Workplace flexibility has become far more nuanced than simply deciding whether employees work remotely or in the office. The fine print of an employer's flexibility policy tells you more about how they treat people than their mission statement does. Today, organizations are designing work in ways that balance business needs with employee autonomy, recognizing that different teams, roles, and individuals often thrive under different working arrangements.
Rather than taking a one-size-fits-all approach, many employers are building flexible work models around trust, clear expectations, and the tools employees need to do their best work.
Here are four examples of how companies are putting flexibility into practice.
Flexibility through a distributed operating model
Zillow
Cloud HQ is how we work, an operating model designed to turn distributed work into a competitive advantage. Zillow employees operate in Cloud HQ to move fast, stay connected, and deliver on our customer promise.
Today, depending on our employee's location and role, some may work from home full-time or from an office a few days a week. All scenarios are supported by clear expectations for how we collaborate. This balance helps people do their best work while staying connected to their teams and impact.
Through Cloud HQ, we're intentionally designing a workplace for how work gets accomplished—with trust at the center.
Learn more about Zillow.
Flexibility through multiple work models
Stryker
At Stryker, we know flexibility looks different for everyone. That's why we offer four work models: remote, field-based, on-site and hybrid. These options help you work in ways that support your goals while meeting the needs of your business.
We empower teams to decide how they work best while staying connected, productive and engaged. Whether you're working from home, supporting customers in the field or collaborating in a hybrid environment, you'll have the tools and support to do your best work.
Learn more about Stryker.
Flexibility that supports life beyond work
Nestlé
Nestlé supports workplace flexibility through various initiatives designed to accommodate diverse employee needs, including hybrid work models, flexible hours, and promotion of a results-oriented work environment, encouraging employees to manage their schedules to enhance productivity and well-being. We also provide resources for mental health and wellness to ensure that employees can maintain a healthy work-life balance, robust parental leave and resources for childcare support, and wellness programs that include mental health days and fitness initiatives. By fostering an adaptable workplace culture, we empower our workforce to thrive both personally and professionally.
Learn more about Nestlé.
Flexibility we practice, not just preach
PowerToFly
PowerToFly has been fully remote since we started, with no fixed location requirement: work from wherever you do your best thinking. We don't track hours or require anyone to be logged on at a set time; we care about the work getting done well, not where someone is sitting when they do it.Our team spans time zones and countries that would make a traditional HR department nervous. It works because we lead with trust: clear goals, honest communication, unlimited PTO, and the assumption that adults can manage their own time.If we're going to ask employers to build better, more flexible workplaces, we figure we should be one ourselves.
Learn more about PowerToFly.
What to look for in a flexible employer
As workplace flexibility continues to evolve, the clearest indicator isn't a single perk, it's whether flexibility shows up in daily operations or feels like an afterthought. They create an environment where people understand expectations, have the autonomy to do their best work, and are supported by thoughtful policies and technology.
When evaluating potential employers, consider whether they offer:
- Flexibility that reflects the needs of different roles, rather than a one-size-fits-all policy
- Clear expectations around communication and collaboration
- A culture built on trust and accountability
- The tools and technology to support effective distributed work
- Managers who empower teams to work in ways that balance employee and business needs
Flexibility looks different at every organization, but the goal is often the same: creating a workplace where employees can perform at their best while supporting collaboration, innovation, and long-term business success.
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