Here's a Medium post of a story I wrote last summer about progressive benefits. I think it's holding up. Weekly, I get private messages complimenting me on the original story and appreciating the benefit culture we're building at alamode.com/careers.
I tend to think of #remotework as a subject adjunct to progressive benefits.
By that I mean, remote work might have started off as a progressive benefit, a special treat for the select few who're lucky enough to work remote from a centralized office.
But, those days are rapidly coming to a close, as remote work becomes a competitive requirement for organizations.
If you want to innovate and grow you not only have to be where your customers are, increasingly you have to be where your key knowledge workers are. And, more of them are choosing to remain at home.
And, in context of that uptick in employer flexibility, even employees who work together in an office are picking jobs that provide flexible hours and flexible leave.
The company where I work dove headlong into this realm last summer and the verdict is still out on our new benefit program's efficacy. Time will only tell.
But, the more I think about it, the point might soon be moot. The rise in #remotework and the decline in measuring how many hours a worker punches on the clock might create a standard work environment in which vacation and family leave policy issues take care of themselves.