that will work well for them.

The most successful flexible work arrangements are rooted in a win-win approach that addresses both the employee’s work-life needs and the business needs of the department, lab, or center (DLC).

Is Job Flexibility Right for You?

Employees considering job flexibility should think carefully about whether their arrangement would align with recommended best practices in these key areas:

  • Goals and objectives: The arrangement must support the office or department’s goals, including productivity, cost effectiveness, and service to internal and external clients. For example, it should be achieved without curtailing normal MIT service hours, incurring overtime costs, impairing the department’s effectiveness in carrying out its function(s), placing undue burden on other team members, or creating problems of safety, security, or supervision.
  • Work style: The individual’s work style and work history must support the requirements of the arrangement.
  • Adaptability: Job tasks must be adaptable to the flexible arrangement.
  • Communication and accountability: Effective arrangements for communication and accountability should be in place and adjusted as needed to assist in the successful implementation of the new arrangement.

Employees and managers/supervisors​ each have unique roles and responsibilities in planning, implementing, and managing how work gets done, including the implementation of a flexible work arrangement. Resources are available to support both parties through this process, including Learning Bundles about job flexibility from the MIT Learning Center. 

Have Questions?

Contact your Human Resources Officer or the MIT Work-Life Center.