The Stigma That Keeps Consultants from Using Flex Time

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The Stigma That Keeps Consultants from Using Flex Time
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Even when consultants are given greater control of their schedules, they don't tend to use it.

” explains this disjuncture between the policies offered by firms and their limited uptake by employees. People fear that taking up these benefits — e.g., paid parental leave, part-time or compressed workweeks, extended leaves of absence, local or virtual projects to temporarily decrease travel, and ad-hoc periods of increased flexibility — will lead to them being seen as less committed to work.

First, the consultants we talked to stressed that work-life balance are simply incompatible with the job of consulting One study participant Rita told us, “I’ve been in enough different jobs to know that there’s certain things that go with the job, and you can’t really change it. You’re never gonna have consulting and not have travel.” Even though she herself did not travel when her kids were young, instead working mostly on local projects, she rejected that solution for her peers.

Ron told us, “When I hear of big programmatic solutions to work-life balance, I approach them with some suspicion… Every person or couple’s or parent’s recipe has different ingredients and different cooking times and different-size ovens.”Most of the people we talked to used a language of choice to describe how they managed the balance between their professional and personal lives.

While most firms offer some form of 360 evaluations , they differ in weighing these for promotion and compensation decisions. Those that actively value feedback from lower-level employees may hold leaders more accountable for fostering improved work-life balance.

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