In my experience, flex time, which I define as ‘significant control over your work schedule’, is a perk that is earned based on performance and trust. Flex time tends to work best with more seasoned employees that don’t require a lot of direct supervision.

Technically, anyone that is an information worker could have a ‘flex time’ arrangement to some degree. These days, information workers can work from just about anyplace thanks to cell phones and the internet. However, not everyone has a temperament suitable for flex time.

I have worked with people that need the structured environment of being in an office. When left to their own devices (i.e. working from home), they tend to drift and they are highly unproductive. Other people need the social interaction of office life and just can’t quite deal with working in relative isolation. Still other people are just lazy or dishonest, taking time off while not being willing to make time to honor their work commitments.

However, if you can focus on work tasks outside the normal work environment (i.e. home, in a cafe, walking in the park, etc) AND you actually increase your productivity outside the office, you may be an ideal candidate for a more flexible work schedule.

Once your employer knows you CAN get things done outside of the office and that you actually DELIVER RESULTS, there is no reason for the employer to be a stickler for chaining someone to ‘the office’.

This philosophy applies to any flex time situation, from leaving early to pick up a child to working as a full time remote employee. It is simply a matter of degree. Some employers are behind the times on this, insisting on having people (physically) ‘in the office’. This is rapidly changing.

Employees that get to do wild and crazy things like leave the office to take care of other life priorities or employees that work remotely part or full time have greater loyalty to their employer than people who are forced to comply with a rigid work schedule. There is a give and take – a true relationship with the employer where both parties learn to trust each other. People respond to this very positively, often getting much more done with greater levels of job satisfaction and less turnover.

Flexible scheduling is a win-win situation, where both parties benefit. It is a trend that is here today and one which will surely grow and expand as we move into the future.

It shouldn’t matter what time of day I do my work, just that I meet my goals and commitments on time and within budget. Unfortunately, to prove that point, I end up working harder to justify the flexibility–you know the analogy “running faster to stand still?” That’s what it’s like.

I’m not complaining that it’s harder to do all this and be a committed and active parent–I accept that. What I find frustrating is the perception that I am not as committed as my peers who do not have small children. We would go a long way toward achieving work-life balance if more organizations (and the individuals in those organizations) could adopt a truly flexible work culture and appreciate the many, diverse talents in their organizations.

It isn’t equitable that parents do get slack and leave early/take extra days for child-related activities. But as a single executive I figured that I was getting ahead career-wise because I spent more time focusing on my job and was not distracted by family situations. When I became a mother, I had to make a choice – what was going to be my priority? Again, fathers are not expected nor encouraged to make those decisions.

I remember when Palin was announced as VP candidate. Men and singletons (Bridget Jones reference) around the world said – fantastic! A woman who proves you can do it all – have a big family and an influential and important job. Working moms said – something isn’t getting her full attention, wonder what it is……