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The “ideal” man of today is both a deeply involved family man and a truly dedicated employee, according to results of the Family & Work Institute's National Study of the Changing Workforce.

Today’s “ideal” men feel more of a conflict between family and the workplace; a strain which did not exist to the same extent previously. Men who still believe in traditional gender roles may feel out of touch in today’s family-centric world while those who are family-centric may feel that their workplace does not accommodate their lives. Interestingly, the same levels of conflict were present regardless of whether a spouse’s salary is lower, higher or equal to the man’s salary.

Not surprisingly, the more time a man spends working, the more he has a potential for feeling conflicted between work and family. This internal conflict is enhanced by technology, as there are many more ways for work to be handled outside of traditional office hours. These advancements have softened the line between work time and family time, perhaps creating additional stress for the “ideal” man.

The study shows that men who tend to make work a priority over family (those in more traditional values) are more likely to feel this work-family conflict than men who put family of equal or greater priority. Let me be clear that this is not implying that men with traditional values love their work more than their family, nor does it imply that those with more egalitarian values are not interested in having successful careers. Those with more traditional values may just feel added stress of maintaining their place on the corporate ladder while also being present at home.

Three in four fathers feel that they do not have enough time to spend with their children, and their conflicts vary by the age of the children. Not surprisingly, fathers of very young children and fathers of teenagers are more likely to feel conflicted, as those tend to be the most pivotal and trying times for a parent.

So, what can companies do to with this knowledge about the new male mystique? I believe that the key is getting to know your employees on a personal level to find out what they need and expect at work. The study shows that there are two items which would make a significant difference to men in today’s workplace. First is the ability to engage in a conversation with supervisors about family issues without being looked down upon. The second is the option for workplace flexibility without being perceived as a sign that employees are more focused on their personal life and less committed to their job. What we have learned from this study is that work-family conflict is as much a men’s issue as it is a women’s issue.

Workplace culture needs to signal that it is safe for men to be open about their conflicts without harming their opportunities for advancement. By recognizing societal and cultural changes, strong leaders can build up strong employees by leveraging their strengths and respecting their choices rather draining them and letting them down.

Its snow days like these that make me feel very fortunate to be a business owner that has the flexibility to work from home when nature calls. In today’s business world, flexibility is so important not only on snow days but in general. As the workforce continues to age and multiple generations are working together, the demands for flexible work arrangements are increasing.

Flexible work options became popular back in the late 80’s and early 90’s as Gen X began entering the workforce. This generation puts a huge emphasis on work/life balance and challenged many organizations to embrace flexibility. Today, it’s not only Gen X that desires flexibility but the other generations as well as they face the challenges of dual careers, elderly care and desires to reduce work hours as they transition into the next phase of life. In a study conducted by Georgetown University Law Center, Workplace Flexibility 2010, nearly 80% of workers said that they would like to have more flexible work options and would use them if there were no negative consequences at work.

Realistically, there are some businesses and positions that cannot accommodate flexible work arrangements. However, with some creative thinking on the part of the employer and employee it’s often not as difficult as anticipated. Here are just a few reasons that organizations should consider implementing or increasing the use of Flexible Work Arrangements:

• Attracting Talent: most recruits today will ask about flexible work arrangements and many won’t join a company that does not offer them.
• Increased Job Satisfaction: studies have shown that when an employee has flexibility they are more satisfied. Increased satisfaction leads to increased engagement. Increased engagement leads to more productive employees.
• Reduction in Absenteeism: flexible work arrangements often reduce the need for employees to use other forms of paid or unpaid time off to attend to personal business.
• Talent Retention: employees who have the option to utilize flexible work arrangements are more likely to stay with a company and often feel more loyalty towards the company.
• Reduced Stress: flexible work arrangements give employees the opportunity to define how and when their work gets done which helps to reduce the stress and pressure often associated with defined work hours.

The success of flexible work arrangements is a shared responsibility between the employer and the employee. Communication is critical and both parties must be willing to commit to regular discussions on how the arrangement is working and make adjustments when necessary.

The workforce of the 21st century is extremely diverse. Gone are the days of treating everyone the same. Employees have different needs, expectations and preferences and a one-size-fits-all approach just does not work. Companies that embrace these concepts have the opportunity to gain a competitive advantage by employing a more aligned, engaged and productive workforce. Now, what company doesn’t want that?