The short answer is no. Despite the increasing popularity of flexible work arrangements, not everyone is suited for them. Therefore, it is important that organizations are able to assess when, and if, this option will be viable. Identifying whether or not an employee has the potential to thrive in a flexible arrangement is critical to success.

The following criteria can be utilized to assess whether or not a prospect should be considered as a candidate for a flexible work arrangements:

• The flexible work arrangement is a welcome change for the individual.
• The nature of the work to be done is such that the employee’s productivity can increase by focused blocks of time working remotely or working adjusted hours.
• The work itself is not heavily dependent on being in the office in order for it to be successfully executed
• The workstyle of the employee is one where he or she is self-directed and highly motivated.
• The employee has solid and consistent performance.
• Trust exists in that the employee can be counted on to follow through with commitments.
• The employee is willing to commit to any requirements your organization may have regarding flexible work arrangements. For example, what are your organization’s expectations regarding accessibility while working remotely?
• If the flexible work arrangement involves working from home, the employee has an appropriate workspace in his or her home and can maintain appropriate document security.
• A flexible work arrangement will afford an employee a greater sense of well-being and control over his or her work, positively impacting one’s engagement.
• The social needs of the employee that may be met through one’s work relationships will not suffer as a result of participating in a flexible work arrangement.

In today’s workplaces, there are many appealing business reasons to consider implementing flexible work arrangements. Ultimately, a manager must use his or her best judgement to determine if an employee is a good prospect for a flexible work arrangement. This assessment is best undertaken in a candid and open dialogue with the interested employee. If doubts persist, a temporary arrangement, with predetermined check-ins to evaluate progress, can be an alternative approach.